加拿大勞動管理諮詢服務 yto4tw

加拿大僱傭合約:定期，不定期; 加拿大員工福利: 員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償;加拿大資遣員工:預告期，遣散費，失業保險。
Email：yto4ww@evershinecpa.com
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Canada Hiring
20.10. 加拿大僱傭合約 Employment Contracts —

與未加入工會的員工無需簽訂書面僱傭合同。
實務中，組織的高級成員通常會收到書面僱傭合同，其中規定了雇主對特定僱員的義務。
如果條款低於法定最低僱傭標準，或僱員在脅迫下簽訂合同，則此類合同將無法執行。
在不存在書面僱傭合同，或合同未完全說明僱傭條款和條件的情況下，僱傭關係受普通法規定的標準管轄，或者在魁北克的情況下，由《民法典》規定。

受聯邦管轄的行業的雇主的聘用期限則通常不確定。
因為沒有涵蓋個人僱傭關係、省或地區普通法的綜合聯邦立法（或對于魁北克聯邦監管行業的僱員，民法典）適用於聯邦監管雇主個人，大多數僱傭合同的形成和終止。
雖然加拿大沒有具體的舉報法律，但刑法禁止雇主威脅或懲罰向有關當局報告刑事犯罪信息的僱員。

There is no requirement to enter into a written employment contract with nonunionized employees.
In practice, senior members of an organization typically receive written employment contracts that define the employer’s obligations to that particular employee.
Such contracts will be not be enforceable if the terms are inferior to statutory minimum employment standards or the employee signed the contract under duress.

In cases where no written employment contract exists or where the contract does not fully address the terms and conditions of employment, the employment relationship is governed by standards established under the common law or, in the case of Quebec, set out in the Civil Code.
Employers in industries under federal jurisdiction are usually hired for an indeterminate term.

Because there is no comprehensive federal legislation covering individual employment relationships, provincial or territorial common law (or for employees in federally regulated industries in Quebec, the Civil Code) is applied to most aspects of the formation and termination of individual employment contracts at federally regulated employers.
While Canada does not have specific whistleblowing laws, the criminal code prohibits employers from threatening or disciplining employees who report information about a criminal offense to the appropriate authorities.

20.90. Reference Citations —

Restrictions on Hiring: Canada Labour Code, R.S.C. 1985, ch. L-2, § 179

Recordkeeping: Canada Labour Code, R.S.C. 1985, ch. L-2, § 252

加拿大福利Benefits
70.10. 加拿大員工休假Vacation —

受聯邦監管行業的僱員在為雇主工作的前五年，權享有至少兩週的帶薪假期。
連續六年工作後可以休三週，以及連續工作滿 10 年後可休四週。
僱員的僱傭合同可以規定額外的假期。
為計算休假權利，受僱年可以從僱員受僱的周年日，也可以是日曆或雇主決定的其他年份算起。
僱員可以根據雇主的決定，或在雇主和僱員雙方同意的時間休假。
但是，必須在僱員有權休假的工作年度結束後的 10 個月內開始。

在雇主選擇休假時間的情況下，雇主必須至少提前兩週，通知僱員的年假開始時間。
有權休兩週假期的員工，必須獲得其收入的 4% 作為假期到期當年的假期工資，有權休三週假期的員工為 6%，有權休四週假期的員工為 8%。
僱傭終止後，僱員有權獲得上一年工作所欠的任何假期工資，和當前假期年度的按比例分配的假期工資。
休假可以是一段時期，也可根據僱員的要求和雇主的批准，進行多於一個時期。
通常，僱員不能將未使用的假期從一年延續到下一年，但在雇主書面同意的情況下，可以放棄或推遲特定年份的休假權利。

Covid-19 更新（2020 年 3 月 25 日生效）：根據加拿大勞工法的新修正案，因健康危機而無法工作的員工有權享有長達 16 週的無薪假。
雇主不能因為僱員打算休 Covid-19 假期，而解僱、停職、解僱、降級或紀律處分僱員，雇主也不能在任何晉升或培訓僱員的決定中考慮該假期。
僱員必須盡快書面通知雇主，說明休假的原因和預期的時間長度。
雇主也可要求僱員提供書面聲明以支持休假原因。該假期將於 2020 年 10 月 1 日廢除。

Employees in federally regulated industries are entitled to a minimum of two weeks’ paid vacation after each of their first five years of employment with an employer, three weeks after completing six consecutive years with an employer, and four weeks after completing 10 consecutive years with an employer.
An employee’s contract of employment may provide for additional vacation.

