Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 11 JANUARY 2022

Non-compete Clauses In Ontario: Status And Potential Application Of Bill 27

Siskinds LLP
Explore more from Siskinds LLP

By now, most employers know that Bill 27, the Working for Workers' Act (the "Act"), prohibits employers and most employees from entering into non-competition agreements ("non-competes").

CanadaEmployment and HR
Elizabeth Traynor
Elizabeth Traynor
Author LinkedIn connections

By now, most employers know that Bill 27, the Working for Workers' Act (the "Act"), prohibits employers and most employees from entering into non-competition agreements ("non-competes"). At this point, we have limited information about how this will be implemented and treated by the Courts.

  • We know that the prohibition does not apply to non-competes entered into before October 25, 2021, based on the Ministry of Labour's statement on its website. However, we also know that it was difficult to enforce non-competes before passage of the Act - this will not make it any easier.
  • We know that there are some exclusions to the application of this provision, including where the seller of a business agrees to a non-compete as part of the sale transaction, and for so-called "C-suite" executives (CEO, CFO, etc.).

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

WorkSafeBC Proposes Changes To Laws Regarding Workplace Harassment And Violence

WorkSafeBC is proposing significant amendments to British Columbia's Occupational Health and Safety Regulation that would fundamentally reshape how employers address workplace harassment, violence, and psychological health. The proposed changes introduce expanded definitions, new prevention program requirements, and obligations to identify and control psychosocial hazards. These amendments could require most B.C. employers to substantially revise their existing workplace policies and procedures.
CanadaEmployment and HR
Cassels
Cassels
Article

Bill C-39: Big Changes Are Coming To Federal Workplace Rules

The federal government has tabled Bill C-39, introducing sweeping reforms to the Canada Labour Code that will fundamentally reshape union negotiations, dispute resolution, and workplace enforcement for federally regulated employers. These changes, stemming from extensive public consultations with over 26,000 responses, grant new ministerial powers while expanding government enforcement capacity by 70% through the hiring of 100 additional health and safety officers.
CanadaEmployment and HR
Torkin Manes LLP
Torkin Manes LLP
Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP