Workforce planning has always been a balancing act. Employers move between hiring, restructuring, and supporting employees through personal and medical challenges. The latest ESA updates covering layoffs, illness leave, and job seeking time during mass terminations give employees stronger stability while asking employers to be more structured during mass terminations
Ontario’s new extended temporary layoff rules give employers more time
Hiring is one of the most time-consuming parts of running a business. It is also one of the riskiest.
So it is no surprise that employers are turning to AI to speed things up. Resume screening tools. Automated shortlists. Chatbots that pre-screen candidates. Applicant tracking systems that rank people before a human ever looks at an
A new year brings fresh plans, renewed energy, and big goals for growing your business. But January is also when many Ontario employment law changes quietly take effect. If your HR documents have not been reviewed recently, you could be starting 2026 with more risk than you realize.
For small and mid-sized employers, outdated contracts
From January 1, 2026, employers with 25 or more employees must say in any publicly advertised job posting if AI is used to screen, assess, or select applicants. You must also include the same note in any associated application form.
This sits beside other new posting rules, such as
Employment contracts shouldn’t be considered “set it and forget it” documents. With what feels like almost constantly evolving case law, employers need to keep contracts up to date or risk having key provisions thrown out by a court.
If a termination clause is found to be invalid, the promises in your contract (most typically limiting
“Our mental space (i.e. idea space) expands and contracts in direct proportion
Expanding into Canada? Compare Employer of Record (EOR), Professional Employer Organization (PEO), and staffing agencies. Learn which model best fits your hiring, compliance, and payroll needs.
Continue Reading Choosing the Right Employer Service Model in Canada: PEOs vs EORs vs Staffing Agencies
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
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
The threat, uncertainty and financial hardship of U.S. tariffs are causing significant disruption for Canadian businesses – shrinking profit margins, reducing demand, and forcing difficult staffing decisions.
If your business is facing economic uncertainty due to tariffs, temporary layoffs might seem like a reasonable solution. However, employment laws in Canada impose strict rules on layoffs, and missteps can result in unintended liability.Continue Reading Tariff Turmoil? Temporary Layoff Tips for Canadian Employers