For purposes of calculating vacation entitlement, a year of employment may run from the anniversary of the employee’s hiring or be a calendar or other year determined by the employer.

An employee may take vacation at the discretion of the employer or at a time mutually agreed to by the employer and the employee.
However, it must begin not later than 10 months after completion of the year of employment for which the employee became entitled to vacation.
In cases where the employer has chosen the timing of the vacation, the employer must give at least two weeks notice of when the employee’s annual vacation is to begin.
Employees entitled to two weeks’ vacation must receive 4 percent of their earnings as vacation pay for the year in which the vacation is due, employees entitled to three weeks’ vacation 6 percent, and employees entitled to four weeks’ 8 percent.

Upon termination of employment, an employee is entitled to any vacation pay owed for the prior year’s work and prorated vacation pay for the current vacation year.
Vacation can be taken in one period, or subject to the employee’s request and the employer’s approval, more than one period.
Generally, employees cannot carry over unused vacation from one year to the next, although with the written agreement of the employer a given year’s leave entitlement can be waived or postponed.

Covid-19 update (effective March 25, 2020): Under a new amendment to the Canada Labour Code, employees who are unable to work due to the health crisis are entitled to up to 16 weeks of unpaid leave.
An employer cannot dismiss, suspend, lay off, demote or discipline an employee because the employee intends to take Covid-19 leave, nor can the employer take that leave into account in any decision to promote or train the employee.
Employees must give written notice to their employer as soon as possible with respect to the reasons for the leave and its intended length.
An employer may also require the employee to provide a written declaration in support of the reason for the leave.
The leave will be repealed on Oct. 1, 2020.

70.20. 加拿大假期Holidays —

受聯邦監管的僱員有權享有九個帶薪公共假期：
• 1 月 1 日：元旦
• 耶穌受難日 • 維多利亞日（五月的第三個星期一）
• 7 月 1 日：加拿大日 • 勞動節（9 月的第一個星期一）
• 真相和解紀念日（9 月 30 日）
• 感恩節（十月的第二個星期一）
• 11 月 11 日：紀念日
• 12 月 25 日：聖誕節
• 12 月 26 日：節禮日

如果公共假期恰逢非工作日，則將順延一天作為假期。
雇主和工會可以用其他帶薪假期，代替其集體協議中《勞動法》中規定的帶薪假期，只要所涵蓋的僱員至少有九個帶薪假期。
在公共假期工作的員工必須獲得：
• 他們的正常工資加上假期工資，至少等於他們在假期發生前一周的四個星期內，所賺取的工資（不包括加班費）的二十分之一；
• 帶薪休假。
以佣金形式支付工資，且已在雇主處連續工作至少 12 週的僱員必須獲得：
• 他們的正常工資加上假期工資，至少等於他們在公共假期發生前一周的 12 週內所賺取的工資（不包括加班費）的六十分之一；
• 帶薪休假。
當公共假期是僱員的非工作日時，他們有權在其他時間休帶薪假期，這可做為他們的年假之外，或者在僱員和雇主方便的時候作為帶薪假期。

Federally regulated employees are entitled to nine paid public holidays: • Jan. 1: New Year’s Day • Good Friday • Victoria Day (3rd Monday in May) • July 1: Canada Day • Labour Day (1st Monday in September) • National Day for Truth and Reconciliation (September 30) • Thanksgiving Day (2nd Monday in October) • Nov. 11: Remembrance Day • Dec. 25: Christmas Day • Dec. 26: Boxing Day

If a public holiday falls on a nonwork day, another day will be observed as the holiday.
An employer and a trade union may substitute other paid holidays for those set out in the Labour Code in their collective agreement as long as covered employees have at least nine paid holidays.

