An increasingly common theme in wrongful dismissal actions are employee claims that an employer's allegedly heavy-handed and insensitive management constitutes a constructive dismissal.

These professions run the gamut from traditional professions such as doctors and nurses to newly minted professions such as traditional Chinese medicine and homeopathy.

The Canadian Government has announced further changes to the foreign worker system that come into effect on December 1, 2015.

A common misconception among construction employers is that the Accessibility for Ontarians with Disabilities Act, 2005 ("AODA") only consists of the Customer Service Standard and does not apply to construction employers.

#MeToo has quickly caught wind as a widespread movement that sheds light on the prevalence of sexual assault and harassment, particularly in the workplace.

As technology becomes more ubiquitous in the workplace, the importance of having proper policies and discipline to govern the use of that technology by workers becomes more critical.

The Ontario Superior Court recently recognized a new tort that would allow employees to sue their employers for harassment in civil court.

In-house counsel is often the unsung hero of a legal saga, having guided their internal client adeptly before litigation ensued.

Given the ever-increasing mobility of today’s workforce, employers need to protect themselves from the damage that can be caused by departing employees.

In another twist in the area of family status discrimination law, the Federal Court of Appeal recently released its decision in Canada v Johnstone.

When an employer terminates an employee without just cause in Ontario, it must either provide reasonable notice of the termination, or payment in lieu of notice.

Employers who fail to properly watchdog confidential information accessible to employees may face significant vicarious liability for unlawful access and use.

The Ontario government has ushered in further employer-friendly amendments to workplace laws with the passing of Bill 66, Restoring Ontario's Competitiveness Act, 2018, which received Royal Assent on April 3, 2019.

In April of 2009, a little known law called the Apology Act (the "Act") entered into force.

Employers are often faced with the galling choice between asserting just cause for termination, and paying potentially large sums of money to departing employees who have been caught lying...

Recent amendments to Rule 76 of the Ontario Rules of Civil Procedure will help to reduce legal costs and streamline the litigation process in the province.

The Ontario Superior Court recently found that sexual harassment does not necessarily "arise out of" the employment relationship, even when it is perpetrated by another employee at the workplace.

The Ontario Superior Court of Justice confirms that employees cannot give notice of resignation only to unilaterally leave early to work for a competitor.

In 2019, we wrote about the Human Rights Tribunal of Ontario (the "Tribunal") decision in Haseeb v Imperial Oil Limited, 2018 HRTO 957.

The law has become increasingly sensitive to the need for the protection of personal information from public disclosure.