Month: February 2025

The majority of our client/partners are not expected to see large negative effects from the impending tariffs being levied by the US.  In fact, some may actually be helped by those imposed by Canada.  That said, there are some options available to employers that are affected.  The article below provides some general into on these programs. 

As discussed in our FTR Now articles of February 6, 2025 and February 14, 2025, the economic uncertainty caused by the prospect of tariffs has led employers to consider temporary layoffs and mass terminations.

https://www.mondaq.com/canada/employee-rights-labour-relations/1588664/managing-temporary-workplace-disruptions-supplemental-unemployment-benefit-plans-and-the-employment-insurance-work-sharing-program

Every year we see an insurer or TPA generate a “tax update” that shows the new CPP/QPP/ EI/ Tax/WSIB and benefit taxation details.  Some of these have been the same for years (like RST on benefits in Ontario), but others change each year like CPP.

The document below, from BBD, provides information that you may find useful. 

If you have any questions, please reach out anytime, or speak to your accountant.

BBD-Tax-Tips

A few updates to the Ontario ESA are coming into effect this year.  The amendments noted here are provided by e2r

In December, Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent and we’ve outlined below the key legislative changes of interest to Ontario employers:

Employment Standards Act, 2000 (ESA) – The amendments introduce two new unpaid leaves under the ESA:

1.   Long-Term Illness Leave – Effective June 19, 2025

• An employee who has been employed for at least thirteen consecutive weeks will be entitled to an unpaid leave of up to twenty-seven weeks if they are not able to perform their duties because of a serious medical condition.
• Entitlement to the leave is conditional on the employee providing a certificate or note from a qualified health practitioner (e.g., doctor, registered nurse or psychologist), confirming the employee has a serious medical condition and the period in which the employee will not perform their duties because of the serious medical condition.

2.   Placement of Child Leave – Effective TBD

• An employee with at least 13 weeks of service is entitled to an unpaid leave of up to 16 weeks after the placement or arrival of a child into the employee’s custody, care and control through adoption or surrogacy.