Employees who work on a public holiday must receive:
• their regular rate of pay plus holiday pay equal to at least one twentieth of the wages, excluding overtime pay, that they earned in the four-week period immediately preceding the week in which the holiday occurs; or
• a paid replacement holiday.
Employees whose wages are paid on a commission basis and who have completed at least 12 weeks of continuous employment with an employer must receive:
• their regular rate of pay plus holiday pay equal to at least one sixtieth of the wages, excluding overtime pay, that they earned in the 12-week period immediately preceding the week in which the general holiday occurs; or
• a paid replacement holiday.

When a public holiday falls on a day that is a non-working day for employees, they are entitled to a holiday with pay at some other time, which may be in addition to their annual vacation or granted as a holiday with pay at a time convenient to both the employee and the employer.

70.30. 加拿大產假Maternity Leave —

聯邦監管下的懷孕僱員，有權享有17 週的產假，可以從預產期前 13 週開始到分娩後 17 週結束。
除產假外，父母任何一方最多可休 63 週的育兒假。
雇主不必向休產假的人支付工資。
《就業保險法》為符合條件的僱員提供產假和/或育兒福利，可在僱員休產假或育兒假期間支付給僱員。

Federally regulated pregnant employees are entitled to 17 weeks’ maternity leave, which can be taken any time beginning 13 weeks before the expected delivery date and ending 17 weeks after.
In addition to maternity leave, either parent may take up to 63 weeks of parental leave.
Employers do not have to pay wages to someone who is on pregnancy leave.

The Employment Insurance Act provides eligible employees with maternity and/or parental benefits that may be payable to the employee during the period they are off on pregnancy or parental leave.

70.40. 加拿大陪產假Paternity Leave —

儘管父親有資格享有長達 63 週的育兒假，但沒有法定權利享有陪產假。
There is no legal entitlement to paternity leave, although a father may be eligible for up to 63 weeks of parental leave.

70.50. 加拿大病假 Sick Leave —

受聯邦監管且至少連續服務三個月的僱員，如果因與工作無關的疾病或受傷，有權享受最多 15 週的無薪假。
病假還包括工作時間內的器官捐贈和醫療預約。
僱員在缺勤期間繼續累積資歷或服務，並且必須繼續享受適用於僱員的任何雇主福利或養老金計劃。
員工必須為這些計劃做出任何通常在病假期間要求他們做出的貢獻。

如果僱員受傷或患上加拿大人權法規定的可能構成殘疾的疾病，雇主將被要求合理安排僱員的缺勤。
由於非工作相關的傷害或疾病而沒有合理的期限不會構成普通法中的終止理由，在這種情況下，要求雇主給予合理的通知或支付代通知金。

Covid-19 更新（2020 年 3 月 15 日生效）：根據《聯邦就業保險法》支付的病假福利為休病假的員工提供了大量的收入替代措施。
通常情況下，員工在領取 EI 福利之前有一周的等待期，但在健康危機期間這一規定已被免除。

Federally regulated employees with at least three consecutive months of service are entitled to up to 15 weeks’ unpaid leave in case of sickness or injury not related to work.
Sickness leave also encompasses organ donation and medical appointments during working hours.
The employee continues to accumulate seniority or service during the absence and must continue to be covered by any employer benefit or pension plan applicable to the employee.

Employees must make any contributions to these plans that would normally be required of them during the sick leave.
If an employee suffers an injury or contracts an illness that could amount to a disability under the Canadian Human Rights Act, the employer will be required to reasonably accommodate the employee’s absences.

Absence of reasonable duration due to non-work-related injuries or illnesses would not constitute cause for termination at common law, requiring an employer to give reasonable notice or pay in lieu of notice if it were to terminate an employee is such circumstances.

Covid-19 update (effective March 15, 2020): Sick leave benefits payable under the federal Employment Insurance Act provide a substantial measure of income replacement for employees on sick leave.
Typically there is a one-week waiting period before employees can receive EI benefits, but this provision has been waived during the health crisis.

