References

• Canada Labour Code [CLC], c. L-2, last amended 1 January 2010, consolidated version
  (Bilingual Eng-Fr version)
  Date: 01 Jan 2010; view website »
• Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
  Date: 18 Jun 2009; view website » (view in NATLEX »)
• Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 13 March 2012
  Date: 13 Mar 2012; view website »

Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: managerial / executive positions; non-federally regulated workers

Notes / Remarks
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.

References

• Canada Labour Code [CLC], c. L-2, last amended on January 1, 2010, consolidated version
  (Bilingual Eng-Fr version)
  Date: 01 Jan 2010; view website »
• Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
  Date: 18 Jun 2009; view website » (view in NATLEX »)
• Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
  Date: 18 Jun 2008; view website »

Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: managerial / executive positions; non-federally regulated workers

Notes / Remarks
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.

References

• Canada Labour Code [CLC], c. L-2 as last amended on January 1, 2010
  (Bilingual Eng-Fr version)
  Date: 01 Jan 2010; view website »
• Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
  Date: 18 Jun 2009; view website » (view in NATLEX »)
• Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
  Date: 18 Jun 2008; view website »

Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: managerial / executive positions; non-federally regulated workers

Notes / Remarks
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.

References

• Canada Labour Code [CLC], c. L-2, as last modified on 18 September 2009
  
  Date: 18 Sep 2009; view website »
• Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
  Date: 18 Jun 2009; view website » (view in NATLEX »)
• Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
  Date: 18 Jun 2008; view website »

Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: managerial / executive positions; non-federally regulated workers

Notes / Remarks
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.