Skip to content

Client Update: PEI Auto Insurance Reforms: Change is Coming

No really. We mean it this time.

During the Spring 2014 sitting of the legislature, the PEI government passed legislation that will result in significant changes to the standard automobile policy, effective October 1, 2014. Most notably, the amended legislation will:

  • Increase no-fault accident benefits (i.e. Section B benefits).
  • Increase the “cap” on minor personal injuries.
  • Make significant changes to the definition of “minor personal injury”.

The government has also laid the groundwork for a shift to direct compensation for property damage, although direct compensation is not expected to come into effect until sometime in 2015.

  1. Increase in No-Fault Accident Benefits

No-fault accident benefits available under the PEI standard auto policy are set to increase significantly, mirroring those in New Brunswick. The following benefits will apply to motor vehicle liability policies issued or renewed on or after October 1, 2014:

  1. Changes to the “Cap” for Minor Personal Injury

The “cap” on non-pecuniary general damages for motor vehicle accidents occurring on or after October 1, 2014 is set to increase to $7,500 – up from the current amount of $2,500. The existing cap of $2,500 will continue to apply to accidents occurring prior to October 1, 2014.

The cap will also be indexed cumulatively in January of each year, beginning in 2016. The maximum recoverable amount will be the amount in place on the date of the accident.

  1. Changes to the Definition of “Minor Personal Injury”

The amended legislation will not only increase the amount of the “cap” for accidents occurring on or after October 1, 2014, but will also restrict the definition of “minor personal injury” to sprains, strains and whiplash-associated disorders that do not result in a serious impairment. This is a significantly more narrow definition than currently exists in PEI.

The amended legislation also provides guidance on matters relevant to the determination of “minor personal injury”, the assessment of multiple injuries, and the impact of a claimant’s failure to follow reasonable treatment advice.

  1. Direct Compensation for Property Damage

Although not yet in force, direct compensation for property damage is expected to be in effect sometime in 2015. Fault determination rules have not yet been prescribed.

What This Means For You

Greater benefits will be available for accidents occurring on or after October 1, 2014. These changes may result in new strategic considerations in the defence of auto-related personal injury claims in PEI.

The foregoing is intended for general information only and is not intended as legal advice. If you have any questions, visit our firm website at www.stewartmckelvey.com to contact or learn more about our Prince Edward Island lawyers practicing in the area of Insurance.

SHARE

Archive

Search Archive


 
 

Good Faith Fisheries: New case on Crown consultation & regulation of Aboriginal fisheries

March 22, 2016

By Jennifer Taylor Why is this case a big deal? It started with two salmon. Now, after several years of litigation, the Nova Scotia Provincial Court in R v Martin, 2016 NSPC 14 has stayed proceedings against…

Read More

Atlantic Employers’ Counsel – Winter 2016

March 10, 2016

THE EDITORS’ CORNER Michelle Black and Sean Kelly One day, the line between mental and physical disabilities may not be so pronounced, but, for now, distinctions are still drawn between Employee A with, for example, diabetes and…

Read More

Hiring the “Right” Employee

February 24, 2016

By Lisa Gallivan Employees can be your biggest asset, if you hire the right people. This can often be one of the biggest decisions that you make as a business owner or employer. The “right” employee…

Read More

Bye, Bye Canadian P.I.?: What Apple’s fight against the FBI means for the protection of Personal Information in Canada

February 23, 2016

By Burtley Francis and Kathleen Leighton Order Up: Apple, P.I. Recently, the public safety versus personal privacy debate has been brought to main headlines. Apple is facing a court order (available here) requiring the company to assist the FBI in the investigation of…

Read More

Client Update: Outlook for the 2016 Proxy Season

February 12, 2016

In preparing for the 2016 proxy season, you should be aware of some regulatory changes and institutional investor guidance that may impact disclosure to and interactions with your shareholders. This update highlights what is new…

Read More

Left Sharks and Copy Cats: The Super Bowl’s Impact on Protecting a Brand

February 5, 2016

By Burtley Francis and Michael MacIsaac You remember Left Shark… The Super Bowl is a lot of things to a lot of people and is arguably the most anticipated event of the year that is not a holiday…

Read More

The Labour Relations of First Nations’ Fisheries: Who gets to decide?

February 2, 2016

By Jennifer Taylor Summary The Canada Industrial Relations Board recently held that it had no jurisdiction as a federal board to certify a bargaining unit comprised of fisheries employees of the Waycobah First Nation. The decision…

Read More

Can an employer prohibit tattoos and piercings?

January 21, 2016

By Peter McLellan, QC In the 1970s the issue for employers was long hair and sideburns. In the 1980’s it was earrings for men. Today the employer’s concerns are with tattoos and facial piercings. What are…

Read More

Settling for it: Two new NS decisions on settlement agreements and releases

January 15, 2016

By Jennifer Taylor Introduction It sounds simple: Two disputing parties, hoping to resolve their disagreement without drawn-out court proceedings, will mutually agree to a settlement on clear terms; release each other from all claims; and move…

Read More

Labour and Employment Legislative Update 2015

December 23, 2015

2015 ends with changes in workplace laws that our region’s employers will want to be aware of moving into 2016. Some legislation has been proclaimed and is in force, some has passed and will be…

Read More

Search Archive


Scroll To Top