Is Your Business at Risk…

Are you current on legal and regulatory changes and the implications for your business?

Staying up to date on legislative changes that impact your business isn't just good practice - it's essential for compliance and risk management.

Regardless of the province or state in which you do business, there are recent legislation changes and upcoming deadlines (or past) you need to be aware of.

Key Regulatory Updates to Watch

· Employment Standards Act, 2000 (the "ESA") - Recent amendments affecting employer obligations.

· Working for Workers Four Act, 2024 ("Bill 149") - New transparency requirements for Ontario employers.

· Ontario Regulation 476/25 (Rules and Exemptions re: Job Postings) - Specific guidelines on compensation disclosure.

· Ontario Regulation 285/01 (When Work Deemed to be Performed, Exemptions and Special Rules) - Updated provisions affecting work classification.

· California Workplace Violence Prevention Plans - New requirements for California employers.

· Pay Transparency Legislation - Expanding across multiple jurisdictions.

· New Jersey Discrimination & Harassment for Remote Work and Mandated Sick Pay.

· New York Pre-Natal Paid Leave

Critical Questions to Ask

· Are you exempt or must you comply with the January 1, 2025, July 1, 2025 and January 1, 2026 deadlines?

· Are you clear on the definitions and requirements outlined by these Acts and Regulations?

· Are you prepared for the impacts of increased transparency requirements?

· Have you offered compliance training to your employees and management team?

· Do you have the knowledge and information to implement necessary changes?

Areas Requiring Policy and Procedural Updates

· Job postings: Salary range disclosure and AI use notifications.

· Offer letters: Updated language to reflect new regulatory requirements and termination clause.

· Candidate/new employee communication: Transparency protocols

· Record retention: Enhanced documentation requirements

· Public disclosures: New standards for compensation ranges, job vacancies, and use of AI.

· Mandatory Training: Updated requirements for employee and management education.

· Paid Leave: Requirements and criteria for specific employee status.

How Can I Help?

As an experienced HR consultant, I can help determine the changes that apply to you & your business and implement practical solutions. I’ll share legal compliance measures along with practical business solutions to help you:

· Assess your current compliance status against any new requirements.

· Develop implementation roadmaps to meet upcoming or missed deadlines.

· Create or update policies and procedures to reflect new regulations.

· Train your team on compliance requirements and best practices.

· Establish monitoring systems to stay ahead of future changes.

Let’s set up the right structures to stay compliant while maintaining your operational effectiveness.

Let’s schedule a compliance assessment to identify your specific needs and priorities.

Let’s put your mind at ease so you can focus on doing what you’re good at – running your business.