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New Employment Laws in 2023

New Employment Laws in 2023Photo from Unsplash

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A new year tends to bring new employment laws. This year, 2023, is no different. Therefore, the purpose of this blog is to explore some of the new employment laws that we know will come into effect in 2023. This is not an exhaustive list, but it is a list of new legislation that we figure employers might be interested in.

New Statutory Deductions

This year will see an increase in required statutory deductions to salaries. The Canada Pension Plan (CPP) contributions will increase to 5.95% of the salary. The maximum CPP contribution has been raised to $3,754.45.

Employment Insurance (EI) premiums are also being increased. Employees will see $1.63 deducted for every $100 that they are paid. The maximum annual EI premium payment has increased to $1,002.45.

Changes for Provincially Regulated Employers

There are a couple of new policy requirements for Ontario workplaces that reached 25 staff members on January 1, 2023. First, those employers are required to have a written electronic monitoring policy in place by March 1, 2023. For more about what that policy entails, see our previous blog “Provincially Regulated Employers must have a Written Electronic Monitoring Policy.” Second, those employers will need to have a written policy on disconnecting from work in place by March 1, 2023. For more information about this requirement, see our previous blog “Is there really a “right” to disconnect?

The paid infectious emergency leave requirements that were added to the Employment Standards Act (ESA) during the pandemic have been extended until March 31, 2023. The provision requires employers to give eligible employees three days of paid infectious emergency leave when the employees are suffering from the effects of COVID-19.

The ESA has also been amended to exclude business consultants and information technology consultants from its scope as of January 1, 2023. There are specific criteria for one to be an excluded business consultant or information technology consultant in the ESA.

On June 1, 2023, some at-risk employers will be required to ensure that their workplace has Naloxone kits on site. Naloxone is a type of medication that is widely used to reverse opioid overdoses.

Changes for Federally Regulated Employers

There are not many changes for federally regulated employers that have been announced for 2023. However, federally regulated employers should pay attention to the news, as the federal government has planned changes to the Canada Labour Code (CLC) that they are currently attempting to pass. For example, there is a proposed amendment that, if passed, will require employers to provide menstrual products, including tampons and menstrual pads, if certain conditions are met.

The main change for federally regulated employers in 2023 is paid sick days, which will increase throughout the year. Employees who were continuously employed for 30 days as of December 31, 2022, got three paid sick days. On February 1, 2023, employees will accumulate their fourth paid sick day. Employees will get an additional sick day at that start of each following month until they reach ten paid sick days. For more information about this form of leave, see our previous blog “Bill C-3- Amendments to the Canada Labour Code.”

How Suzanne Desrosiers Professional Corporation can help

Understanding and complying with the new legislated provisions that I described above can be complicated. It is highly recommended that if you have any questions about your legislated requirements in 2023 you speak to one of our employment lawyers. Our employment lawyers can help you comply with the legislation in a way tailored to your unique business. You can contact us by calling us at (705) 268-6492 or emailing us at

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