The use of biometrics gives rise to numerous legal issues, many of which are clarified in some recent guidance issued by Canada’s Office of the Privacy Commissioner.

Terminated employees do not necessarily recover everything they claim. Indeed, many recent Canadian employment law decisions confirm that the expectations of terminated employees often need to be moderated.

Employers should review the amendments proposed by Bill 30 to ensure that they will be ready to comply with the new requirements once the Ontario legislation comes into force.

Careless use of the independent contractor label can have substantial consequences for employers upon termination.

In response to the recent economic hardship caused by U.S. tariffs and related issues, Canada’s federal government introduced the Special Measures for Work-Sharing Program in March 2025.

A recent British Columbia Human Rights Tribunal decision provides a refreshing reminder that there still is scope in the Canadian workplace for well-intentioned humour, and it is not automatically discriminatory if people make cultural or humorous references.

Employers should be aware of the importance of carefully reviewing employment agreement provisions prior to proceeding with a termination. Failure to pay means employers pay more.

A recent Ontario decision confirms that a properly-worded broad settlement agreement will be enforceable. In Preston v Cervus Equipment Corporation, 2024 ONCA 804, the Ontario Court of Appeal closely analyzed the wording of a release signed by a dismissed executive.

Ontario employers will need to review their hiring and documentation practices and procedures in order to ensure compliance with these new rules.

A recent Ontario Superior Court of Justice decision provides helpful guidance on workplace investigations in the context of terminations for cause.

There is a strong possibility that a court will not uphold an employer’s promise of confidentiality to its employees in the context of workplace investigations. Employers should closely review their investigation procedures and related policies and adjust their approach accordingly.

A recent decision from Nunavut in Canada’s north highlights the perils associated with any such lists, which may be subject to scrutiny in legal proceedings.

In the case of global organizations, there may well be co-employment which straddles across international borders. This may be the case even when there is no physical presence in a particular jurisdiction.

The perils of paying employees in crypto is revealed by a recent Canadian decision.

Clarity in contract terms is essential - employers should ensure that forum selection clauses in employment agreements are clear and explicit.

British Columbia Human Rights Tribunal confirms the standard which employers must follow in handling complaints is “reasonableness” as opposed to perfection.

Ontario employers will soon no longer be allowed to ask workers for a sick note when they want to use any of their three statutory sick days mandated by Ontario’s Employment Standards Act (ESA).

The following is a summary of some of the key ESA amendments as a result of Bill 149. All of these changes reinforce the importance of regularly reviewing the documents and processes which employers follow.

AI tools do not allow lawyers to contract out of their professional obligations to the court, clients and others.

The emergence of remote work in recent years has created some questions for Canadian employers on a variety of fronts, including in the area of tax compliance.