Federal law (banking, etc.) is treating harassment and violence as a single continuum with highly prescriptive employer duties. In contrast, Ontario's system is more reactive and fragmented, separating harassment from violence and giving employers more discretion in their response. The most significant difference is in remedies: Ontario's Human Rights Tribunal offers uncapped damages for pain and suffering, while the federal system's outdated $40,000 cap creates a profound in

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.