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Covid-19 has made working from home the new normal for many employees. This new reality has created challenges for employees who, due to the closure of schools, daycares and other social...

The latest phase of Accessibility for Ontarians with Disabilities Act compliance came into effect on January 1, 2016

The Fighting Against Forced Labour and Child Labour in Supply Chains Act (commonly referred to as Canada's Modern Slavery Act) came into force on January 1, 2024.

As highlighted in a recent statement [PDF] by the United Nations Special Rapporteur on Contemporary Forms of Modern Slavery (UNSR), Canada's record of white-collar crime enforcement remains the subject of criticism domestically and internationally.

This morning, I listened as family members remembered their loved ones at the opening of a coroner’s inquest into four deaths at the Toronto South Detention Centre. As photos of the men appeared on the screen, I was reminded why inquests like this one matter so much.

Employers are facing increasing costs as a result of incidents of bullying and harassment in the workplace, and must be aware of the multiple avenues from which liability can arise. British Columbia's Human Rights Code prohibits discrimination against a person regarding employment on a number of grounds, and provides the Human Rights Tribunal with the authority to make financial awards for injury to a complainant's "dignity, feelings and self-respect".

In Kebede v. SGS Canada Inc., 2019 AHRC 3, the Alberta Human Rights Tribunal (the "Tribunal") recently dismissed a portion of a human rights complaint on the grounds that the issue was already decided by the Alberta WCB.

Imagine terminating an employee after two years of service and being ordered to pay them a full year of lost wages. Or terminating after 16 years of service and having to pay 14 years of wages.

A B.C. bartender has lost his human rights complaint after he was dismissed for smoking marijuana on shift.

A very recent screening decision out of British Columbia provides some welcome reassurance to businesses attempting to enforce masking requirements amid claims of so-called "medical exemptions"...

How does an employer balance its obligation to maintain a safe workplace for employees with its duty to accommodate an employee with serious mental health issues?

Section 34 offers certainty and protection to employers by imposing time limits on claims brought under the Ontario Human Rights Code ("the Code").

A recent decision of the Ontario Court of Appeal has interesting implications when it comes to competing rights, particularly when some of those rights are protected by the Charter of Rights and Freedoms.

The applicant applied for a job and was invited to complete a short tryout to assess his suitability. He was asked to perform a task using a hammer drill. While doing so, he injured his hand, dislocating fingers and requiring medical treatment, including splinting, physiotherapy, and temporary work restrictions.

A recent decision by the Human Rights Tribunal of Ontario provides a stark reminder for employers that hiring policies ...

Employers who deliberately choose not to hire candidates because they are "trans-people" are in direct violation of the Code.

Human rights applications can be frustrating for employers. As even frivolous cases must usually go to a hearing in order to be dismissed, employers are forced to incur substantial costs.