Changes to the CEWS

The federal government has passed Bill C-20, An Act respecting further COVID-19 measures, which makes changes to the  Canada Emergency Wage Subsidy (CEWS) program. For those so inclined, here is the full text of the Bill. 

New Criteria for Eligibility

Starting with period 5 (which began on July 5), employers will no longer have to show a decline in revenue of 30%. Most employers (as long as they meet the definition of eligible employer) will be eligible for the CEWS and will not need to show a revenue reduction of 30%, as was previously required.  

New CEWS Amount

For the first four qualifying periods (March 15 – July 4), the wage subsidy was 75% of the eligible employees pay to a maximum of $847 per week. The amount will now be different – generally lower – depending on the revenue reduction of the eligible employer. The new CEWS will provide a base amount and then a potential top-up of up to an additional 25% varying in cases where there is a greater revenue reduction. 

Instead of 75% all around, the CEWS will provide a base amount of 60%, 50% or 40%, depending on the qualifying period, where the revenue reduction experienced by the employer is 50% or more. Employers experiencing a revenue reduction of 50% or more will also be entitled to a top-up subsidy of up to 25%.

Where the revenue reduction is less than 50%, the base amount will be the employer’s revenue reduction percentage multiplied by a multiplier of 1.2 to 0.4 depending on the qualifying period. 

Eligible employers who were counting on the $847 amount for periods 5 and 6  (covering July and August) will receive that amount. 

Extension of the CEWS

The CEWS program has been extended until December 19, 2020. The criteria for period 10 – November 22 – December 19 – has not been released. 

Eligible Employees

Further details regarding paying the CEWS for employees who are on layoffs will follow in the Regulations. 

Takeaways

The changes are expected to spread the CEWS benefits more widely – though more thinly – across the economy. The new CEWS is fairly technical and requires some math! Call your accountants! Feel free to reach out to us for a consultation about the CEWS or re-opening your business.

Share the Post:

Related Posts

Canadian flag displayed in front of a government building, representing proposed federal labour law reforms under Bill C-39 and changes to the Canada Labour Code.

Federal Bill C-39: Major Changes Proposed for Federal Labour Relations 

Federal Bill C-39 proposes major changes to the Canada Labour Code that could reshape labour relations for federally regulated employers and unions. From expanded government intervention during strikes and lockouts to new collective bargaining rules and mediation processes, these reforms may significantly impact workplace disputes, collective agreements, and the balance between protecting workers’ rights and the national economy.

Read More »
Person working remotely on a laptop beside a swimming pool, illustrating remote worker management, employee accountability, and flexible work arrangements.

Remote Worker Management: Accountability without Constant Check-Ins 

Managing a remote team doesn’t require constant check-ins. Effective remote worker management comes from clear expectations, transparent systems, and trust. Learn how to create accountability, improve collaboration, and measure results without micromanaging employees. Discover practical strategies to build a productive remote workforce that stays aligned, engaged, and focused on outcomes rather than online presence.

Read More »
Mountain village with wooden buildings overlooking a valley, representing workplace accommodations that can evolve while supporting long-term stability and growth.

Can An Employer Change An Accommodation? 

Can an employer change a workplace accommodation once it has been in place for years? A recent Ontario court decision confirms that accommodations are not necessarily permanent. Employers have flexibility to modify accommodations when employees remain reasonably accommodated and free from discrimination. Learn what this ruling means for disability accommodation, workplace management, employee benefits, and legal compliance.

Read More »

Contact Us

Thank You For Your Interest. Kindly Complete The Form Below. Our Client Services team will be in touch with further information about our fees and intake process.
[grow-contact-form]