Summary of Important Changes to the Canada Labour Code in 2023 and Early 2024 All First Nations Employers Need to Know About

Authored by: Lisa Harris, Tolu Kolawole, and Jessica Proudfoot 

The Canada Labour Code is the key governing legislation for federally regulated employers, including First Nations. In 2023, there were 5 significant amendments to the Canada Labour Code that all First Nations employers should be aware of.

As a result of the amendments, First Nations employers now have a statutory duty to

1. reimburse reasonable employee expenses,
2. provide employment statements,
3. ensure persons under 18 years of age are not employed in certain work scenarios,
4. make Ministry materials available, and
5. supply menstrual products in the toilet room.

On February 1, 2024, significant changes to termination notice requirements came into force.

For more information on each of these changes and how they may affect your organization, see: 

• Canada Labour Code changes in 2023: First Nations Employers Must Reimburse Reasonable Employee Expenses

• Canada Labour Code changes in 2023: First Nations Employers Must Provide Employment Statement

• Canada Labour Code changes in 2023: New Minimum Work Age

• Canada Labour Code changes in 2023: First Nations Employers Must Make Ministry Materials Available

• Canada Labour Code changes in 2023: First Nations Employers Must Supply Menstrual Products