Reading Time: 2 minutes

On November 30, 2021, the Ontario legislature passed Bill 27, the Working for Workers Act, 2021.

One of the most significant aspects of the legislation is the addition of a new Part VII.0.1 to the Employment Standards Act, 2000 (ESA), which requires employers to have a policy governing the employees’ right to disconnect from work. The legislation has not yet received royal assent, but that is likely to happen in short order.

The provisions of the new Part VII.0.1 of the ESA are sparse. They provide as follows:

  1. An employer with 25 or more employees must have a policy with respect to the right of employees to disconnect from work;

  2. The number of employees employed on January 1st of a given year determines if the obligation is triggered;

  3. If the obligation to have a policy is triggered (on January 1st), the policy must be in place by March 1st of the same year. However, a transition provision provides that employers have at least 6 months from the date Bill 27 receives royal assent to put a policy in place. Thus, employers will likely have until June 2022 or later to put their policy in place;

  4. Employees must be provided with a copy of the policy within 30 days of the policy’s preparation;

  5. There are no specific requirements about the content of the policy in the ESA; however, such requirements may be set out in regulations; and

  6. Some guidance can be taken from the definition of “disconnecting from work”, which means “not engaging in work-related communications, including emails, telephone calls, video calls or the sending or reviewing of other messages, so as to be free from the performance of work.”

The definition of “disconnecting from work” is curious. It is focused solely on communication, which is, arguably, just one aspect of our jobs – actually doing the work is the main thing.  It is likely the drafters believed the ESA already covered the doing of work through its provisions on hours of work, payment of wages and overtime. It is also noteworthy that there is no obligation to confer with employees on the development of the policy, which we have seen with some other mandated workplace policies.

Currently, there is little guidance to provide to employers on the content of their right-to-disconnect policies. HR leaders and employees alike are looking forward to seeing government’s regulations. There are likely to be exemptions for certain classes of employees as well, especially managers. For now, employers should start turning their minds to this issue; however, there may not be much to do until we see the regulations.

If you have any questions about workplace policies, contact our employment law team.

Author(s)

This content is not intended to provide legal advice or opinion as neither can be given without reference to specific events and situations. © 2021 Nelligan O’Brien Payne LLP.

Have Questions?

Enjoy this article?
Don’t forget to share.
Share on facebook
Share on twitter
Share on linkedin
Share on email

Related Posts

Employment Law for Employees
Blog
Reading time: 2 mins
Remote workplace injuries – who is responsible?
COVID-19 has made teleworking the new normal for many. For the foreseeable future, remote working and work from home is[...]
Employment Law for Employees
Blog
Reading time: 4 mins
A guide to income support options during COVID-19
  This week, the provincial government announced that Ontario will return to a modified version of Stage 2 restrictions, which[...]
Employment Law for Employees
Blog
Reading time: < 1 mins
Working and childcare during COVID-19 restrictions
On January 3rd, the Ontario government announced a set of new restrictions that include moving school online until at least[...]