其他休假Other Leave —
育嬰假。
受聯邦監管的僱員，有權享有長達 63 週的假期，照顧他們的新生兒或領養的孩子。
父親或母親可以休育兒假，最長可達 63 週。
育兒假只能在以下 78 週期間休：
• 如果是僱員的新生兒，在孩子出生或由僱員實際照顧之日；和
• 在領養的情況下，在孩子由僱員實際照料之日。如果孩子住院，育兒假可以延長至總共104週。

雇主無需在育兒假期間支付僱員工資。
但是，僱員可能有資格獲得聯邦就業保險計劃下的福利。

喪假。
加拿大勞工法規定受聯邦監管的僱員在僱員的“直系親屬”死亡後立即享有五天的喪假。
休假可從死亡發生之日開始，直至直系親屬的任何葬禮、埋葬或追悼會發生的最晚日期後六週。
休假的前三天必須帶薪；其餘兩天不支付。
僱員的“直系親屬”被定義為僱員的配偶或同居伴侶；僱員或合夥人的父母、子女、孫子女、祖父母或兄弟姐妹；以及僱員永久居住的任何親屬。

體恤護理假。
加拿大勞工法規定，為照顧重病家庭成員，經醫生證明在 26 週內有重大死亡風險，可提供長達 26 週的無薪假。
家庭成員被定義為僱員的配偶或同居伴侶或其子女或父母。
根據《就業保險法》，休同情護理假的員工可能有權享受福利。

重病請假。
員工有權在每個日曆年享受長達 17 週的重病假，以照顧重病家庭成員。

家庭責任假。
連續工作滿三個月的僱員每年有權享受三天假期，以履行與任何家庭成員的健康或護理，或任何未滿 18 歲家庭成員的教育有關的責任年齡。休假可以是一個或多個時期。

為家庭暴力的受害者休假。
作為家庭暴力受害者的僱員或作為家庭暴力受害者的孩子的父母有權每年享有最多 10 天的假期，以便：
• 為員工或孩子尋求醫療救助，
• 從為家庭暴力受害者提供服務的組織獲得服務，
• 獲得心理或其他專業諮詢，
• 臨時或永久搬遷，
• 尋求法律或執法協助，或
• 準備或參與法律程序。
雇主可以要求僱員在休假後，返回工作崗位後的 15 天內提供支持休假原因的文件。

生病的孩童請假。
加拿大勞工法為僱員提供長達 35 週的無薪假來照顧 18 歲以下的病危兒童。
醫學專家必須證明孩子病得很重，需要父母的支持。
僱員必須至少為雇主服務六個月才能使用此假期。

休假必須在完整的幾週內完成，並在孩子死亡後的一周或醫學專家簽發證書後的 52 週結束。
與同情護理假一樣，員工在休無薪假照顧病危兒童時，可能有權根據《就業保險法》獲得福利。

謀殺和失踪的兒童。
員工有權享受長達 104 週的假期，以應對孩子的死亡或失踪。
必須符合以下標準： • 兒童因可能在加拿大發生的《刑法》罪行而死亡或失踪； • 兒童在事件發生時未滿 25 歲； • 在孩子失踪的情況下，孩子已經失踪一個多星期； • 如果是已故兒童，且該兒童已年滿 14 歲，則該兒童不得自願參與導致他們死亡的罪行。

聯邦 EI 福利為符合條件的父母提供每週 450 美元的付款，每兩週支付一次，最多 35 週，為期兩年。
接受者可以隨時決定停止領取福利，並在兩年期限內的晚些時候重新開始領取。
接收者最多可以工作正常工作週的 50%，每週最多工作 20 小時。

預備役休假。
聯邦管轄下的雇主，必須向在加拿大武裝部隊服役至少三個月的僱員提供無薪休假，這些僱員是加拿大武裝部隊的預備役人員，以進行年度培訓或參加加拿大或國外的活動。
還必須准予休假，以使此類員工能夠從培訓，或部署導致的任何身體或心理健康問題中恢復過來。
僱員有權在至少提前四個星期以書面形式通知雇主後返回其職位。
出於任何福利計劃和累積資歷的目的，員工在休預備役假期間被視為持續工作。

Parental leave.
Federally regulated employees are entitled to up to 63 weeks of leave to care for their newborn or adopted child.
Parental leave may be taken by either the father or the mother up to a combined total of 63 weeks.
Parental leave may only be taken during the 78-week period beginning:
• in the case of a newborn child of the employee, on the day the child is born or comes into the actual care of the employee; and
• in the case of an adoption, on the day the child comes into the actual care of the employee.
If the child is hospitalized, the parental leave period can be extended up to a total of 104 weeks.

