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Right to disconnect proposed for federally regulated employees "Within Budget 2024: Fairness for Every Generation (the Budget 2024)[1], introduced on April 16, 2024, the federal government confirmed its intention to move forward with introducing a right for employees to disconnect from work outside of their working hours. Specifically, Budget 2024 proposes to provide CA$3.6 million over five years, starting in 2024-2025, and CA$0.6 million ongoing to enable the federal Labour Program at Employment and Social Development Canada (ESDC) to implement legislative amendments to the Canada Labour Code to establish such a right." https://ow.ly/eFRH50RuTmX Sometimes getting to “DONE” is as simple as coffee & conversation. How about we have a chat… #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib Humans serving Humans

💰💷🤑Let's Talk Cash! 🤑💷💰 Nope sorry 🙏🏻, we're not giving any away, however, with national living wage going up again in April you might be wondering how on earth you can afford both that and to reward employees more generally. We get it. We're a small business just like you. Affording another cost of living pay increase, whilst simultaneously battling other rising costs is scary. But thankfully salaries are not the only way that you can reward your employees. Miranda has some great ideas for you that don't involve actual dosh… #bonusscheme #culture #rewards #nationalminimumwage #incentives #workplace #workplacebenefits #hrsupport #hrteam

I recently spoke to Benefits Canada about Canada Labour Code amendments that will exempt some employees from hours-of-work requirements I stated that the new exemptions affect at least 50 percent of federal sector employees covered by Bill C-63. “If you combine that with the original exemptions, you have to question just how many people will benefit from the hours-of-work legislation. And those employers that are still covered and may have been inclined to provide more generous notice may now decide to go with the minimum standards in the CLC.” https://lnkd.in/eaQXxTg9

The landscape of salary deductions has recently undergone significant reform. With the introduction of the Fair Work Legislation Amendment (Protecting Worker Entitlements) Act 2023, we're seeing a promising shift towards greater flexibility and fairness in the workplace. Let’s dive into the details: 🔹 What’s Changed? Employees can now authorise variable, recurring deductions directly from their wages. This flexibility reduces the need for constant updates and permissions, streamlining payroll processes. Importantly, these changes prioritize employee benefits. 🔹 The Impact? This evolution in payroll management means we can say goodbye to unnecessary paperwork and welcome more direct and efficient agreements. From gym memberships to health insurance premiums, managing salary deductions has never been simpler or more employee-focused. 🔹 The Details: Crucially, these amendments introduce protections to ensure deductions are genuinely for the employee's advantage. Limits can be set on deductions, safeguarding against any potential misuse. 🔹 Timeline: These important changes took effect on 30 December 2023, marking a significant date for Australian workplaces. Implications for Your Business: This update provides both employers and employees with a more transparent and flexible approach to salary deductions, aligning everyone's interests. How are these changes playing out in your workspace? Share your experiences and questions in the comments below 💜 #AustralianWorkplace #SalaryDeductions #FairWorkAct #BusinessAustralia #SmallBusiness

PROPOSED CURTAILMENT OF ZERO HOURS CONTRACTS 🔴 Have you seen Labour's "PLAN TO MAKE WORK PAY" https://lnkd.in/eAgHbCst In this (see pg 5) new rules are suggested to stop the abuse of what are considered to be "exploitative" zero hours contracts to end "one-sided flexibility". ✔ Instead, contracts that reflect regular hours worked based on the average hours over a 12 week period, would be provided. With workers given reasonable prior notice of required working hours and proportionate compensation for curtailment of cancellation of shifts at short notice. It would still be possible to issue fixed term contracts and use these for seasonal work. ❗ Zero hours contracts were intended to replace "casual" contracts, where people were likely to be employed for just a few months - they were not intended to replace permanent contracts. Now zero hours contracts are commonly used in the hospitality and care sectors, and where employers have not committed to providing a permanent contract. Find out more about Labour's plans in this document. #hr #thrivehruk #employmentlaw #zerohours #contracts #flexibility

Govt measures aimed at improving working conditions may push costs up 36% Increases in the national minimum wage, the introduction of the planned living wage, new sick pay entitlements, improvements to parent's leave and benefit, the right to request remote working, hikes in PRSI and the new auto-enrolment pension scheme could push business costs up by 36% according to the analysis by Excel Recruitment Michael McGrath TD Simon Coveney Micheál Martin Leo Varadkar https://lnkd.in/e8eqWKfF

General holiday pay is an earning type that applies when an employee qualifies to be compensated for working on or in lieu of a public holiday. General holidays are designated by the province or territory’s legislation, and it’s common for both the general holidays themselves and the legislation under which employees qualify for general holiday pay to differ across Canada. In Alberta, there are nine general holidays and four optional general holidays. Learn more: https://bit.ly/48wJ23C. #TerminologyTuesday #Payroll #PayrollManagement #AlbertaBiz #AlbertaLocal #AlbertaHospitality #PayrollAccounting #Workforce #CanadianBusiness #SmallBusinessCanada #SME #CPA #PayrollService #PayrollProcessing #WorkforceManagement #HR #HumanResources #Canada #Alberta #AB #YEG #YMM

Last week, our #GoodEmployment news highlighted: 🔵 Navigating UK Wage Regulations: National Living Wage Updates 2024 Stay informed with the latest changes to the National Living Wage for 2024. Understand the differences between NLW and NMW, legal responsibilities for employers, and the significance of the Real Living Wage (Living Wage Foundation) 🔵 How HR can support staff during Stress Awareness Month & beyond April is Stress Awareness Month, highlighting the pervasive issue of stress in both remote and office environments. Defined by the Health and Safety Executive (HSE) as a harmful reaction to workplace pressures, stress can also stem from external sources. Identifying its causes can be challenging, making awareness crucial for fostering healthier work environments. 🔵 Acas introduces new code of practice on flexible working requests Acas unveils a new Code of Practice for managing flexible working requests, aligning with recent legal changes granting all workers the right to request flexibility from day one. The updated regulations allow for two requests per year and require employers to respond within two months. Read more: https://ow.ly/jPSo50Rb901

"418" Rule Relaxed: Everything Employers Need to Know🔍 After years of debate, the Government has announced to ease the “continuous contract” requirement (known as the “418” rule) under the Employment Ordinance in February 2024. The Labour Advisory Board (LAB) has reached a consensus that the #418rule is to be relaxed by using aggregate working hours of four weeks as a counting unit and setting the four-week hour threshold at 68 hours. It means that employees in Hong Kong who have worked aggregately for 68 hours over four weeks are entitled to statutory employment benefits, such as statutory holiday pay, paid annual leave and sickness allowance. 📌Click here to read more: https://lnkd.in/gHQb5MtQ #FlexSystem #DigitalTransformation #theEmploymentOrdinance