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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

If 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 Name

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?

As an employer, understanding the legal framework surrounding employee leaves is crucial to mitigating legal risks and ensuring compliance with employment laws.

Employers may face challenges when making business decisions that impact employees on leave, including questions about whether termination is permissible during a leave of absence.Continue Reading Out of Sight, Out of Work? Important Considerations for Terminating on Leave

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

Determining appropriate common law notice periods for short-service employees remains one of the most debated topics in Ontario employment law. This is especially so when those employees are senior-ranking employees or executives. While long-service employees often expect generous notice periods, recent case law continues a long-evolving trend of courts willing to award significant notice to short-service employees. Continue Reading Common Law Notice Periods for Short-Service “Executives”: Trends from 2023-2025

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

As the holiday season approaches, it is a good time to revisit lessons from highly pertinent employment law cases. One case that stands out is Matthews v. Ocean Nutrition Canada Ltd. (“Matthews”), which serves as a key reminder for employers regarding bonuses, commissions, and shares potentially owed to employees after termination.

Although this case was decided a few years ago, the principles remain highly relevant, particularly during the end of the year when many employers are planning reviews of compensation plans for the following year and paying out holiday bonuses. Continue Reading All I Want for Christmas Is… My Bonus (Even After Termination!)