In Canada, unlike the United States, "at-will employment" is not practiced. This implies that employers must have valid reasons and adhere to procedural requirements when terminating an employee's contract.

Lawful Grounds for Dismissal

There are two main lawful grounds for dismissal:

1. Just Cause: This usually involves serious misconduct or a pattern of problematic behavior that the employer has tried to address. Examples include theft or fraud, insubordination, workplace violence or harassment, and chronic absenteeism or lateness.

2. Without Cause: An employer can terminate employment without cause, but they must provide adequate notice or pay in lieu of notice, and potentially severance pay. Reasons for without-cause termination can include economic restructuring, position elimination, and poor performance (only after attempts to improve the situation).

Notice Requirements

Notice periods depend on the employee's length of service and the province or territory of employment. It's crucial to consult the specific laws in your jurisdiction. Here's a general outline:

1. Federal Regulations (Canada Labour Code):

   • 3 months to 2 years of service: 1 week of notice
   • 3 years or more of service: 2 weeks of notice, plus 1 week for each additional year of service, up to a maximum of 8 weeks.

2. Provincial/Territorial Regulations: Provincial and territorial legislation may have different notice requirements.

Severance Pay

Severance pay is a form of compensation for longer-serving employees who are terminated without cause. Eligibility and amounts vary.

1. Federal Regulations (Canada Labour Code): Employees with 12 months of continuous service or more are entitled to severance pay (generally 2 days of pay per year of service).
2. Provincial/Territorial Regulations: Some provinces and territories have more generous severance pay requirements.

Important Notes

1. Progressive Discipline: Employers are generally expected to employ a system of progressive discipline before terminating for performance reasons. This involves warnings, performance improvement plans, and documentation of the process.
2. Constructive Dismissal: Occurs when an employer makes significant, unilateral changes to an employee's employment that the employee can reasonably interpret as termination (e.g., drastic pay cut, demotion without cause). Employees may be entitled to treat this as a termination.
3. Unjust Dismissal: Even in non-unionized settings, employees covered under the federal Canada Labour Code may file complaints for unjust dismissal. Provincial and territorial laws may provide similar protections.

Canadian law strongly protects individuals from discrimination in employment, housing, services, and other facets of life. Understanding these laws is crucial for creating equitable and inclusive workplaces.

Protected Characteristics

Anti-discrimination laws in Canada prohibit discrimination on the basis of the following "protected grounds":

• Race
• National or ethnic origin
• Color
• Religion
• Age
• Sex (including pregnancy and childbirth)
• Sexual orientation
• Gender identity or expression
• Marital status
• Family status
• Disability (physical or mental)
• Conviction for an offense for which a pardon has been granted or a record suspension ordered

These protections are provided at both the federal and provincial/territorial levels. The federal law is the Canadian Human Rights Act (CHRA), and each province and territory has its own human rights legislation, which may offer broader protections.

Redress Mechanisms

If an individual believes they've faced discrimination, several avenues for recourse are available:

• Internal Complaint Procedures: Many organizations have internal mechanisms for handling discrimination complaints.
• Filing a Complaint with a Human Rights Commission: Both the federal and provincial/territorial Human Rights Commissions investigate discrimination complaints. These commissions might offer mediation, conciliation, or refer the case to a Human Rights Tribunal for a formal hearing.
• Filing a Lawsuit: In some cases, individuals may opt to sue their employer or another party in civil court for damages due to discrimination.

Employer Responsibilities

Employers have a legal duty to prevent and address discrimination in the workplace. This includes:

• Creating Anti-Discrimination and Harassment Policies: These policies should clearly define prohibited behaviors and outline complaint procedures.
• Educating Employees: Providing regular training on anti-discrimination law and creating a culture of respect.
• Investigating Complaints: Thoroughly and fairly investigating discrimination allegations.
• Taking Corrective Action: Disciplining offenders and implementing measures to prevent future discrimination.
• Duty to Accommodate: Employers must reasonably accommodate employees' needs related to protected grounds (i.e., religious practices, disabilities) to the point of undue hardship.

In Canada, employees enjoy a high standard of working conditions, regulated by both federal and provincial/territorial governments.

Work Hours

The typical workweek in Canada runs from Monday to Friday, with daily hours falling between 8:00 AM or 8:30 AM and 5:00 PM, totaling 37.5-40 hours. Generally, employees are not permitted to exceed 48 hours of work per week, although exceptions can be made in situations involving overtime pay, employee consent, or emergencies.

Rest Periods

Employees are entitled to a minimum 30-minute unpaid meal break after every five hours of work, or one hour in Newfoundland and Labrador. If employees are required to be available during the break, employers must provide paid meal breaks. While coffee breaks are not mandatory, if offered, employers must compensate employees for their time. Additionally, employees are entitled to at least one full day of rest every week, typically on Sundays. In some provinces, such as British Columbia and Quebec, a minimum of 32 consecutive hours off work is mandated each week.

Ergonomic Requirements

The Canadian legislation places emphasis on creating a safe work environment that minimizes the risk of musculoskeletal disorders. While specific requirements may vary by province/territory, employers generally have a responsibility to regularly evaluate workstations to identify ergonomic hazards. They are also required to provide ergonomic equipment like chairs, keyboards, and monitor stands to promote good posture and prevent strain. Furthermore, employers are expected to educate employees on proper posture, lifting techniques, and how to adjust their workstations for optimal comfort.

Workplace health and safety is primarily the responsibility of the employer, as outlined in federal and provincial/territorial legislation. Key employer obligations include:

• Providing a Safe Workplace: Employers must take all reasonable precautions to ensure the safety of their workers. This includes identifying and mitigating workplace hazards, providing proper personal protective equipment (PPE), and implementing safe work procedures.
• Developing and Maintaining a Health and Safety Program: Employers are required to have a documented health and safety program tailored to their specific workplace. This program should outline hazard assessments, training procedures, incident reporting protocols, and a mechanism for worker participation.
• Providing Training and Information: Employees must be adequately trained on their job duties, including any potential hazards and safe work practices associated with their tasks. Employers are also obligated to keep workers informed of any changes in the workplace that could affect their health and safety.
• Investigating Accidents and Incidents: Employers are responsible for investigating all workplace accidents and incidents to identify root causes and implement preventive measures to prevent future occurrences.

Employee Rights

Employees also play a crucial role in maintaining a safe work environment. Canadian legislation guarantees certain fundamental rights to employees, including:

• The Right to Know: Employees have the right to be informed of potential hazards in their workplace, including access to safety data sheets (SDS) for hazardous materials.
• The Right to Participate: Employees have the right to participate in workplace health and safety discussions, raise concerns, and contribute to the development and implementation of safety programs.
• The Right to Refuse Unsafe Work: Employees have the right to refuse work that they believe poses a threat to their health and safety, or the safety of others, provided they have a reasonable justification for their refusal.

Enforcement Agencies

Federal, provincial, and territorial governments enforce health and safety regulations through dedicated agencies. These agencies conduct inspections, investigate complaints, and issue orders to ensure compliance. Key enforcement agencies include:

• Federal: Employment and Social Development Canada (ESDC) enforces the Canada Labour Code for federally regulated workplaces (e.g., banking, transportation, interprovincial trade).
• Provincial/Territorial: Each province and territory has its own health and safety agency responsible for enforcing provincial/territorial occupational health and safety legislation (e.g., Ministry of Labour in Ontario, Alberta Occupational Health and Safety).