In a significant decision focused on public employers, the SCC recently held that Ontario public school boards are "government" and, as such, they are subject to the provisions of the Canadian Charter of Rights and Freedoms...

Last December, Bill C-3, An Act to amend the Criminal Code and the Canada Labour Code (Bill C-3), received Royal Assent. Once in force, Bill C-3 will repeal the Canada Labour Code's (CLC) current entitlement for...

In Canada, employers that host holiday parties for their employees could expose themselves to significant common law liability for the actions of an employee

In response to the rapid increase in COVID-19 cases, concerns over hospital intensive care unit capacity, and the increasing risk to the public caused by COVID-19 variants, on April 7, 2021...

In Karim v. Workplace Safety and Insurance Board, 2024 HRTO 1231, the Human Rights Tribunal of Ontario (HRTO) dismissed a probationary employee's claim that they were discriminated against with respect.

Québec has unveiled its immigration orientations for 2026–2029 along with the Immigration Plan for 2026. These measures aim to limit temporary and permanent immigration and to increase the emphasis...

On November 30, 2023, Canada's federal government introduced Bill C-59, Fall Economic Statement Implementation Act, 2023 (Bill C-59), which would implement proposals in the 2023 Fall Economic...

In Currie v. Nylene Canada Inc., 2021 ONSC 1922, Ontario's Superior Court held that "exceptional circumstances" existed to justify making an award that exceeded the 24-month "high end" amount of...

In Ferguson v. Yorkwest Plumbing Supply Inc., 2022 ONSC 4792, an employee who commenced a wrongful dismissal action via Ontario's Simplified Procedure rules was granted an order striking...

Can an employer terminate an employee who must serve a multi-year prison sentence? The Stuttgart Labor Court recently examined this complex question, considering factors such as prospects for early release and day-release work arrangements. This decision provides crucial guidance on employer obligations and the significant employment consequences of lengthy incarceration.

On November 12, 2021, in Ontario Power Generation and The Power Worker Union (OPG), Arbitrator John C. Murray considered issues relating to a Vaccinate or Test Policy (Policy) ...

On October 29, 2021, in Blake v. University Health Network, 2021 ONSC 7139 (Blake), the Ontario Superior Court of Justice discontinued an interim injunction that it had issued on October 22, 2021...

When Bill C-19, Budget Implementation Act, 2022, No. 1 received Royal Assent in June 2022, it amended Canada's Competition Act (Act) by including a new provision, s. 45(1.1), which comes...

Supreme Court of British Columbia held that a termination clause was enforceable because it met the minimum statutory requirements for notice in individual termination scenarios...

On June 24, 2021, Ontario announced that with improvements in key indicators relating to public health and health care, and the provincewide vaccination rate surpassing targets...

California's amended anti-TRAP law (AB 1697) postpones enforcement of restrictions on training repayment and stay-or-pay provisions until January 2027, while introducing new exceptions for financial services recruiting payments and PTO advances. Despite the delayed effective date, employers that already invested in compliance efforts face renewed strategic...

In Bunge Hamilton Canada, Hamilton, Ontario v. United Food and Commercial Workers Canada, Local 175 (Bunge), Arbitrator Robert J. Herman dismissed a union grievance...

In BC Hydro and Power Authority and IBEW, Local 258, Re, 2022 CarswellBC 837, Arbitrator Gabriel Somjen decided that the mandatory vaccination policy of BC Hydro, British Columbia's primary electricity supplier.

On May 12, 2022, the Ontario Court of Appeal (OCA) released its long-awaited decision in Taylor v. Hanley Hospitality Inc., 2022 ONCA 376 (Hanley (OCA)).

On November 27, 2025, British Columbia Bill 30 received Royal Assent, establishing a new illness and injury leave for employees. This law, effective immediately, provides up to 27 weeks of unpaid leave each year.