BC Employment Law FAQ
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BC Employment Law FAQs - BC Employment Standards

Which statute applies to determine minimum requirements for notice or severance?





Are the notice and severance provisions in the Employment Standards Act all that an employer is required to give an employee when firing them without cause?





I have just hired a new employee and I put them on probation for 3 months. What is the significance of the probationary period?





If a company lays off 50 employees or more, does it have any extra obligations to its former employees?





What minimum standards does the Employment Standards Act set for notice or pay in lieu of notice of termination?





Do directors or officers have any personal liability for severance pay?





Is an employer required to provide notice and/or severance pay if the employer’s business closes down and they lay everyone off?





Our payroll staff has inadvertently overpaid some of our employees. Can we simply deduct the overpayment from future pay to those employees?





One of our employees has quit and he owes us money from a loan program we had to assist employees purchase a home computer. Can we deduct what that employee owes us from his final pay?

Disclaimer:

This FAQ section is for informational purposes only, for the convenience of our visitors. While these questions and answers are about legal issues, they are not a substitute for consultation with a lawyer, and should not be relied on as a basis for any legal decision. As with anything of a legal nature, different circumstances can create different results.