Many businesses are taking a more intentional approach to
recruitment in the current economic environment. In some cases,
this can involve actively seeking out top talent from competing
firms, or re-hiring former employees, colloquially known as
“boomerangs.”
Targeted talent acquisition strategies have many potential
benefits to employers. However, employers should also be aware that
when intentional recruitment crosses the line into what is known as
“inducement” in employment law, it risks increasing the
employer's liability down the road when enticed employees are
let go.
Two recent Ontario cases show the potential consequences of
inducement in practice.
Poaching The Star Executive - Miller v. Alaya Care
Inc.
