Employment Standards

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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 Know

Many 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 Learn

Introduction

As 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

What Employers Can and Can’t Deduct from Employee Wages in Ontario

Accurate payroll management is essential for employers in Ontario. A common question is: What can we legally deduct from an employee’s wages? The short answer—very little, unless the employee has agreed, or the law requires it.

Ontario’s Employment Standards Act, 2000 (ESA) sets strict rules on wage deductions. However, some recent Ontario Labour Relations Board (OLRB) decisions have conflicting interpretations regarding whether employers can deduct overpaid vacation pay. Because OLRB decisions are not binding on courts, the law on this issue remains unsettled.Continue Reading I Overpaid My Employee: What Now?

Introduction

With Ontario’s provincial election approaching, employers should be aware of their obligations when it comes to allowing employees time off to vote. The Election Act, R.S.O. 1990, c. E.6 (“Elections Act”) provides clear rules to ensure employees have sufficient time to cast their ballots while balancing their work responsibilities.

This post outlines employee rights to voting leave, employer obligations, and key considerations for businesses in Ontario.Continue Reading Ontario Employee Rights to Time Off for Voting: What Employers Need to Know

Underperformance can be a big issue for employers, especially in smaller organizations where every employee’s contribution matters.

There can be serious costs to the business. Before you terminate someone, you need to understand the legal framework in Ontario. Skipping the proper steps can expose your business to claims for wrongful dismissal, which can be even more expensive.Continue Reading Can I Terminate an Employee for Underperforming?

If you are a regular reader of our blog, you’ll already know that we’re big advocates of conducting regular audits on your employment contracts.

There are many good reasons for conducting regular audits, along with your legal counsel, but as many employers now know, the termination provision is of particular importance. Continue Reading Delivering on Your Promises: Aligning Contractual Commitments with Outcomes on Termination

Introduction

For those who navigated the corporate world during the COVID era, the concept of “work from home” is nothing new. In 2025, a new reality is beginning to emerge: the “work from anywhere” (“WFA”) Era – where employees aren’t just working remotely but are also working across borders, time zones, and tax jurisdictions. 

The WFA concept has moved from a niche perk to a mainstream policy in many industries. With employees seeking greater flexibility and companies leveraging global talent, the rise of digital nomadism and remote work across borders is accelerating. Continue Reading From Boardrooms to Beaches: The Rise of “Work-From-Anywhere” Employment in 2025

The recently enacted Working for Workers Six Act, 2024 (Bill 229) introduces numerous legislative updates that Ontario employers need to understand and incorporate into their workplace practices.

Bill 229 was passed into law in December 2024, meaning several provisions are already in effect, while others are set to roll out in 2025. Here, we break down the key components of Bill 229 and their practical implications for Ontario employers.Continue Reading Bill 229, Working for Workers Six Act: What Ontario Employers Need to Know

We’ve all heard of the magical work-life balance in Sweden, where companies have been experimenting with shorter workweeks for years. One attempt in Gothenburg saw municipal workers shift to a six-hour workday without losing pay. The results? Increased productivity, happier employees, and fewer sick days.

While not every business has embraced the change permanently, the experiment fueled the global conversation about reducing work hours. The four-day workweek has become one of the hottest workplace trends as organizations around the globe explore new ways to boost productivity, employee well-being, and retention. Continue Reading Working Hard or Hardly Working? Making the Four-Day Workweek Work for You