Labour Law

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Hiring and terminating employees are two of the most critical decisions an employer can make. These moments define workplace culture, shape legal risk, and directly affect an organization’s reputation.

Unfortunately, they are also common sources of human rights complaints under the Ontario Human Rights Code. Whether due to a lack of awareness or rushed processes, employers often make avoidable mistakes that can lead to costly disputes. A proactive approach rooted in fairness and compliance can go a long way toward reducing liability.Continue Reading Avoiding Discrimination Claims: The Employer’s Guide to Compliant Hiring and Terminations

Happy Canada Day! As we celebrate everything that makes Canada both great and unique (personally as food lovers we’d like to mention poutine and butter tarts) we can’t help (because we’re lawyers) but reflect on what makes Canadian employment law so uniquely…Canadian.

Whether you’re running a business in Canada, or supporting HR for one, it helps to understand how our workplace laws differ from other countries, especially our neighbors to the south, and how new rules like updates to Ontario’s Employment Standards Act (“ESA”) effective July 1, 2025) continue to shape our employer obligations.

Let’s break it down.Continue Reading Oh Canada, Oh Compliance: What Employers Need to Know About Our Unique Canadian Workplace Laws

The AI revolution has begun

AI is changing how work is done, and people are taking notice.

According to a recent Gallup poll, 22% of employees in the U.S. are concerned that they will lose their jobs to generative AI. Four years ago, it was 15%.

Globally, AI is expected to transform the workforce by 2050. Experts estimate that up to 60% of current jobs will require significant adaptation due to AI, and Goldman Sachs predicts that up to 50% of jobs could be fully automated by 2045.Continue Reading How to Future-Proof Your Workforce for the AI Revolution

Termination clauses are a cornerstone of any employment agreement. A well-drafted termination clause can limit an employee’s entitlements on dismissal to the minimum standards under the Employment Standards Act, 2000 (ESA), helping avoid the higher costs of common law reasonable notice.

But here is the catch: even the most carefully written clause can fail. Ontario courts are strict about wording and employer conduct. Clauses that are short, clear, and directly reference the ESA tend to stand up over time. However, one misstep in how a termination clause, or the termination itself, is handled can unravel the entire clause. Continue Reading Ontario Termination Clauses: What Really Matters

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 Refresh

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. Employers

Most 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 Work

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?