COVID-19 & Recalling Employees to Work

Peninsula Team

May 07 2020

* This article has been updated to include new changes as of June 25, 2020.

The COVID-19 crisis has forced most businesses to temporarily lay off employees. As the first wave of the pandemic seems to subside, provinces across Canada are taking steps to reopen their economies in phases.

It is important to put procedures in place as you prepare to get back in business and recall employees to work.

Understand the law on temporary layoffs in your province

The employment standard legislation in every province allows for a maximum permissible length for temporary layoffs. In Ontario, the duration is 13 weeks in a 20 consecutive week period. It may be less than 35 weeks in a 52 consecutive week period if you continue to provide some form of compensation, such as pay or benefits, to your employees.

In Alberta, it is normally 60 days in a 120 consecutive day period. But this timespan has been temporarily extended to 120 days during the pandemic. On the 121st day, the employment is considered to have ended and you must pay termination pay. But like in Ontario, a temporary layoff in Alberta can be extended if a worker consents to receive wages or benefit payments in lieu of a fixed limit of the duration of a layoff. 

In British Columbia, the acceptable length of a temporary layoff is 13 weeks in a 20 consecutive week period. For the pandemic, this has been extended to a maximum of 24 weeks (expiring on August 30, 2020) provided the employee consents to this arrangement.

It is important to note that temporary layoffs that exceed the maximum permissible length set down in the employment standards legislation are deemed to be terminations of employment.

Make a plan for recalling laid-off employees

Begin by analyzing the immediate needs of your business and identify workers critical for day-to-day operations. 

Assess your workplace capacity. Think about how many employees you can safely recall to work while observing physical distancing and other health and safety measures. If it is not safe to bring back your entire staff at once, consider a phased return to full capacity.

When recalling employees who carry out similar jobs functions, consider objective criteria, such as:

  • Seniority
  • Performance (based on objective performance review information)
  • Order of layoff

  • Pre-COVID-19 regular work schedule

Recalling employees based on objective criteria will help reduce the risk of a discrimination claim.

Factor in human rights considerations. Under human rights legislation, you must not discriminate against your workers on the basis of any protected ground, such as physical or mental disability, age, race, sex (including pregnancy), sexual orientation, religion. 

It is possible that COVID-19 will be considered a disability for the purpose of human rights legislation. This is the stance taken by British Columbia’s Human Rights Commissioner

Some employees may have disabilities that place them at higher risk from COVID-19. You may be required to accommodate those employees by letting them work from home or remain off work.

Prepare the recall notice as directed by employment standards

You must check whether the employment standards in your province require particular content for recall notices. For instance, Ontario and British Columbia require no statutory requirements. In Alberta though a recall notice must:

  • Be in writing
  • Be served on the employee 
  • State that the employee must return to work within 7 days of the date the recall notice is served on the employee

A recall notice should give employees sufficient notice to make arrangements to return to work. For example, if they need to travel back to town or arrange for childcare, or leave a temporary job.

Your recall notice should specify the date the employee is expected to return. However, provide flexibility to discuss the return date with the manager if the employee is reasonably unable to join work on the specified date. 

The notice should ask the employee to confirm by email or telephone that they received the recall notice. It should be sent to the employee by courier (with signature confirmation of receipt) and email. You might also consider following up with a telephone call to confirm that your employee received the recall notice.

If you are recalling employees for a temporary period, specify the expected length of recall before temporary layoff resumes.

Ask for medical clearance from staff

To ensure safety at the workplace, you may require medical clearance from employees prior to allowing them to resume work. You can request for:

A medical certificate from your employee’s physician stating the employee is not currently exhibiting symptoms of COVID-19

A declaration from the employee confirming:

  • The employee is not currently exhibiting symptoms of COVID-19

  • The employee has not been in close contact with anyone who is suspected to have COVID-19 or has been in close contact with someone suspected to have COVID-19

  • The employee has been observing public health directions regarding physical distancing and self-isolation

Testing for COVID-19 is not widely available, so you cannot ask your employee to produce testing results as a condition of recall.

Know if you can change conditions of employment

Due to change in your operations, you may have to change the employment terms and conditions of your workers, including schedule and hours of work, salary and job responsibilities. 

You should review employment contracts to decide whether you have contractual rights to change certain terms of employment. If you have no contractual right, major changes to terms and conditions of employment, such as salary or duties, may amount to constructive dismissal unless your employee consents to the changes.

Want to know your employer obligations surrounding COVID-19?

Download our free resources on pandemic HR advice for business owners. For advice on staff management during the pandemic, call our experts today: 1 (833) 247-3652

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