Not all perks are created equal. If you’re reviewing your benefits package for 2026, here’s what’s actually moving the needle on retention, and what’s legally compliant, simple to administer, and worth the investment.
Ping pong tables, kombucha on tap, and birthday lunches aren’t cutting it anymore, especially for employees who
Since the amendment of the Employment Standards Act, 2000 (“ESA”) in 2022, Ontario employers with 25 or more employees as of Jan 1 are legally required to implement a written “disconnecting from work” policy. On paper, it sounds like a big shift. In reality, these policies do little for an already flexible or metrics-driven workforce that has moved beyond the traditional Mon-Fri or 9-5 dynamic.
If your business already operates with a flexible, remote or asynchronous model, you might be wondering: Do we still need a formal disconnect policy? Continue Reading Your Workplace May Be Flexible, But Your Disconnecting Policy Obligations Are Not
When it comes to taking time off work in Ontario, many employees (and employers) are confused about the difference between vacation time and vacation pay. Both are mandated by the Employment Standards Act, 2000 (ESA), but they are distinct entitlements with different purposes and rules.Continue Reading Vacation Math: Why Time ≠ Pay Under Ontario’s ESA
Unlimited Vacation sounds great in theory – employees take time when they need it, the administrative burden of ‘counting days’ is alleviated, the ‘use it or lose it’ drama disappears, and employers are able to avoid the “helicopter parenting” style of monitoring an employee’s vacation entitlements.
The Unlimited Vacation perk has become increasingly popular with the rise of burnout recognition, a greater understanding of the value of ‘mental health days’, and a less rigid take on the typical 9 to 5. It’s trendy too: In 2024, 26% of tech companies offered Unlimited Vacation (versus 15% total market)1
Before you start deleting any vacation request forms from your HR drive, consider this: in Ontario (and across Canada), Unlimited Vacation policies may create more problems than they solve, especially if they’re not drafted carefully or maintained properly. Continue Reading Unlimited Vacation: Dream or Drama?
As Ontario employers gear up for summer and bring fresh talent into the workplace, many consider hiring interns to support short-term projects or provide students with real-world experience.
But beware: not every “intern” is exempt from Ontario’s Employment Standards Act (ESA). Misclassifying a worker as an unpaid intern when they are legally an employee can expose your organization to significant liability.
Here’s what you need to know to avoid misclassification and stay on the right side of employment law.Continue Reading Summer Interns or Employees? Avoiding Misclassification in Ontario
Determining appropriate common law notice periods for short-service employees remains one of the most debated topics in Ontario employment law. This is especially so when those employees are senior-ranking employees or executives. While long-service employees often expect generous notice periods, recent case law continues a long-evolving trend of courts willing to award significant notice to short-service employees. Continue Reading Common Law Notice Periods for Short-Service “Executives”: Trends from 2023-2025
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
In an era of heightened political tensions, employees increasingly express their political beliefs at work. While engaging in discussions about societal issues can be healthy, these expressions sometimes lead to friction among colleagues and risk disrupting workplace harmony.
Employers in Ontario need to navigate this complex terrain carefully, balancing the rights of individuals to express their views with the need to maintain a respectful and productive environment.Continue Reading Managing Political Expression in Ontario Workplaces
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