Legal Compliance

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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

We’ve all heard of the magical work-life balance in Sweden, where companies have been experimenting with shorter workweeks for years. One attempt in Gothenburg saw municipal workers shift to a six-hour workday without losing pay. The results? Increased productivity, happier employees, and fewer sick days.

While not every business has embraced the change permanently, the experiment fueled the global conversation about reducing work hours. The four-day workweek has become one of the hottest workplace trends as organizations around the globe explore new ways to boost productivity, employee well-being, and retention. Continue Reading Working Hard or Hardly Working? Making the Four-Day Workweek Work for You

As discussed in previous blog posts in our farming series, the Employment Standards Act, 2000 (“ESA”) outlines farming exemptions, This allows certain employers flexibility under the ESA, particularly when it comes to hours of work, overtime, and rest periods.

The crux is that not every worker at every farm automatically falls under the ESA’s exemptions – there are important scenarios where this exemption may not apply. Farm owners and operators must understand the limits of these rules – failure to do so can lead to costly legal consequences.Continue Reading Look Out! When the Farming Exemption Does Not Apply

Workplace investigations, especially those involving harassment allegations, require a clear and consistent process. Employers in Ontario must be diligent in their approach to ensure compliance with the Occupational Health and Safety Act (OHSA), maintain a safe work environment, and protect the rights of all parties involved.

A well-defined process is crucial for three main reasons: it ensures legal compliance, fosters trust among employees and reduces the risk of liability for the employer. Continue Reading The Importance of Process in Workplace Investigations

For most employers we consult with, preparing and distributing employee handbooks seems like just one obvious step in setting up or maintaining a healthy workplace.

While employee handbooks can be a great tool to help organize the do’s and don’ts of the workplace along with important (and sometimes legally required) employer policies, you may not be aware of some of the potential problems lurking in your handbook.Continue Reading The Perks and Pitfalls of Employee Handbooks 

Defenses to OHSA Charges

Introduction to Due Diligence 

Have you ever wondered what happens if your workplace faces charges under the Ontario Occupational Health and Safety Act (OHSA)or other similar legislation?

What steps should you take, and what defences are available to you? Navigating these charges can be complex, but understanding the due diligence defence is crucial.Continue Reading OHSA Series: Due Diligence Primer

There has been no shortage of high-profile workplace investigations and discussions surrounding the outcome of those investigations in the news over the past year. But what happens when you’re no longer reading about the investigation in the news and you’re suddenly at the center of one in your workplace? 

Whether you’re an employer who is…