Employers are not required to pay employees during parental leave.
The employee may, however, be eligible for benefits under the federal Employment Insurance program.

Bereavement leave.
The Canada Labour Code entitles federally regulated employees to bereavement leave of five days immediately following a death in the employee’s “immediate family.”
The leave may begin on the day the death occurs and up to six weeks after the latest of the days on which any funeral, burial, or memorial service of the immediate family member occurs.

The first three days of the leave must be paid; the remaining two are unpaid.
An employee’s “immediate family” is defined as the employee’s spouse or common law partner; the employee’s or partner’s parents, children, grandchildren, grandparents, or siblings; and any relative with whom the employee permanently resides.

Compassionate care leave.
The Canada Labour Code provides for unpaid leave of up to 26 weeks to care for a gravely ill family member certified by a medical practitioner to have a significant risk of death within 26 weeks.
Family members are defined as the employee’s spouse or common law partner or their children or parents.
Employees taking compassionate care leave may be entitled to benefits under the Employment Insurance Act.

Critical illness leave.
Employees are entitled to a critical illness leave of absence of up to 17 weeks each calendar year to provide care for a critically ill family member.

Family responsibility leave.
Employees who have completed three months of continuous employment are entitled to three days of leave per year to carry out responsibilities related to the health or care of any of their family members or the education of any of their family members who are less than 18 years of age.
The leave may be taken in one or more periods.

Leave for victims of family violence.
An employee who is the victim of family violence or the parent of a child who is the victim of family violence is entitled to up to 10 days of leave per year in order to:
• seek medical attention for the employee or the child,
• obtain services from an organization servicing victims of family violence,
• obtain psychological or other professional counselling,
• relocate temporarily or permanently,
• seek legal or law enforcement assistance, or
• prepare for or participate in a legal proceeding.

The employer can require that the employee provide documentation to support the reasons for the leave within 15 days of returning to work following the leave.

Sick child leave.
The Canada Labour Code provides for up to 35 weeks’ unpaid leave for employees to care for a critically ill child under age 18.
A medical specialist must certify that the child is critically ill and requires the support of a parent.
The employee must have at least six months’ service with the employer to make use of this leave.
The leave must be taken in complete weeks and ends the week following the child’s death or 52 weeks after the medical specialist issues the certificate.

As with compassionate care leave, employees may be entitled to benefits under the Employment Insurance Act when taking unpaid leave to care for a critically ill child.

Murdered and missing children.
Employees are entitled to up to 104 weeks’ leave to cope with the death or disappearance of their child.
The incident must meet the following criteria: • the child is deceased or missing as a result of a probable Criminal Code offense that occurred in Canada; • the child was under 25 years of age at the time of the incident; • in the case of a missing child, the child has been missing for over a week; and • in the case of a deceased child, where the child is 14 years of age and older, the child must not have been a willing party to the crime that led to their death.

The federal EI benefit provides eligible parents with payments of $450 per week, paid every two weeks, for a maximum of 35 weeks over a period of two years.
Recipients can decide to stop receiving the benefit at any time and restart receipt at a later date within the two year period.
Recipients are allowed to work up to 50 percent of their regular work week, up to a maximum of 20 hours weekly.

Reservist leave.
Employers under federal jurisdiction are required to give unpaid leaves of absence to employees with at least three months’ service who are reservists in the Canadian Armed Forces for purposes of annual training or to take part in activities in Canada or abroad.

Leave must also be granted to allow such employees to recover from any physical or mental health problem resulting from the training or deployment.
Employees are entitled to return to their positions on giving the employer at least four weeks’ notice in writing.
For purposes of any benefit plans and for accumulation of seniority, employees are considered to be continuously at work during the time they are on reservist leave.

