Manitoba’s Labour Code Rules and Regulations
Need help with Manitoba’s workplace legislation changes as a small business owner? Do you know the required steps when it comes to implementing Manitoba’s current labour law regulations?
It’s vital you are making the right changes to your workplace and meeting your obligations as an employer.
Manitoba has updated its provincial labour laws and labour code over the past few years. This has a direct impact on the labour relations in your business.
Our experts are here to guide you through these changes in your workplace. The major bills you should be aware of are:
- Bill 11, The Workplace Safety and Health Amendment Act
- Bill 18, The Workers Compensation Amendment Act
- Bill 26, The Human Rights Code Amendment Act
Whether you’re a small business or a large corporation, it is important that you’re complying with Manitoba’s ever-changing labour law rules and regulations.
if you need any help with staying compliant or have a question about Manitoba’s
Manitoba’s Labour Laws
Employers regulated by the Employment Standards Code should ensure their policies, procedures and practices are compliant. This includes the following areas of labour law:
- Unpaid job-protected leaves
- Hours of work and rest periods
- Compressed workweeks
- Pay deductions
- Minimum wage
- Overtime pay
- Holiday and vacation entitlement and pay
- Terminations and Temporary layoffs
- Youth employment
Enforcement updates include higher fines for non-compliance and more stringent rules regarding health & safety. That’s just to start. If you need help keeping your business up to date, get in touch with our experts.
Manitoba Labour Relations Code
There are also numerous Manitoba Labour Relations Code updates, either in effect or being implemented in a phased approach. These include, but are not limited to:
- Expanded fines for Labour Code infractions
- Dependent contractors and employees
- Unfair labour practices
Is your business up to code? Ask us for advice.
Bills 11 and 26 increase the powers of the Minister when it comes to enforcement and administration changes. This involves actions such as providing Employment Standards Officers with the authority to direct employers to conduct self-audits in a form prescribed by the Minister of Labour.