Employment and Labour Law Blog Employment and Labour Law Blog

Ontario court distinguishes between plaintiff’s rights as an employee and as an option holder

When two agreements differed on the appropriate forum for dispute resolution, the Ontario Court of Appeal emphasized a clear contractual separation.

Court of Appeal upholds three-year employment commitment following business sale despite termination clause

An asset purchase agreement’s employment guarantee superseded an employment contract’s early termination provision.

Are non-competes coming to an end? What Bill C-31 means for federal employers

Proposed amendments to the Canada Labour Code seek to prohibit use of non-compete clauses in employment agreements.

Ontario Court of Appeal offers clarification on post-employment earnings and employers’ evidentiary burden in mitigation analysis

Employers should request complete information about any employment income earned during the alleged common law reasonable notice period.

AI in hiring: Ontario employers grappling with new job posting disclosure requirement

New rules are in effect in Ontario that require employers to disclose whether AI is used in publicly advertised job postings.

Reminder for Ontario employers: incoming public job posting requirements

Employers with 25 or more employees in Ontario will be required to make certain disclosures in their publicly advertised job postings.

Changes in leave entitlements: federal, Saskatchewan and British Columbia updates for 2025–2026

Various legislative amendments have been proposed to change, or have recently amended, statutory leave of absence entitlements.

AI in the workplace: what employers in Ontario need to know

Ontario has begun to take incremental steps towards regulating how AI ius used in the workplace.

A rare common sense win for employers in Ontario: Li v. Wayfair

Employers should regularly update their employment agreements to ensure the language reflects the latest case law developments.

Are you ready for pay transparency?

By November 1, 2025, employers in B.C. with 300–999 employees are required to prepare and post their annual pay transparency report.