70.60. 加拿大養老金和社會保障Pensions and Social Security —

聯邦管轄下的僱員，受聯邦加拿大退休金計劃 (CPP) 或魁北克退休金計劃 (QPP) 的保護。
CPP 涵蓋魁北克以外所有省和地區的僱員，而 QPP 適用於該省的居民。
雇主通常提供固定收益，或固定繳款性質的私人補充養老金計劃。

雇主也可以為僱員提供機會（或要求他們）參與團體註冊退休儲蓄計劃。
開始領取加拿大退休金計劃福利的標準年齡是 65 歲，但個人可以選擇從 60 歲開始領取減少的福利或推遲到 70 歲領取福利，在這種情況下，福利按比例增加。
在所有省份和地區，收入超過 3,500 加元的員工必須向 CPP 供款，魁北克除外，魁北克擁有自己的公共養老金計劃。
雇主繳納的金額等於僱員的繳納金額。
應付 CPP 供款的收入上限為每年調整的金額。

Employees under federal jurisdiction are covered by either the federal Canada Pension Plan (CPP) or the Quebec Pension Plan (QPP). The CPP covers employees in all provinces and territories other than Quebec, while the QPP applies to residents of that province.

Employers often provide private supplemental pension plans of either a defined benefit or defined contribution nature.
Employers may also provide employees with the opportunity (or require them) to participate in a group registered retirement savings plan.

The standard age for beginning to receive Canada Pension Plan benefits is 65, although individuals may choose to begin receiving reduced benefits at age 60 or delay receiving benefits until 70, in which case benefits are proportionally increased.
Contributions to the CPP by employees with earnings over C$3,500 are mandatory in all provinces and territories except Quebec, which has its own public pension plan.
Employers contribute an amount equal to the employee’s contributions.
Earnings on which CPP contributions are payable are capped at an annually adjusted amount.

70.70. 加拿大勞動賠償金Worker’s Compensation —

加拿大沒有像所有省和地區有的非過錯勞工賠償法的一般聯邦計劃。
但是《加拿大勞工法》要求受聯邦監管的雇主簽署一項計劃，該計劃為其僱員，提供相當於僱員所在省或地區的工人補償立法中規定的工資補償金。

該條款的實際效果是，受聯邦監管的雇主，在其經營所在轄區的省或地區工人賠償委員會註冊，並向委員會支付工人賠償評估，就像他們是受省級監管的雇主一樣。
勞動法包含的條款與省級工人補償立法中的條款類似，規定僱員可以返回因工傷或疾病而缺勤時的職位——或者如果僱員不在，則返回同等職位。
能夠更長時間地履行該職位的職責——並在缺勤期間保障福利、養老金和資歷權利。

There is no general federal scheme of no-fault workers’ compensation legislation such as is found in all the provinces and territories.
The Canada Labour Code, however, requires federally regulated employers to subscribe to a plan that provides their employees with wage-replacement payments equivalent to those found in the workers’ compensation legislation of the province or territory in which the employee resides.

The practical effect of this provision is that federally regulated employers register with provincial or territorial workers’ compensation boards in the jurisdictions where they operate and pay workers’ compensation assessments to the boards just as if they were provincially regulated employers.

The labor code contains provisions similar to those found in provincial workers’ compensation legislation providing for an employee’s return to the position held at the time the absence due to the work-related injury or sickness began—or to an equivalent position if the employee is no longer able to perform the duties of that position—and safeguarding benefit, pension, and seniority rights during the period of absence.

70.90. Reference Citations —

Vacation: Canada Labour Code, R.S.C. 1985, ch. L-2, §§ 183-188

Holidays: Canada Labour Code, R.S.C. 1985, ch. L-2, § 193;

Act Respecting Labour Standards, CQLR c N-1.1, as amended, §§§§60-62

Maternity Leave: Canada Labour Code, R.S.C. 1985, ch. L-2, § 204-206.1

Paternity Leave: Canada Labour Code, R.S.C. 1985, ch. L-2, § 206

Sick Leave: Canada Labour Code, R.S.C. 1985, ch L-2, § 239

Other Leave: Canada Labour Code, R.S.C. 1985, ch L-2, §§ 206, 206.3-206.8, 210, 247.5

