Beyond the Investigation: Rebuilding Workplaces Through Restoration
Workplace investigations – though necessary – can leave behind a fractured environment, strained relationships, and lingering mistrust. In many cases, it’s what happens after the investigation that truly determines whether a workplace can move forward in a healthy, productive way. Find out more in our latest blog post.
Ontario Minimum Wage Increase Comes Into Effect on October 1, 2025
The Ontario Government has announced a minimum wage increase applicable as of October 1, 2025. Take a look at the upcoming changes in this blog post.
New Rules for Larger Businesses in Ontario: Employment Information Provision
If your business employs 25 or more people, you need to know about new rules that apply to you in Ontario. As of July 1, 2025, employers in Ontario are required to provide employment information details to new employees. Find out more in our latest blog post.
Legal Update: Job Posting Rules Effective January 1, 2026
New job posting rules will apply as of January 1, 2026 in Ontario. Employers will be required to include salary or compensation expectations in addition to other legislated requirements. See more in our latest blog post.
Cost effective Lunch and Learn Topics
Lunch and learn sessions are a great way to bring employees together, encourage learning, and build team connections – all while sharing a meal. If you’re looking for budget-friendly ways to bring in fresh ideas and learning opportunities, there are plenty of options. Take a look for more details.
Repudiation of Contract: Risks Without Rewards
Employers frequently negotiate termination clauses, but what happens when the employer does not abide by its own termination clause? The results can be costly.
Clarity or Not: Dufault v. Ignace at the Ontario Court of Appeal
The Ontario Court of Appeal recently issued its decision in the Dufault case. Unfortunately the Court of Appeal decided not to take up the hard question of the appeal dealing with the enforceability of without cause termination clauses. Nevertheless, the case is a helpful illustration of the importance of reviewing termination clauses regularly.
Managing the Challenges of Post-Promotion Under-performance
Promoting an employee to a more senior position is usually based on their skills and future potential. However, promotions don’t always lead to the expected outcomes. When a promoted employee struggles to meet the demands of their new position, employers are faced with challenging decisions. Should you terminate, demote, or find another solution? Inside are some tips for employers to consider.
Working for Workers Six Act: Further Legal Changes for Employers to Consider
The sixth instalment of the Ontario Government’s series of “Working for Workers” Acts has received royal assent. The latest changes include amendments to the Employment Standards Act, 2000 and the OHSA, in addition to other changes.
How Workplace Investigators Can Navigate Questions from the Parties to Build Trust
Workplace investigations can be a sensitive and complex process for both parties and employers. It’s crucial for all parties involved to feel respected and informed throughout the investigation, and – as the main point of contact for the Complainant and the Respondent – it often falls to the investigator to explain the investigation process. Answering questions the parties may have in an honest and transparent fashion is not only essential for the integrity of the investigation but also vital in managing expectations and building trust. Find out more in our latest blog post.
