This article covers four key legal topics that multinational employers need to consider when managing remote working arrangements with their employees.

A recent Ontario case highlights the importance of a close review of plan documents and relevant evidence when assessing claims by dismissed employees for compensation on account of bonus payments during the notice period.

For a discrimination claim to succeed, claimants must satisfy each of the legal requirements for proving discrimination. This includes being able to present objective evidence to support a claim for differential treatment based on protected grounds.

Beginning on July 1, 2025, new Ontario rules will require employers with 25 or more employees to provide each new employee with written information connected to their job.

In January 2026, the Ontario government took a major step by publishing its Principles for the Responsible Use of Artificial Intelligence, with a stated intent of clarifying the legal obligations of public sector organizations that use Artificial Intelligence.

The Human Rights Tribunal of Ontario’s decision in Ali v. Roger Blue Jays Baseball Partnership, 2026 HRTO 105, provides helpful guidance on what is and what is not properly the basis for an Application under the Ontario Human Rights Code.

The Mindful Business Charter

A recent high-profile museum dispute shows how quickly allegations can eclipse due process—and how damaging it can be to litigate reputations before litigating facts.

A recent decision from the Ontario Superior Court of Justice provides encouragement to whistleblowers, all based on what is now a more clear view of the anti-reprisal provisions of the Ontario Securities Act..

In Canada, domestic digital nomads may travel vast distances – the distance from Toronto to Vancouver is greater than the distance from Paris to Moscow – and cause numerous legal challenges.

A recent decision from British Columbia Court of Appeal (BCCA) confirms that contractual arbitration clauses may be enforceable and binding, particularly in the case of sophisticated executives.

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.