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On November 12, 2011, arbitrator Jean-Louis Dubé affirmed that employers have not only the right, but the obligation to bar individuals under 18 years of age from jobs that are likely to be detrimental to their health and physical or moral development.

Employers take great caution in establishing employee benefits and amending benefits plans to fit within new legal parameters when required. The case of Barker v. Molson Coors Breweries and another (2017 BCHRT 208) is a good example of why a very diligent approach can be necessary.

Are you an employer with a benefit plan that terminates for workers who are 65 and older?

The growth of the gig economy has fundamentally changed how many organizations deliver services and engage workers. From rideshare platforms and delivery services to consultants, franchise operators and other independent contractors, organizations are increasingly relying on non-traditional working relationships that fall outside the conventional employer-employee model.

The Human Rights Tribunal of Ontario (the "Tribunal") found that an employer violated the Ontario Human Rights Code.

Mask wearing indoors has become a ubiquitous part of the COVID-19 experience. The B.C. government mandated mask wearing in November of 2020 for most indoor public settings.

On November 9, 2023, the federal government introduced Bill C-58, An Act to amend the Canada Labour Code...

On June 28, 2005 the Ontario Human Rights Commission (the "Commission") released a new policy entitled "Policy and Guidelines on Racism and Racial Discrimination". The Policy contains the Commission’s interpretation of provisions of the Ontario Human Rights Code ("Code") relating to race, racial discrimination and racism.

Justice Healy’s January 2015 decision in Patridge v Botony Dental Corporation is likely to be on many lists of top human rights law decisions already decided this year.

The Québec Charter of Human Rights and Freedoms (Québec Charter) as well as the Canadian Charter of Rights and Freedoms (Canadian Charter) confer a right to freedom of religion and prohibit discriminatory practices based on religion.

In an effort to mitigate the spread of COVID-19 in the workplace, many employers are implementing vaccination requirements for employees.

In many jurisdictions, consultants, agents and other workers who are not in a traditional employment relationship, are excluded from the protections of human rights legislation.

Employers are prohibited from discriminating against employees based on "family status" under the Human Rights legislation in every Canadian jurisdictions, except in New Brunswick.

For the second time in recent months, a British Columbian court has allowed a civil case to proceed against a resource company in British Columbia for wrongs allegedly committed outside of Canada.

2018 was touted as the year the Supreme Court of Canada would consider how religious freedom should be valued as a right guaranteed by the Canadian Charter of Rights and Freedoms.

Manitoba legislation requiring barrier-free delivery of services in both the public and the private sectors has begun the phase-in process.

The Alberta Court of Appeal has reinforced the evidentiary requirements for Indigenous groups seeking standing before the Alberta Energy Regulator, clarifying that specific evidence demonstrating how a proposed approval could directly affect the exercise of Indigenous rights is essential. This decision addresses the intersection of regulatory standing requirements and Indigenous rights claims, while also examining the role of cumulative effects in establishing standing for regulatory appeals.

On July 19, 2012, the British Columbia Court of Appeal released its decision on the issue of whether a partner in a partnership is an employee of that partnership for the purposes of the BC Human Rights Code.