1、2023 Canadian Employment andLabour law:Year in review and future trendsGrow|Protect|Operate|FinanceFebruary 2024ContentsIntroduction.4Wrongful dismissals .4Human rights .8Labour relations .11Occupational health andsafety .13Pensions and benefits .14Business immigration .15Legislative changes .17Tren

2、ds to watch for in2024 .22Conclusions .232023 Canadian Employment and Labour law 3Introduction:In a year marked by the breakout arrival of generative AI,the continued evolution of hybrid workplaces and the increasing frequency of labour strikes,there was no shortage of issues vying for the attention

3、 of Canadian employers.This guide recaps those legal developments that were particularly notable in the areas of wrongful dismissals,human rights,labour relations,occupational health and safety,pensions and benefits and business immigration.In addition,we recap the legislative changes that employers

4、 should know about in British Columbia,Alberta,Ontario,Qubec and the federal jurisdiction and identify those trends that we think will shape Canadas workplaces in 2024 and beyond.Wrongful dismissals British ColumbiaCourt upholds termination clausesIn Forbes v.Glenmore Printing Ltd.(Forbes)1 and McMa

5、hon v.Maximizer Services Inc.(McMahon)2,the Supreme Court of British Columbia upheld termination provisions in the plaintiffs respective employment agreements.As a result,the plaintiff employees were not entitled to reasonable notice of termination at common law.In Forbes,the employee argued that te

6、rmination clause was unenforceable because it provided for a lesser entitlement that contemplated by the minimum requirements of the group termination provisions of the Employment Standards Act(BC ESA)and should therefore be unenforceable.In this case,the employee was not part of a“group termination