Pensions and Social Security: Canada Pension Plan

Workers’ Compensation: Canada Labour Code, R.S.C. 1985, ch L-2, § 239.1

加拿大終止僱用Termination
100.10. 加拿大雇主終止Termination by Employer —

加拿大勞工法要求雇主在解僱前，至少提前兩週通知僱員至少三個月的服務或兩週的代通知金。
除此終止工資外，服務至少 12 個月的員工有權獲得每年服務兩天但不少於五天的工資。
如果終止是有原因的，則這些要求不適用。聯邦監管行業的通知期是最短的。
根據省和地區的普通法以及魁北克的民法典，僱員通常有權獲得更長的通知期或等效的代通知金。

聯邦監管行業的就業法索賠訴訟在省級法院進行。
在聯邦監管行業中，不行使高級管理性質的權力，且為雇主服務至少 12 個月的非工會僱員，
也可以向加拿大勞工部檢查員提出不公正解僱的投訴。
“不公正解僱”不包括因工作不足而被解僱。

檢查員必須就投訴向聯邦勞工部長提交報告，並可能要求雇主說明解僱的原因。
部長可以任命一名裁決員來聽取不當解僱的投訴。
如果發現員工被錯誤解僱，仲裁員可以命令員工復職，並可以要求賠償員工的工資損失和其他費用。

根據除魁北克省以外的所有省份的普通法以及該省的魁北克省民法典，雇主或僱員可以通過提前向另一方發出合理通知來終止沒有固定期限的僱傭合同。
雇主可能並且經常確實提供代通知金。
雇主也可以在沒有通知的情況下因故終止僱傭。

經濟原因不允許在沒有合理通知的情況下終止無限期合同或支付代通知金。
員工也可以按固定期限僱用。
在這種情況下，在合同到期之前終止合同的雇主通常必須向僱員支付剩餘期限內的工資，除非存在立即解僱僱員的原因。
經濟原因不構成定期合同到期前終止的原因。

The Canada Labour Code requires employers to give employees with at least three months’ service two weeks’ notice in advance of the termination or two weeks’ pay in lieu of notice.
In addition to this termination pay, employees with at least 12 months’ service are entitled to two days’ pay per year of service but no less than five days.
These requirements do not apply if the termination is for the cause. Notice periods in federally regulated industries are minimums.
Under the common law in provinces and territories and the Civil Code in Quebec, employees will frequently be entitled to much longer periods of notice or equivalent pay in lieu of notice.

Litigation of employment law claims in federally regulated industries takes place in the provincial courts.
Non-unionized employees in federally regulated industries who do not exercise powers of a senior managerial nature and have at least 12 months’ service with the employer may also file a complaint of unjust dismissal with a Labour Canada inspector.
“Unjust dismissal” does not include a layoff for lack of work.

The inspector must file a report with the federal Minister of Labour on the complaint and may require the employer to state the reasons for the dismissal.
The minister may name an adjudicator to hear the wrongful dismissal complaint.
The adjudicator can order the employee reinstated if the employee is found to have been wrongfully dismissed and may order compensation for lost wages and other expenses incurred by the employee.

Under the common law in all provinces except Quebec and under the Quebec Civil Code in that province, either an employer or an employee may terminate an employment contract that has no fixed term on giving reasonable notice in advance to the other party.

Employers may and frequently do give pay in lieu of notice. An employer may also terminate employment for cause without notice.
Economic reasons will not permit termination of an indefinite term contract without reasonable notice or pay in lieu of notice.
Employees may also be hired for a fixed term.
In such cases, an employer putting an end to the contract before it expires will normally have to pay the employee the wage owed for the balance of the term unless cause exists for a summary dismissal of the employee.
Economic reasons do not constitute cause for ending a fixed-term contract before its expiration.

