What Ontario’s “Stay-at-Home” Order Means for Employers – What to Know
This month, Ontario’s government once again introduced a stay-at-home order as COVID-19 cases surge, as it seeks to press an “emergency break” on the pandemic. As a result, the entire province was placed on a “shutdown” zone from April 8, 2021, until at least May 5, 2021.
Among other things, it means everyone must remain at home except for specified purposes, such as going to the grocery store or pharmacy, accessing health care services (including to get vaccinated), outdoor exercise, or for work that cannot be done remotely. Also, effective April 17, 2021, the stay-at-home order:
- Prohibits all outdoor social gatherings and organized public events, except for with members of the same household or one other person from outside that household who lives alone or a caregiver for any member of the household
- Closing all non-essential workplaces in the construction sector
- Limiting capacity to 25% in all retail settings where in-store shopping is permitted (e.g., supermarkets, grocery stores, convenience stores, indoor farmers’ markets, other stores that primarily sell food and pharmacies)
- Running checkpoints at all inter-provincial borders and limit border crossings to Manitoba and Quebec (except for essential services such as goods, transit and medical care
- Closing all outdoor recreational amenities, such as golf courses, basketball courts, soccer fields, and playgrounds with limited exceptions.
Ontario Workplaces
Under the province-wide shutdown, there will also be important restrictions on businesses intended to enhance public safety. According to the government’s news release:
This puts in place shutdown measures that:
-
- are the most stringent, to address rapidly escalating conditions, including the spread of variants of concern
- include business closures in higher risk sectors (for example, fitness activities, personal care service establishments, indoor and outdoor dining)
- non-essential retail under the province-wide emergency brake (i.e., curbside pick-up and delivery only)
- all non-essential construction will also be shut down
With that in mind, there are important restrictions in response to COVID-19 of which all employers across the province should be mindful, especially allowing employees work remotely wherever possible. The key issue here is that government seeking to ensure that, unless the nature of the job requires employees attend the office or facility, people who can work from home should be working from home
As a result, provincial health inspectors will be visiting law offices, accounting firms and other such locations to confirm that only essential workers are in the building. In fact, provincial Offences Officers will be visiting over 500 workplaces this weekend alone in the COVID-19 “hotspots” of Ottawa, Toronto and York Region, including food processors, manufacturers, warehouses and big-box stores (e.g., Costco, Wal-Mart, etc.).
Key Takeaways for Employers
As Ontario’s government once again acts to limit the spread of COVID-19, employers should keep up to date with (and follow) all restrictions, particularly since the government is now placing a greater emphasis on enforcing compliance by increasing workplace health and safety inspections. Ontario’s government has warned that launching a series of zero-tolerance workplace safety inspections in sectors and regions hardest hit by COVID-19, especially warehouses, food processors and manufacturers in Peel and Halton Regions.
If you are an employer needing help with the evolving COVID-19 pandemic requirements, call Bune Law for guidance and advice – (647) 822-5492 – we have employment lawyer standing by. You can also fill out the “Contact Us” box below – and a severance lawyer will receive your request right away.
Disclaimer: The content on this website and blog is not legal advice or legal opinion of any kind, and is only general information. It is in no way particular to your individual case and should not be relied upon in any way. The outcome of a legal matter depends on its unique circumstances, and prior successes are not indicative of future results. No portion or use of this website or blog will establish a lawyer-client relationship with the author, this law firm or any related party. Should you require legal advice for your particular situation, please fill out the form below, or call 647-822-5492, to request an initial consultation.