When Mitigation Earnings Must Be Deducted: Key Lessons from Recent Caselaw
Do earnings at a non-comparable job count as mitigation earnings offsetting a reasonable notice entitlement under the common law? A recent Ontario decision clarifies the state of the law.
When an Investigation Becomes a Stressor: Managing the Mental Health Impact of Workplace Investigations
Even when investigations are conducted fairly and professionally, they can trigger anxiety, fear, uncertainty, and reputational concerns for complainants, respondents, witnesses, and managers. This is one reason many organizations seek outside support when navigating sensitive workplace complaints. At Bridge Legal & HR Solutions, we work with employers across Ontario to provide independent workplace investigations, legal advice, and training for HR teams and managers.
The Importance of Punctuation: Brocklehurst v. Micco Companies
Punctuation matters! A Nova Scotia case discusses how a missing comma can change the meaning of a termination clause to an employer’s detriment. Find out more inside.
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.
Simplifying HR Through Outsourcing
Managing a business means juggling everything from strategy and sales to operations, including product development, delivery, support and finance. HR is often not treated as a function they plan for and manage proactively. That’s where HR outsourcing can step in, helping turn day-to-day HR headaches into a proactive strategy that supports the business instead of distracting from it.
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.
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.