Bill 5 Legislation. What BC Employers need to know.

Bill 5 What you Need to Know?

Employees in British Columbia are entitled to 10 unpaid days for any time off related to domestic or sexual violence. With the introduction of the Bill 5 amendment to the Employment Standards Act 5 of those day must now be paid.

As an employer, it is important to understand your responsibility given the new legislation.

What Bill 5 means for your business.

BC business are now faced with new amendments to the Employment Standards Act (ESA) that includes the introduction of Bill 5. It is now the responsibility of Employers to make sure contracts, polices and procedures will reflect the change.

What is the Employment Standards Act?

The ESA is the provincial legislation that sets the minimum workplace standards. Further, the Employment Standards Branch of the Ministry of Labour administers the Act. This applies to most employers and all non-union employees, regardless of employment status. With this, employers who fail to comply with the Act are subject to administrative and/or monetary penalties.

Is your business compliant?

Have you taken the proper steps to ensure your business is compliant with the new legislation amendments? As an employer, you are responsible for keeping up-to-date on the Employment Standards Act.

Call our free HR advice line today with questions about British Columbia’s labour laws. Employer Line can help: 1 (833) 200 5103.