100.20. 加拿大工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

如果聯邦管轄下的雇主在 4 週內，終止僱傭 50 名或更多員工，則必須提前 16 週向聯邦勞工部、加拿大就業保險委員會，和加拿大就業保險委員會發出裁員通知。
任何代表被解僱員工的工會，並在機構內張貼通知。
通知必須指明雇主打算終止僱用工人的日期，以及將終止僱用的每個職業類別的估計僱員人數。
當大規模解僱發生時，必須成立聯合雇主/僱員計劃委員會。
一半的成員是受影響員工的代表，每個工會代表受影響的員工指定一名委員會成員。
該委員會的目標是製定調整計劃，以使裁員不必要或減少對受影響員工的影響。
《加拿大勞工法》規定勞工部長可以任命一名仲裁員來解決委員會無法達成一致的任何事項。

Where an employer under federal jurisdiction terminates the employment of 50 or more employees in an establishment within a period of four weeks, it must give 16 weeks’ advance notice of the layoffs to the federal Ministry of Labour, to the Canada Employment Insurance Commission and to any trade union representing employees to be laid off, as well as post a notice in the establishment.

The notice must specify the date on which the employer intends to terminate the employment of the workers and the estimated number of employees in each occupational classification whose employment will be terminated.

A joint employer/employee planning committee must be established when a mass termination occurs.
Half the members are representatives of the affected employees, each union representing affected employees naming one member of the committee.
The committee’s object is the development of an adjustment program to either make the layoffs unnecessary or reduce their impact on the affected employees.
The Canada Labour Code has provisions for the Minister of Labour to name an arbitrator to settle any matters on which the committee is unable to agree.

100.30. 加拿大終止僱用合約資遣Payment on Termination —

受聯邦管轄的僱員，在與雇主連續工作至少12 個月後有資格獲得遣散費。
雇主允許的非終止僱傭和缺勤的裁員不會中斷僱傭的連續性。
根據《勞動法》，遣散費計算為，每完成一年工作的兩個正常工作日的工資，最低支付五天的工資。
因正當理由被解僱的員工沒有資格獲得遣散費。

An employee under federal jurisdiction qualifies for severance pay after completing at least 12 consecutive months of continuous employment with an employer.
Layoffs that are not a termination of employment and absences permitted by the employer do not interrupt the continuity of employment.

Under the Labour Code, severance pay is calculated as two regular working days’ pay for each completed year of employment with a minimum payment of five days’ pay. Employees dismissed for just cause are not eligible for severance pay.

100.40. 加拿大失業保險 Unemployment Insurance —

失業保險是聯邦責任，聯邦就業保險法適用於加拿大的所有僱員。
根據該法案設立的失業保險基金，為暫時失業的工人和休產假、陪產假或育兒假的僱員提供福利。

居住在魁北克省的員工受魁北克產假、陪產假和育兒假的魁北克父母保險計劃的保障，該計劃涵蓋該省聯邦和省級監管行業的員工。
雇主和僱員均按每 100 加元可保收入的金額繳納供款，每年審查一次。
失業保險費和付款所依據的可保收入也每年進行修訂。
僱員通常必須在申請前一年工作 420 至 700 小時才有資格獲得失業保險金。

Unemployment insurance is a federal responsibility, and the federal Employment Insurance Act applies to all employees in Canada.
The unemployment insurance fund set up under the act provides benefits to temporarily unemployed workers and to employees taking maternity, paternity, or parental leave.

Employees who are resident in Quebec are covered by the Quebec Parental Insurance Plan for maternity, paternity, and parental leave, which covers employees in both federally and provincially regulated industries in that province.

Both employers and employees make contributions at a rate set at an amount per C$100 of insurable earnings, which is reviewed annually.
Insurable earnings, on which unemployment insurance premiums and payments are based, are also revised annually.
Employees must generally have worked from 420 to 700 hours in the year preceding the claim to be eligible for unemployment insurance benefits.

100.90. Reference Citations —

Termination by Employer: Canada Labour Code, R.S.C. 1985, ch. L-2, §§ 3, 230, 240

Plant Closings and Mass Layoffs: Canada Labour Code, R.S.C. 1985, ch. L-2, §§ 212, 214

Payment on Termination: Canada Labour Code, R.S.C. 1985, ch. L-2, § 235

Unemployment Insurance: Employment Insurance Act, S.C. 1996, ch. 23 § 7

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