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.

Ontario's gig economy offers perceived flexibility, yet masks profound legal precarity for disabled contractors. While stripped of ESA protections (minimum wage, WSIB, benefits), they are protected by the Human Rights Code, guaranteeing anti-discrimination and accommodation rights. Fluctuating gig income creates an "invisible disability tax" and a complex ODSP "benefits trap," eroding financial security. We discusses some of the pertinent issues revolving around these vulnera

In Ontario, WSIB claims, despite being a no-fault system, are frequently denied based on specific statutory and evidentiary grounds. Reasons include ineligibility or lack of clear work-related injury, insufficient medical documentation, delayed incident reporting, discrepancies in factual accounts, conditions deemed non-compensable. Understanding these common denial rationales is paramount for both workers seeking recourse and on appeals, Read On to learn more.