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By now most employees understand the risks their personal social media activity could pose in their professional lives, but they might have a false sense of security when it comes to messaging apps.

Bill 148, also known as the Fair Jobs, Better Workplaces Act, is quickly working its way through the Ontario legislature and, if passed into law, will make significant changes to Ontario's labour and employment laws and impose many new obligations on employers.

Since the psychological harassment provisions of the Labour Standards Act came into force in Quebec three years ago, non-unionized employees have filed 6,850 complaints.

On March 5, 2024, Public Safety Canada ("PSC") amended the Guidance for entities (the "Guidance"), which was originally published in December 2023 (the "December 2023 Guidance")...

Employers who are considered "public sector bodies" must understand their obligations pursuant to the recently introduced The Accessible Saskatchewan Act...

On March 31, 2011, the "Règlement concernant la déclaration de l’employeur en matière d’équité salariale" came into force.

The decision of the Supreme Court of Canada in "Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper, Ltd.", addressed the issue of random alcohol testing by employers in the context of a collective bargaining relationship.

The Alberta Human Rights Commission recently upheld a Director's decision to dismiss a former employee's complaint as a result of the employee refusing to accept a fair and reasonable settlement offer.

Although reinstatement in the Human Rights context is considered a unique and uncommon remedy, the Ontario Divisional Court recently refused an application for judicial review of a decision of the Ontario Human Rights Tribunal (the "Tribunal") wherein an employee was reinstated almost 10 years after her last day of work.

Yes, an employee can recover for damage to his reputation caused by the manner of termination of his employment. This is not a surprising outcome based on the principles established by the Wallace decision of the Supreme Court of Canada.

How do business needs and broader economic forces impact an organization's constructive dismissal risks, and how can they mitigate these risks in the face of market downturns?

As of November 1, 2023, all employers in ‎British Columbia must specify the expected salary or wage range for ‎all publicly advertised job opportunities.

Saskatchewan's Lieutenant Governor has approved an Order in Council setting January 1, 2026, as the date in which Bill No. 5 will come into force.

Steve, a production worker, was discharged after he "travelled" up the progressive discipline ladder for repeated violations of the company's rules.

Earlier this summer, we updated you on the new Canada Labour Code entitlement that will provide employees with up to 10 paid days of medical leave no later than December 1, 2022.

In a recent decision, Shewchuk v. IBM Canada Limited, 2017 BCSC 2211, the British Columbia Supreme Court ordered IBM Canada to pay special costs for its conduct following the company's breach of a settlement agreement with Steven Shewchuk, a former employee

I wrote a blog about managers and supervisors who recommend their employees on LinkedIn in October 2012.