The Aftermath No One Plans For: Retaliation Allegations Following a Workplace Investigation
The resolution of workplace complaints rarely ends when the final investigation report is delivered. For many Ontario employers, the most legally risky phase begins afterwards. Allegations of retaliation or reprisal following an investigation are among the most common and most misunderstood issues that can arise once the investigation is completed and the report has been finalized. Find out what retaliation allegations are and best practices in our latest blog post.
Free Webinar: Employment Law Year in Review on February 19, 2026
Bridge Legal & HR Solutions is pleased to present the next webinar for our clients and guests to be held of February 19, 2026, at 1pm Eastern Time. The topic for this webinar will be a review of Ontario employment law updates from 2025 and how to ensure your business is compliant coming into 2026. Register Today!
Navigating the Presence of a Third Party in Workplace Investigation Interviews
One of the most common and challenging scenarios for HR professionals and workplace investigators is when a participant asks to have another person present during an interview. For those conducting investigations, handling the presence of a third party requires a careful balance between procedural fairness, compliance with law and applicable policies, and the integrity of the investigation itself. This blog explores how to navigate these situations effectively, including how to manage an overzealous advocate, what to do if the support person turns out to be a witness, and what the proper role of a third party should be.
New Job Posting Rules for the New Year: A Reminder for Ontario Employers
Reminder: As of January 1, 2026 employers in Ontario are required to comply with new job posting rules. Find out how we can help in our latest blog post.
New Rules in Ontario: Working for Workers Seven Act and Job Posting Rules
Employers in Ontario are required to comply with several new rules as of November 2025 and into January 2026. More details are in our blog post.
Why Being Aware of Your Own Triggers Matters as a Workplace Investigator
In workplace investigations, neutrality isn’t just an ideal — it’s a legal and ethical requirement.. Emotions, personal experiences, and unconscious reactions can surface in ways that subtly influence decision-making, and recognizing and managing these “triggers” is essential to maintaining fairness and protecting the integrity of the process.
Register Today for our Free Webinar on Workplace Investigation Procedural Fairness Held Tomorrow: 1pm Eastern, November 26, 2025.
Join us on November 26, 2025 at 1:00 p.m. for a FREE Webinar about the evolving standards of fairness in workplace investigation. We will be focusing on two recent Federal Court decisions. Please see inside for the sign up link.
Employers in British Columbia Restricted from Requesting Medical Notes
As of November 12, 2025, amendments to the British Columbia Employment Standards Act limit employers from requesting medical notes for health-related leaves of five days or less. This shift aims to reduce physician workloads and enhance patient care.
Upcoming Free Webinar: Evolving Standards of Fairness in Workplace Investigations
Join us on November 26, 2025 at 1:00 p.m. for a FREE Webinar about the evolving standards of fairness in workplace investigation. We will be focusing on two recent Federal Court decisions. Please see inside for the sign up link.
Balancing Compassion and Accountability: Managing Employee Absenteeism
Absenteeism is one of the common and often expensive challenges employers face. While the occasional sick day is expected and usually has minimal impact, frequent, extended or unexplained absences can quickly disrupt operations, frustrate colleagues, lower morale and cost the organization. The real challenge for leaders is finding a balance between showing compassion and understanding when time away is needed while also holding employees accountable to workplace expectations.