Faraz Kourangi discussed the importance of ensuring that employment contracts clearly authorize temporary layoffs, cautioning that without such contractual language and genuine employee consent, employers risk facing constructive dismissal claims under common law.

In McFarlane v King Ursa Inc., the Ontario Superior Court of Justice ("ONSC") awarded a former employee more than $300,000 in damages after finding that she was constructively dismissed when she was asked to accept a demotion and pay reduction following her return from maternity leave.

The Ontario Court of Appeal has made it clear that employers cannot remain passive in the face of workplace harassment once they become aware of it – even in the absence of a formal complaint.

Employers often rely on a "rule of thumb" of one month of notice per year of service when assessing termination entitlements. The recent decision of Carroll v. Oracle Canada ULC...

As of June 1, 2025, mediation is mandatory for all new applications filed with the Human Rights Tribunal of Ontario ("HRTO").

In Abbasbayli v. Fiera Foods Company, the Ontario Superior Court of Justice ("ONSC") upheld the employer's decision to dismiss an employee for cause following an internal investigation into time theft.

When an employee is dismissed, the common law grants them notice or pay in lieu to provide financial support while they search for new work.

While the law continues to evolve, one longstanding principle remains unchanged: workplace investigations must be impartial, both in practice and appearance.

As of January 1, 2026, a significant set of amendments to the Employment Standards Act, 2000 [ESA]introduced through Ontario's Working for Workers framework is now fully in force.

After more than six weeks of labour disruption, the Workplace Safety and Insurance Board ("WSIB") and the Ontario Compensation Employees Union ("OCEU") recently reached a tentative agreement.

Remote work continues to be something that organizations are grappling with.

With the Blue Jays in the playoff run, baseball is top of mind for many Canadians. It's also a timely reminder for employers that off-duty conduct—whether at a game, a work event, or online—can quickly become public.

Ontario employers should be aware of new job posting rules taking effect January 1, 2026.

In Decision No. 231/25, the Workplace Safety and Insurance Appeals Tribunal ("WSIAT") considered whether an employee's concussion—sustained during a paid break while attending...

The arbitrator in Corporation of the City of Cornwall v Amalgamated Transit Union, Local 946 [Cornwall] upheld the just cause dismissal of an employee involved in a violent incident...

In Taylor v Salytics Inc [Taylor], the Ontario Superior Court of Justice ("ONSC") confirmed that a clearly drafted layoff provision can shield an employer from a constructive dismissal claim—even when the provision is embedded in an unenforceable termination clause.

While employers are held to a high standard in meeting their occupational health and safety obligations, the courts do not require them to grant every request made by an employee.

In Amies v Lethbridge Family Services [Amies], the Human Rights Tribunal of Alberta ("AHRT") upheld the dismissal of a complaint alleging discrimination based on mental disability under the Alberta Human Rights Act [AHRA].

While courts often award lengthy notice periods to long-service employees, a recent decision from the British Columbia Supreme Court ("BCSC") may help to reduce employers' liability...

For many organizations, the annual holiday party is a highlight of the season and is an opportunity to celebrate successes, connect outside of day-to-day routines, and show appreciation for employees.