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 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.

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.

For Ontario workers facing disability, understanding your rights under WSIB, the Human Rights Code, and long-term disability policies is paramount. Proactive documentation, timely legal advice, and tenacious advocacy are crucial in ensuring you secure full compensation and critical accommodations you're owed, especially when discrimination complicates your return to work or access to benefits. Safeguarding your long-term financial security and well-being demands a comprehensi

This guide explores the role of RRSPs in employment law settlements, the role of estate planning in workplace benefits. Let's delve in.

Terminating Execs in Ontario: A Minefield? We'll unpack notice periods, inducement, and good faith duty using key cases. Read On.

Constructive dismissal occurs when employers violate terms, pushing employees to resign. Harassment, violating rights, must be addressed.

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

Learn about debt and liability management, IP and essential assets protection, Do and Don't in case of mass termination and winding up.

In this article, we will explore the key legal considerations when terminating a business before its sale in Ontario.

In this article, we discuss workers' compensation, its application to work-related vehicle accidents in Ontario, and relevant case law

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

This is the ultimate guide to disability discrimination and a complete guide regarding suing for disability discrimination.

This post talks about cases, relevant statutes (OHSA, ESA) regarding medical documentation in disability cases and the duty to accommodate.

Sexual harassment in the workplace is the most serious form of workplace harassment that deserves the most severe penalty. Continue reading

In this post, we'll talk about Ontario cases, Federal cases and Human Rights Tribunal decisions regarding family status discrimination.

Non-Compete Agreement No Longer Legal Under Bill 27. We'll discuss the most important amendments under Bill 27 in this blog post.

In this post, we'll talk about Ontario cases and Human Rights Tribunal decisions regarding age discrimination.