Skip to Content

COVID-19 public health emergency in Newfoundland and Labrador – what you need to know

John Samms and Amanda Whitehead

This article sets out to summarize the Newfoundland and Labrador Government’s announcements in respect of its latest response to the COVID-19 pandemic as of approximately 3:00 p.m. on March 19, 2020. In our review, we identified that businesses and workplaces constitute a grey area in the current regime insofar as the restriction on “gatherings of more than 50 people” is concerned. The NL Government authorities have since confirmed that businesses not explicitly ordered to close that employ greater than 50 people at any given time are not “gatherings” for the purposes of the Special Measures Order. As stated by Dr. Fitzgerald, the Newfoundland and Labrador Chief Medical Officer of Health, in her latest news conference:

Businesses that employ more than 50 people, that do not fall into one of [the listed] groups, are not required to close. These employers are advised to put measures in place that respect the principles of social distancing and to allow work from home as much as possible

Declaration of Public Emergency

On March 18, 2020, the Newfoundland and Labrador Minister of Health, John Haggie, signed a Declaration of a Public Emergency (“Declaration”) under section 27 of the Public Health Protection and Promotion Act (“the Act”), on the advice of the Newfoundland and Labrador Chief Medical Officer of Health.

The Declaration expires no more than 14 days after it is made, unless the Minister, on the advice of the Chief Medical Officer of Health, extends the Declaration for an additional period of 14 days. There is no limit on the number of extensions that may be declared, provided that at the time of each extension the ‘public health emergency continues to exist’ and ‘the extension is required to protect the health of the population’.

The Chief Medical Officer of Health, Dr. Janice Fitzgerald, then issued a Special Measures Order under section 28 of the Act – her signature is dated March 19, 2020.

The powers granted to the Chief Medical Officer of Health once a declaration has been made are numerous. Of particular relevance are the following powers available to the Chief Medical Officer of Health:

  • (h) make orders restricting travel to or from the province or an area within the province;
  • (i) order the closure of any educational setting or place of assembly; [Note that place of assembly is not defined in the Act]
  • (k) take any other measure the Chief Medical Officer of Health reasonably believes is necessary for the protection of the health of the population during the public health emergency.

The fines applicable to businesses who contravene the orders are $5,000 – $50,000 for a first offence, and $5,000 – $100,000 for a subsequent offence. Individuals may be fined $500 – $2,500 for a first offence, and $500 – $5,000 for a subsequent offence. Individuals may also be subject to imprisonment for not more than six months. Each day of contravention is a separate offence. Additionally, directors and officers of a corporation may be personally liable for offences committed by a corporation.

Special Measures Order

The Special Measures Order requires the following businesses to be closed immediately:

  • gyms and fitness facilities, including yoga studios, tennis and squash facilities;
  • dance studios;
  • cinemas;
  • performance spaces;
  • arenas; and
  • businesses that hold a license under the Liquor Control Act whose primary purpose is the consumption of beer, wine, or spirits and that do not otherwise qualify as an exception under this order.

The Special Measures Order also mandates that:

  • Bingo halls close;
  • Restaurants close for in-person dining unless that restaurant can operate at fifty percent of its regular capacity and can maintain appropriate social distancing in accordance with guidelines from the Chief Medical Officer of Health. Further, buffets are prohibited.
  • Gatherings of more than 50 people are prohibited.
  • All individuals returning from outside Canada must self-isolate for 14 days, including those individuals returning from the United States of America.

Prohibitions on gatherings of more than 50 people – does this include workplaces?

The measures described above did not explicitly prohibit the operation of businesses/workplaces, though gatherings of 50 people within the workplace are likely prohibited. Taking the orders and public statements from the provincial authorities as a whole, groups greater than 50 likely ought not to be working directly together and social distancing guidelines ought to be adhered to.

On the afternoon of March 19, 2020, Dr. Janice Fitzgerald confirmed that businesses not explicitly ordered to close that employ greater than 50 people at any given time are not “gatherings” for the purposes of the Special Measures Order.

If you are uncertain on where your business stands in relation to this order, or if you have any questions, please contact the authors of this piece as we would be happy to assist.


This article is provided for general information only. 

Click here to subscribe to Stewart McKelvey Thought Leadership.

Archive

Proceed with caution: Supreme Court confirms framework for assessing “Material Changes” requiring timely disclosure in Lundin Mining Corp. v Markowich

By Andrew V. Burke, Jason W.J. Woycheshyn, David F. Slipp, and Noah Archibald Take note all public companies – not all operational surprises can be quietly managed. The Supreme Court…

Read More

Building Canada Act – An Act respecting national interest projects

BY Kim Walsh & Michael O'Keefe

By Kim Walsh and Michael O’Keefe Overview The Government of Canada introduced Bill C-5, the One Canadian Economy Act, just over one month after the 2025 federal election. With Bill…

Read More

Concurrent jurisdiction: New Brunswick Court clarifies intersection of labour and human rights disputes

BY Sheila Mecking & John Morse

By Sheila Mecking and John Morse Historically, unions and employees in New Brunswick have sought to enforce an employee’s human rights through both grievance arbitration and by filing complaints with…

Read More

Canada’s 2025–2027 Immigration Plan: Initial impacts

BY Chiara Nannucci

By Chiara Nannucci On October 21, 2025, the Government of Canada released a report[1] evaluating the effectiveness of its 2025-2027 Immigration Levels Plan (the “2025 Plan”).[2] The 2025 Plan was…

Read More

Obligations for service providers: New Powers of Attorney and Personal Directives Act

BY Zach Geldert, TEP

By Zach Geldert New legislation, the Powers of Attorney and Personal Directives Act, will come into force in Prince Edward Island on November 1, 2025 (the “New Act”). Along with other…

Read More

New PEI Powers of Attorney and Personal Directives Act

BY Zach Geldert, TEP

By Zach Geldert New legislation will come into force on November 1, 2025, concerning powers of attorney and personal directives in Prince Edward Island. The new act, Powers of Attorney…

Read More

A union’s optional approach to following the law

Chad Sullivan and Meaghan MacMaster, CIPP/C, CPHR The Air Canada flight attendants’ strike, the subsequent back-to-work order, and union’s refusal to comply, have all made headlines. Now that the dust…

Read More

Setting a course: Governments signal possible commercial terms and frameworks for Nova Scotia’s first offshore wind Call for Bids

BY David Randell & James Gamblin

David Randell and James Gamblin On September 18th, the federal and Nova Scotia governments issued a joint Strategic Direction Letter (the “Direction“) to the Canada-Nova Scotia Offshore Energy Regulator (the…

Read More

Seabed stakes – What to know as Nova Scotia prepares to launch offshore wind

BY David Randell & James Gamblin

By Dave Randell and James Gamblin The offshore areas of Nova Scotia offer some of the most competitive untapped offshore wind resources in the world.[1] Nova Scotia policy makers have…

Read More

New harassment prevention policy obligations for Nova Scotia employers

By Sean Kelly, G. Grant Machum, ICD.D, and Brendan Sheridan Effective September 1, 2025 all provincially-regulated employers in Nova Scotia are required to implement a Workplace Harassment Prevention Policy (“Policy”) (see background…

Read More

Search Archive