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On May 6, 2024, the Ontario government introduced Bill 190, the Working for Workers Five Act, 2024 (“Bill 190”), which is the fifth Bill in a series of legislative changes meant to strengthen workplace protections for employees. Proposed changes include increased transparency requirements in the recruitment process, stricter penalties for violations of both the Employment Standards Act, 2000 and Occupational Health and Safety Act, expanded support for women in the workplace, and simplifying registration for internationally trained workers. Read more from lawyers David Fanjoy, Khaleed Mawji and Claire Wanhella here: https://bit.ly/3KkCF8P #employmentlaw #mcmillaninsights #workplaceprotections

On May 6, 2024, the Ontario government introduced Bill 190, the Working for Workers Five Act, 2024, which aims to build upon a series of similar Acts to amend workplace legislation, presenting new requirements for employers. Read more about the proposed amendments in our latest In the Know blog: https://lnkd.in/ecDbm-Aa

We know that the new Labour government is aiming to bring about significant changes to employment law. But what about health and safety? While the government hasn’t provided extensive details about its plans in this area, many of the employment law changes encompassed in the recently announced Employment Rights Bill, such as abolishing zero-hour contracts, will naturally impact occupational safety and health. It has also alluded to “modernising health and safety regulations”, prompting several prominent publications to speculate about the potential changes that may be in store. Here’s what we know so far 👉 https://ow.ly/hwO750SWCjT #healthandsafety #healthandsafetyatwork #healthandsafetynews #OSH #Labour #government

We know that the new Labour government is aiming to bring about significant changes to employment law. But what about health and safety? 🤔 While the government hasn’t provided extensive details about its plans in this area, many of the employment law changes encompassed in the recently announced Employment Rights Bill, such as abolishing zero-hour contracts, will naturally impact occupational safety and health. It has also alluded to “modernising health and safety regulations”, prompting several prominent publications to speculate about the potential changes that may be in store. Here’s what we know so far 👉 https://ow.ly/hwO750SWCjT WorkNest #healthandsafety #healthandsafetyatwork #healthandsafetynews #OSH #Labour #government

We know that the new Labour government is aiming to bring about significant changes to employment law. But what about health and safety? 🤔 While the government hasn’t provided extensive details about its plans in this area, many of the employment law changes encompassed in the recently announced Employment Rights Bill, such as abolishing zero-hour contracts, will naturally impact occupational safety and health. It has also alluded to “modernising health and safety regulations”, prompting several prominent publications to speculate about the potential changes that may be in store. Here’s what we know so far 👉 https://ow.ly/hwO750SWCjT #healthandsafety #healthandsafetyatwork #healthandsafetynews #OSH #Labour #government

There have been a lot of discussions and spotlight around Labour's proposed changes on HR/Employment Law. Our blog below looks at the impact this may have within Health & Safety and what it could mean for employers! For further information or to have a chat on support please feel free to get in touch: 📞 01244 668270 📧 graemetaylor@worknest.com

How Well Do You Know Your Workplace Rights? 🏭 Working in a factory? Your safety, health, and welfare are protected by the Factory Laws in India. The Factories Act, 1948, and the updated Occupational Safety, Health, and Working Conditions Code, 2020, ensure that your work environment is secure and fair. Curious about your rights? Learn how these laws regulate working hours, safety standards, and even welfare facilities to keep you protected on the job. Discover more about your workplace rights in our latest blog. Read the full article in the first comment! #WorkplaceRights #LegalAwareness #FactoryLaws #SafetyFirst #KnowYourRights

Are you familiar with the regulations in place to protect workers that are engaged through agencies, such as the Agency Worker Regulations here in the UK? These are setup to provide agency workers with essential rights in their professional lives. These include (but are not limited to): 📄 Access to information and facilities From day one, agency workers have the right to access the client’s collective facilities and information about job vacancies. 😊 Protection against detriment Workers have the right to make a complaint or raise an issue about their working conditions, pay or other employment rights without fear of losing their job or being treated unfairly. 🤝 Equal treatment After 12 weeks of continuous work with the same client in the same role, agency workers are entitled to the same basic working and employment conditions as a comparable employee of the client, including pay, holidays, rest periods and working hours. The agency must ensure their workers are treated similarly to client employees in a similar role. – – If you are looking to find out more about the practical considerations you must take into account when considering an agency workforce, check out our Educate2Enable programme, a dedicated online training programme for engaging and managing a non-employee workforce. Link in comments to find out more #interimmanagement #agencyworkers #AWR #peoplemanagement #hrtraining

🤔 When was the last time you updated your Employee Handbook? 🤔 If you’re planning to wait until the new employment laws under the Labour government are approved that might not be the right decision. Especially if you’ve not reviewed your policies in the last 12 months. Several important employment laws have already been passed or are about to be passed this year, such as: 1️⃣ Worker Protection (Amendment of equality Act 2010) at 2023, which comes into force on 26th October 2024. This places a new legal obligation on employers to have a standalone policy, procedures and training to prevent sexual harassment in the workplace. 2️⃣ Flexible Working Rights The Employment Relations (Flexible Working) Act 2023 gives employees the right to request flexible working from day one. Plus, employees can now make two requests a year, and employers must respond within two months, with clear reasons if rejected. 3️⃣ to 6️⃣ Other changes to include: 💠 Carer's Leave 💠 Paternity Leave 💠 Redundancy Protection for Pregnancy & Family Leave 💠 Neonatal Care Leave & Pay If you haven’t updated your handbook in the last 12 months, now is the time to make sure you are compliant with these changes. I write a lot of HR policies for the hospitality industry. Whilst the laws are the same for everyone, how the policy is presented in your handbook should be applicable to the way you operate. So, don't forget to make the policies relevant to your industry. It should protect and be fair for both your business and your employees. Need a hand updating your HR policies? Please do get in touch. #hrpolicy #hrhandbook #hrlaws #hrconsultant #hospitality

This blog briefly highlight the features of three pivotal Labour Codes aimed at revolutionizing the way we perceive and engage with employment. These codes, namely: The Code on Social Security, 2020, The Industrial Relations Code, 2020, and The Occupational Safety, Health and Working Conditions Code, 2020, have been strategically crafted to encompass and uplift workers across organized, unorganized, and self-employed sectors. #LabourCodes #EmploymentRevolution #WorkplaceWellbeing #Empowerment #IndiaInc #LinkedInBlog https://lnkd.in/dXRYZrUE