Workplace harassment law in Ontario are designed to protect employees from harmful behaviour at work. That protection is broader than many people realize. It does not stop with managers or co-workers. In many situations, it also includes clients, customers, contractors, consultants, and other third parties. For employees in Ontario, understanding this scope matters. It affects when to speak up, how complaints should be handled, what employers are legally required to do when i

In Ontario, legal dispute resolution frequently occurs outside of traditional courtroom trials, spanning issues from employment conflicts to human rights and monetary claims. Provincial legal system is to encourage parties to resolve disagreements through mediation. Understanding the mediation process is paramount for individuals involved in disputes, regardless of whether the forum is the Labour Board or the Superior Court. Read on to learn more about the mediation process.

When does tough management become unlawful harassment in Ontario? The OHSA protects "reasonable management," but "bad faith" or "vexatious" conduct creates serious liability. Our new article analyzes the case law that defines this critical line, covering everything from "bad faith" PIPs to virtual harassment.

Effective workplace harassment prevention exceeds mere compliance. It demands proactive leadership and ongoing diligence. Robust policies, regular training, and strict adherence to evolving legal standards are essential to mitigate liability and ensure a respectful, productive, and compliant workplace. Prioritizing prevention is not just a best practice; it is a legal imperative fundamental to sound corporate governance and risk management.