This guide on Ontario payroll compliance outlines core obligations under the Employment Standards Act (ESA) such as adhering to the current minimum wage, calculating overtime pay, and managing vacation and public holiday entitlements. It also highlights common and costly pitfalls resulting in costly litigation and fines. Key recommendations include conducting regular self-audits, maintaining clear internal policies, and utilizing modern payroll software to ensure accuracy.

Your rights in a remote IT career between Ontario and Dubai depend on your physical work location. From Ontario, you get robust provincial protections and higher termination pay. In Dubai, UAE Labour Law governs your work with different rules for contracts and severance. For a move to Dubai, severing Canadian tax residency and securing mandatory private health insurance are critical. Careful planning and expert legal/tax advice are vital to avoid costly pitfalls. Read On to L

AI screening tools in Ontario, while efficient, pose significant discrimination risks under the Human Rights Code. Biased algorithms and "proxy discrimination"—where neutral data like postal codes correlates with protected grounds—can lead to illegal outcomes for which employers are liable for discrimination and human rights violations. OHRC advises proactive measures like impact assessments, bias audits, and meaningful human oversight. Read On to Learn More.

Ontario and Alberta's employment laws are increasingly diverging. Ontario is adopting proactive, prescriptive regulations (e.g., pay transparency, electronic monitoring, gig worker rights), while Alberta maintains a more flexible, market-oriented framework. This creates complex compliance challenges for multi-jurisdictional employers, making a "one-size-fits-all" national employment policy unfeasible. Read on to learn more about the similarities and differences.

Ontario's Employment Standards Act (ESA) has complex salesperson exceptions. Exemptions depend on the actual working relationship, not just contracts. Misclassification risks severe penalties (back pay, fines, reputational damage) across tax, ESA, and safety regulations. Employers need proactive due diligence and expert advice; salespersons must understand their rights. Understanding both legislation and case law is key for compliance and fair treatment.

Understanding the distinction between employees and independent contractors is crucial in Ontario’s construction sector. Misclassification risks fines and legal challenges. Learn how to safeguard your business with role assessments, clear contracts, compliance practices, and expert partnerships. Make compliance your foundation for success.

In Ontario, constructive dismissal occurs when an employer's significant, unapproved job changes force you to quit. For remote workers, a sudden return-to-office mandate can be a trigger, especially if working from home was a long-standing arrangement. Depending on your original agreement, you could be entitled to severance pay. Crucially, always seek legal advice before you resign to understand and protect your rights.

In Ontario, business law's architecture of corporate personality and contractual freedom is in constant tension with employment law's protective mandate. From M&A deals reshaped by successor rights to the piercing of the corporate veil for director liability and the creation of new worker categories, employment law consistently looks beyond form to substance. This analysis dissects this critical interplay, a must-read for navigating modern corporate risk.

Ontario employment law is rapidly evolving. "Working for Workers" Acts bring changes: AI disclosure, new leaves. Courts invalidate flawed termination clauses, increasing costs. Non-compliance, human rights violations, bad faith conduct are escalating. Investigations need trauma-informed approach; confidentiality is not absolute. Employers must audit, update policies, and adapt to mitigate risks in this dynamic legal environment.