You are an employer in Ontario. An employee has raised concerns about a colleague’s behaviour. Whether the allegations could amount to workplace harassment, workplace violence, discrimination, or other inappropriate conduct, your response matters.
It’s natural to have an immediate reaction. Pay attention to that! You may believe the respondent would never act that way, or
More Canadians over the age of 65 are continuing to work, whether full time, part time, or through multiple jobs. For employers, this is no longer a temporary trend. It is a workforce shift that is reshaping hiring, workplace policies, accommodations, benefits, and long-term planning.
Statistics Canada reports that 2025 marked the fifth consecutive year
Workplace harassment is not a new concept. What is new is where it happens. With hybrid and remote work now embedded in everyday operations, Ontario has made it clear that harassment does not stop at the office door or the login screen. If it happens online and is connected to work, it is a workplace issue.
Ontario employers should be preparing now for an upcoming minimum wage increase that will take effect later this year.
Ontario minimum wage increasing October 1, 2026
On April 1, the Ontario government has announced that the general minimum wage will increase from $17.60 to $17.95 per hour effective October 1, 2026. This annual increase is tied to Ontario’s
AI use in workplaces is growing quickly. A 2025 global study of more than 32,000 workers across 47 countries found 58 percent of employees report using AI at work, with roughly a third using it weekly or daily. Tech Xplore+1
Many employees say AI improves efficiency, idea generation, and work quality. McKinsey & Company+1
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
Franchise businesses come with their own unique blend of benefits and challenges, but a rarely discussed area is the intersection of franchise law with employment law.
Continue Reading Hidden Employment Liabilities for Franchisors: What You Need to Know in OntarioThe dust has settled post-pandemic and employees are out of sorts. Turnover is high across all industries as people regroup and sort through what they want out of their careers.
We regularly hear about employees resisting commuting, moving on quicker than ever when the job gets difficult, and when regular feedback gets uncomfortable.
Continue Reading Exiting Employees on a Disability Leave
Nobody wants to receive a paycheque that’s smaller than they were expecting, but sometimes, wage deductions are necessary. So, when can an employer make deductions from an employee’s wages? In Ontario, the Employment Standards Act, 2000 (ESA) provides guidelines regarding what deductions are permissible, in order to protect employees and their earnings.
Employers are generally
Are employers required to accommodate an employee at Christmas?
If an employee requests December 25 off for “family time” or religious events, are those protected grounds under Canadian human rights law? This arises in industries that stay open 365 days a year, such as hospitals, public transit, variety stores, movie theatres and some restaurants.
For