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in remedies: Ontario's Human Rights Tribunal offers uncapped damages for pain and suffering, while the federal system's outdated $40,000 cap creates a profound in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'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.

In both Australia and Canada, a dual system of employment law prevails. While most workers fall under provincial/state jurisdiction, federally regulated employees are governed by distinct national frameworks, such as Australia's Fair Work Act 2009 and Canada's Canada Labour Code and Canadian Human Rights Act. These federal regimes present unique complexities, often including compressed timelines for claims, demanding specialized legal expertise for effective advocacy. Read On

Finance professionals need a firm grasp of employment law, Contract basics, anti-discrimination, whistleblowing protections, and termination

Ontario businesses must track employment law changes diligently. Regulatory compliance is paramount to avoid legal liability. Learn More.

Construction industry faces critical workforce challenges: high turnover, labor shortages, legal and regulatory compliance issues. Read on.

Workplace investigations are essential for fairness, mandated by law. They protect employee rights and reduce employer liability. Learn more

Fashion decisions may conflict with company regulations. We take a look at how discrimination legislation and fashion choices intersect.

Workplace discrimination occurs when an individual is treated unfairly based on certain protected characteristics. Read on to learn more.

This guide outlines the key steps to filing a claim in court, helping you navigate the legal process with confidence.

Things American Employers Should Know About Canadian Employment Law. Learn more about Canadian employment law, Ontario employment law

Federally regulated employees are governed by the Canada Labour Code, the federal equivalent of the Ontario Employment Standards Act.