Legacy Bowes Blog

As the first compliance deadline for Canada's proactive Pay Equity Act has passed, federally regulated employers should be preparing to meet key obligations aimed at closing the gender wage gap. Passed in 2018 and enacted in August 2021, this legislation places the onus on employers to proactively assess and adjust pay practices at set intervals, ensuring that employees in roles commonly held by women receive equal pay for work of equal value. By requiring employers to regularly review their compensation systems, the Act represents a significant move toward lasting pay equity in the workplace. 

The minimum wage in Saskatchewan will increase to $15 per hour on October 1st, 2024.

Drawing a clear line in the sand between work and vacation makes sure everyone enjoys the benefits of a little time off. It is so important to take time off from work, spend unhurried time with loved ones, re-charge, and gain new perspectives (especially if they are from the vantage point of a hammock).

Yet, many people have fallen into a pattern of working while on vacation. We are all too used to packing our laptops in our carry-ons and checking email on the beach. The pandemic and our subsequent hybrid work environments have blurred the lines between work and home even more, creating a situation where it can be a challenge for people to truly, effectively un-plug.

Read on for ways to disconnect from work while taking time off and set yourself up for relaxation.

As much as we try to distinguish them, work and personal life are innately tethered to one another. Things come up at work that will leak into our personal lives, and our personal lives will certainly seep their way into the workplace. To keep a healthy work-life balance, this sometimes requires employees to take a temporary of leave of absence from their job.

Read on to learn how to navigate these requests and what to do during the leave of absence.

On February 1, 2024, the minimum requirements for notice periods regarding the individual termination of employees changed, with notice amounts now tied to the individual’s length of employment. These amounts are outlined below and are in addition to any severance amounts that the employee may be entitled to under the Canada Labour Code.