In this context of legislative change and the rise of remote work, we offer an overview of what obligations, if any, employers have towards their employees who are living in situations of domestic (or family) violence in light of the pre-existing legal framework as well as the coming into force of new provisions.
We’ve already heard statements like “It’s a private matter”, “It’s none of your business”, “It’s personal”. Prior to October 6th, 2021, employers could just stop there and still have a clear mind about it. Can they still do the same with the new amendments to the Act Respecting Occupational Health and safety (AROHS)?
In protecting themselves against future liability, employers may find themselves stepping in line with the government, paving the way towards creating safe and respectful work environments within which employees’ conduct is held to a higher standard.