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Friday evening, the Government amended Ontario's Employment Standards Act, 2000 ("ESA") through Ontario Regulation 228/20 to provide employers with some comfort that they will ...

According to Statistics Canada, two in five employers in Canada have reduced hours or laid off one or more employees since the beginning of the COVID-19 crisis. One of the risks associated ...

A constructive dismissal claim arises when an employer unilaterally changes a fundamental term of the employment agreement and, while the employer has not directly terminated the employee...

In Lischuk v. K-Jay Electric Ltd, 2025 ABKB 460, the Alberta Court of King's Bench, for the first time, awarded damages to a wrongfully terminated employee equal to 26 months' compensation...

In a recent decision of the Federal Court of Canada, the Court had occasion to apply the Supreme Court of Canada's decision in Wilson v Atomic Energy of Canada ltd (Wilson) for one of the first times.

As Canadian employers and U.S. employers with Canadian subsidiaries well know, the climate in Canada has never been favourable to drug and alcohol testing.

Whether an employee took reasonable steps to mitigate his wrongful dismissal damages was recently reviewed in the Supreme Court of British Columbia decision Moore v. Instow Enterprises Ltd., 2021 BCSC 930.

In Cottrill v. Utopia Day Spas and Salons Ltd.,[1]a recent decision of the British Columbia Court of Appeal, the Court set aside an award of $15,000 in aggravated damages to a wrongfully dismissed

Confidentiality is a cornerstone of settlements: no more so than in the workplace. Unless it has a weak case, an employer is generally not motivated to settle without a confidentiality undertaking and an express agreement that the settlement is not an admission of liability..

The British Columbia Supreme Court's decision in Read v Rimex Supply Ltd, 2021 BCSC 2157 ("Read") addressed whether the doctrine of issue estoppel should apply...

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In Benjamin v. Cascades Canada ULC, 2017 ONSC 2583, the plaintiff had worked as an unskilled labourer with the defendant company for 28 years.

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

In Mechalchuk v. Galaxy Motors (1990) Ltd.,[1] the British Columbia Court of Appeal confirmed that a senior employee's decision to submit personal meals as business expenses constituted cause for dismissal.

In the wrongful dismissal case, Ensign v. Price's Alarm Systems, 2017 BCSC 2137, the British Columbia Supreme Court made an aggravated damages award in the absence ...

The Ontario Court of Appeal recently upheld the Trial Court's decision in Teljeur v. Aurora Hotel Group, 2023 ONSC 1324, affirming the importance of employers exercising...

When does a bonus form part of compensation owed during a terminated employee's notice period?