Psychological safety has evolved from an HR buzzword into a recognized area of legal risk. In Ontario, employers are increasingly expected not only to prevent physical injuries but also to take reasonable steps to protect workers from psychological harm. Mental health in the workplace is not an issue employers can afford to treat lightly. When
Technology has made it easier than ever to monitor how work gets done. With the rise of hybrid and remote work, digital productivity tools, and AI‑enabled systems, workplace monitoring has become a key compliance issue for Ontario employers.
Ontario does not have a single, comprehensive statute governing employee privacy in the workplace. However, under the Employment Standards Act, 2000 (“ESA”), employers with 25 or
Most conversations about AI at work focus on which tools to adopt and what policies to put in place. Those things matter, but they are not actually where the hard work happens. The harder work is getting your team into the right headspace to engage with change in the first place, and that is a culture question
Return-to-office (RTO) mandates continue to be contentious workplace issues in Canada. While many employers are pushing for in-person work, some employees view remote work as a core part of their job. This tension is increasingly showing up in legal claims, most notably, constructive dismissal claims.
What Is Constructive Dismissal?
Constructive dismissal occurs when an employer makes a unilateral and fundamental
Workplace safety is not a “set it and forget it” exercise.
Across Canada, governments are tightening expectations around workplace health and safety. Employers who fail to properly protect workers from occupational hazards can face serious consequences.
Corporations, directors, officers, and even individuals may face significant fines and, in some cases, jail time for breaching Ontario’s
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For small and mid-sized employers, outdated contracts
Remote work settled into Canadian workplaces long ago, yet many employers still operate as though the shift was temporary. The result? Quiet risks, unclear expectations, and legal obligations hiding beneath everyday workflows.
Remote work isn’t dangerous on its own; unstructured remote work is.
The most common misstep happens before employers even realize it: allowing an
As your small or medium-sized business grows, you’ll face more complex employment law questions. When those issues arise, one big decision often follows: should you hire an in-house lawyer, or rely on external legal counsel?
While having a lawyer on your payroll may sound convenient, many growing companies find the costs and responsibilities outweigh the
Beyond all the moral and ethical reasons for promoting a diverse workforce, the business case for diversity is clear.
A decade ago, a McKinsey study of 366 companies in Canada, Latin America, the United Kingdom, and the United States found clear business advantages for diverse businesses.
According to the study, companies
“Our mental space (i.e. idea space) expands and contracts in direct proportion