2018-05-15 11:17:24Human ResourcesEnglishLearn about Ontario's Labour Mobility Act, which allows many skilled workers to practise in the province without taking extra training or...https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/04/Man-Explaining-Labour-Mobility-Act.jpghttps://quickbooks.intuit.com/ca/resources/human-resources/canadas-labour-mobility-act/Understanding Ontario's Labour Mobility Act

Understanding Ontario’s Labour Mobility Act

2 min read

If you run a business in Canada, labour mobility is important — it makes it easier to bring in talented employees from other provinces or territories. That’s why Ontario created the Labour Mobility Act. Under this important law, your Ontario company can relocate workers in regulated professions or skilled trades, all without jumping through hoops.

Understanding the Labour Mobility Act

In many parts of Canada, skilled workers can’t simply move from another area and start working. They may need to be re-certified, go for extra training, or take exams. This makes it harder for companies to hire outside of their province. If you run a business in Ontario, you’re in luck thanks to the Labour Mobility Act. When you want to hire someone from another spot in Canada, their certifications are easy to transfer to Ontario’s equivalent — no new training, extra experience, or assessments are required. Thinking of relocating your company to Ontario? This law also makes it easier for you to get to work sooner.

Benefits for Workers and Your Company

As an employer, the biggest benefit of the Labour Mobility Act is that you have access to a bigger talent pool. When you need to hire people with specific certifications or licences, that’s a big deal. It means that you can hire workers from other parts of Canada and have them start sooner. That way, you can minimize the drop in productivity. Plus, you can spend less on training and certification for new workers — an important bonus if your business has a tight budget.

The Labour Mobility Act also benefits your potential employees. It takes some of the hassle out of relocation, so they can move to Ontario with peace of mind. And, instead of losing wages while they go through training, they can enjoy a salary from day one.

Exceptions to the Labour Mobility Act

As of April 2018, there are five exceptions to the Labour Mobility Act. If you’re hiring employees that fall into these categories, they may need to take additional steps before they can work at your company.

Dental Hygienists from Yukon and Nunavut: If they do not have a nationally accredited degree, these workers need to take the national exam or its equivalent.

Class I Drinking Water Systems Operators: If you’re hiring certified operators from Newfoundland and Labrador, Nova Scotia, Prince Edward Island, Manitoba, Saskatchewan, Alberta, British Columbia, Yukon, and Northwest Territories, they must go through a two-week water systems training in Ontario.

Lawyers from Quebec: Since Quebec has a different legal system, lawyers moving to Ontario need more training and exams to practise legally.

Registered Practical Nurses from Quebec: When you want to bring in nurses from Quebec, it’s a good idea to make sure that they have education and training in pediatrics and obstetrics. Otherwise, your new hires might need extra training before they can practise in Ontario.

Social Workers Certified in Alberta or Saskatchewan: These workers need to be assessed to make sure that their academic qualifications match Ontario’s standards. You can do this with your local regulatory official.

As an Ontario business owner, the Labour Mobility Act gives you an advantage over competitors in other provinces and territories. Since it’s easier to bring in workers, you may have an easier time recruiting top talent from across Canada to drive your company forward.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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