The world of work has evolved rapidly in the last few years, and many workplace policies may not have kept pace.
Outdated handbooks and contracts not only risk legal non-compliance but also impact employee morale, productivity, and retention. Below are five common HR policy areas that may require a modern refresh.
Continue Reading The Top 5 Outdated HR Policies That May Need a 2025 RefreshRemote work is here to stay, creating complexity when it’s time to end the relationship. If you’re thinking of ending a remote employee’s contract, you’ll need to check more than just their performance. Where they live, what’s in their contract, dealing with their equipment and how you deliver the news all matter.
AI is leading to sweeping changes in the job market, including how people apply for jobs.
A 2025 report from recruitment firm Career Group Companies found that only 35% of job seekers have never used AI to assist in their job search. Here’s how those who did leverage AI used it:
As tensions rise between the United States and Canada (and other countries), many American businesses are reevaluating their global strategies.
The evolving U.S. trade policy, marked by tariffs, export restrictions, and geopolitical uncertainty, has pushed companies to seek more stable and accessible markets. Enter Canada: a relatively politically stable, resource-rich, and business-friendly country with a skilled workforce and strong legal framework.
Continue Reading Crossing North: A Playbook for U.S. EmployersMost HR leaders and employers think ableism is about physical things, like whether your building has a ramp. But for many disabled workers, the real barriers are invisible—and often unspoken.
Ableism isn’t always aggressive or obvious. In fact, it’s usually the quiet stuff: the meeting without captions, the candidate dismissed as “not the right fit,” the office that’s never had to “deal with that before.” It’s apathy. And apathy, especially in a workplace context, causes real harm.
Continue Reading From Shrug to Strategy: Tackling Ableism at WorkAs Ontario employers gear up for summer and bring fresh talent into the workplace, many consider hiring interns to support short-term projects or provide students with real-world experience.
But beware: not every “intern” is exempt from Ontario’s Employment Standards Act (ESA). Misclassifying a worker as an unpaid intern when they are legally an employee can expose your organization to significant liability.
Here’s what you need to know to avoid misclassification and stay on the right side of employment law.
AI tools are quietly making their way into Canadian workplaces—helping with scheduling, hiring, performance management, and even discipline. But for unionized employers, using AI isn’t just a management decision. It’s a collective bargaining issue.
While only a small percentage of Canada’s workforce is unionized, these workplaces often lead the charge on new standards, so what happens here often sets the tone everywhere else.
Continue Reading AI in the Unionized Workplace: What Employers Need to KnowMany companies are now using AI tools to sort through applications, with the goal of saving precious time for human resources teams. But how it’s used is as important as the fact that it’s used.
For some employers, their use of AI is resulting in some major liabilities. While we have yet to see litigation around AI implementation in Canada, in the U.S. there have already been some major cases.
Continue Reading AI in Recruitment — Here’s What Companies Can LearnIf you’re reviewing a termination package that includes a ‘retiring allowance,’ it might sound like a perk tied to retirement. That makes sense, right? Not really.
Despite the name, a retirement allowance in Canada has nothing to do with retirement. In most employment law cases, it simply means money paid to an employee upon or after termination of employment in recognition of long service. It’s a tax term, not a legal entitlement, and it often leads to confusion when planning severance packages or reporting to the CRA. Let’s break down what it is – and what it isn’t.
Continue Reading Retiring Allowances – Don’t Be Fooled by the NameAs an employer operating in a unionized environment—whether in Ontario or under federal jurisdiction—you may encounter complex workplace disputes involving human rights issues. A common question that arises is whether employees can bypass their union to file a human rights complaint directly.
Historically, the answer was uncertain, and unions were seen as the primary—if not exclusive—representative for workplace disputes. However, recent legal decisions have clarified when employees can pursue human rights claims independently. Understanding these rulings is essential for ensuring compliance, managing risk, and effectively handling workplace disputes.
Continue Reading Understanding Human Rights Protections and Union Representation