On September 3, 2020, the Government of Ontario announced that the Infectious Disease Emergency Leave regulation, which deemed employees who were placed on a temporary layoff due to COVID-19 to be on a job-protected leave of absence, will be extended to January 2, 2021. The deemed leave of absence was previously set to expire on September 4, 2020.
Under the amended regulation (which has not yet been published), non-unionized employees whose hours of work are temporarily reduced or eliminated by the employer for reasons related to COVID-19 are automatically deemed to be on Infectious Disease Emergency Leave, and the reduction or elimination of hours/wages will not constitute a layoff or a constructive dismissal under the Employment Standards Act, 2000 (ESA) until after the regulation expires on January 2, 2021.
Effective January 3, 2021, employees will no longer be deemed to be on the Infectious Disease Emergency Leave and the ESA’s regular rules regarding constructive dismissal and temporary layoff will resume.
In light of this amendment, employees who are currently on the leave of absence, and who cannot be returned to work by September 4, 2020, will no longer have to be placed on a temporary layoff.
For more information on the Infectious Disease Emergency Leave, please see our June 2020 Blakes Bulletin: Ontario Introduces Deemed Leave of Absence in Connection with COVID-19.
For further information or any questions regarding how this amendment may impact your business, please contact a member of our Employment & Labour group.
Please visit our COVID-19 Resource Centre to learn more about how COVID-19 may impact your business.
Blakes and Blakes Business Class communications are intended for informational purposes only and do not constitute legal advice or an opinion on any issue. We would be pleased to provide additional details or advice about specific situations if desired.
For permission to republish this content, please contact the Blakes Client Relations & Marketing Department at email@example.com.
© 2021 Blake, Cassels & Graydon LLP