Changes to the capital gains inclusion rate and the employee stock option deduction rate (as proposed in Budget 2024) will apply to stock options exercised and shares sold on or after June 25, 2024.  The new measure reduces the stock option deduction and capital gains tax exemption from 1/2 of the taxable amount to 1/3 of the taxable amount, if an individual’s annual combined limit of CAD 250,000 has been exceeded. The individual taxpayer can choose how to allocate the preferential tax treatment between the stock option income and capital gains to the extent the combined limit has been e ..read more

We are thrilled to announced that the latest edition of The Global Employer: Focus on Global Immigration & Mobility is now available! This handy, go-to desk reference guide includes: An overview of key global immigration and mobility issues to consider related to immigration, employment, compensation and employee benefits, income taxes and social insurance, and global equity compensation. An executive summary for 27 jurisdictional chapters identifying key government agencies, highlighting current compliance and enforcement trends, and describing short and long term visas approp ..read more

We’re bringing the world to you. Join Baker McKenzie for our annual Global Employment Law webinar series. In the face of intensifying geopolitical risk and continuing economic uncertainty, the challenges for global employers to plan carefully and operate strategically to maintain a thriving workforce is greater than ever. We’ll help employers navigate those challenges in our four-part webinar series featuring Baker McKenzie Global Employment Law colleagues from the Americas, Asia Pacific, Europe, and the Middle East and Africa who will share legal updates an ..read more

Special thanks to our articling student Mario Lofranco for contributing to this update. In a previous blog post, we discussed the proposed changes that Bill 149 would bring to several employment statutes, building on the Working for Workers Acts, 2021, 2022, and 2023. Bill 149 received royal assent on March 21, 2024, passing key changes to the Ontario Employment Standards Act, 2000, the Digital Platform Workers’ Rights Act, 2022, the Fair Access to Regulated Professions and Compulsory Trades Act, 2006, and the Workplace Safety and Insurance Act, 1997. Key Changes Job Postings: Ontario employ ..read more

Special thanks to co-presenter Sarah Mavula. Quebec’s Bill 96 significantly expanded existing French language requirements under Quebec’s Charter of the French language, including new translation requirements for a wide range of employment documents. Similarly, the treatment of commercial standard form contracts (or contracts of adhesion) must now be translated into French first, even if the parties agree to proceed in a language other than French, such as English.  This video is tailored to employment counsel, HR, and advertising and marketing professi ..read more

In this 75-minute “quick hits” style session, our team provided practical advice to Canadian in-house counsel and human resources leaders and addressed what to keep top-of-mind for 2024. Among other topics, we discussed: Key legislative developments including: The progress and implications of Ontario’s latest “Working for Workers” legislation Implications of Pay Transparency Legislation in British Columbia and the rest of Canada An update on implementing the changes imposed by French Language Legislation in Quebec and the Federal Jurisdiction Significant case law d ..read more

Special thanks to our articling student Ravneet Minhas for contributing to this update. Federal employers should be aware of recent amendments to the Canada Labour Code, which increased the minimum termination notice period for federally regulated private sector employees.[1] The changes came into force February 1, 2024 and provide employees who have completed at least three years of continuous service with a longer notice period if terminated without cause. Previously, employers had to provide a minimum of two weeks’ notice of termination or pay in lieu of notice to an employee who had comple ..read more

Special thanks to presenters Andrew Boyd, Andrew Morreale and Haran Viswanathan. Tune in to our latest quick chat where we outline what employers need to know about Canada’s augmented mandatory reporting rules for tax in certain transactions. This is tailored for tax professionals, lawyers, compliance officers, General Counsel, and Canadian business leaders involved in drafting and reviewing contracts (purchase agreements, minutes of settlement, etc.). These rules are important for employers to bear in mind because they potentially create reporting obligations in the context of employment law ..read more

“Stay-or-pay” clauses, a growing practice in the US, involve penalizing employees who break the tenure of their employment contract. Check out this recent article from Human Resources Director, “Stay-or-pay clauses in Canada? Experts weigh in on the U.S. trend of charging employees who quit” with insight from our own Andrew Shaw. Click here to view the article ..read more

We are proud to share that Baker McKenzie was recognized as one of Greater Toronto’s Top Employers (2024). Our office was selected for its culture of inclusion, friendship and support for employee development. Inclusion is at our core, as Ajanthana shared: “As a global law firm, we work very closely with our colleagues around the world. Despite our size, we have a real culture of friendship.” Please read more about this special recognition here.   ..read more