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.

Governments across Canada are continuing to implement a wide range of laws which impact employers across the country. Here are some highlights relevant to organizations doing business in Canada.

In early November 2023, Canada’s federal government introduced Bill C-58, An Act to amend the Canada Labour Code to prohibit the practice of using replacement workers in the federal sector.

The provincial government of British Columbia has recently published a guidance document, which seeks to clarify the relevant employer compliance requirements under the British Columbia Pay Transparency Act.

Employers need to properly consider a number of legal issues, including whether there is a contractual and legal right both to make the change and to revert it in the future.

A recent decision from the British Columbia Court of Appeal confirmed the important distinctions between aggravated and punitive damages in employment law, and the need to actually prove damages before they will be awarded.

A recent decision from the British Columbia Human Rights Tribunal confirms that Canadian tribunals and courts will not permit abusive communications, even when directed at a lawyer.

A recent decision by the Ontario Court of Appeal has held that independent contractors also have a duty to mitigate the damages, if any, arising from the termination of their contract.

The Office of the Privacy Commissioner of Canada has recently updated its Privacy in the Workplace guidance document. The Guidance confirms a more strict approach to employee rights and provides useful practical suggestions for employers.

A recent decision from the Alberta provides a wake up call to departing employees, and offers businesses some hope that properly drafted non-solicitation provisions can and will be enforced to address improper conduct.

The B.C. provincial legislature has recently seen the introduction of Bill M 215, which has the stated purpose of restricting the use of NDAs relating to discrimination, harassment or allegations of discrimination and harassment.

Statutory claims may be available in human trafficking cases, including those involving labour brokers where the worker can establish exploitation.

A recent decision from the Ontario Court of Appeal has held that an employment contract may no longer be valid even in cases where the employee did not receive a formal promotion.

There is a core requirement for employers to be honest with employees and to unconditionally honour statutory obligations. Employers who fail to follow such a process do so very much at their peril.

Canada’s Competition Bureau recently published its draft guidance to provide greater clarity on criminal prohibitions in the national Competition Act which are scheduled to come into force on June 23, 2023.

Effective January 1, 2023, significant amendment to the Ontario Business Corporation Act (the “OBCA”) come into force and will require many private corporations to maintain a Transparency Register.