A recent decision from the Alberta provides a wake up call to departing employees, and offers businesses some hope that properly drafted non-solicitation provisions can and will be enforced to address improper conduct.

The B.C. provincial legislature has recently seen the introduction of Bill M 215, which has the stated purpose of restricting the use of NDAs relating to discrimination, harassment or allegations of discrimination and harassment.

Statutory claims may be available in human trafficking cases, including those involving labour brokers where the worker can establish exploitation.

A recent decision from the Ontario Court of Appeal has held that an employment contract may no longer be valid even in cases where the employee did not receive a formal promotion.

There is a core requirement for employers to be honest with employees and to unconditionally honour statutory obligations. Employers who fail to follow such a process do so very much at their peril.

Canada’s Competition Bureau recently published its draft guidance to provide greater clarity on criminal prohibitions in the national Competition Act which are scheduled to come into force on June 23, 2023.

Effective January 1, 2023, significant amendment to the Ontario Business Corporation Act (the “OBCA”) come into force and will require many private corporations to maintain a Transparency Register.

A recent decision of the Ontario Court of Appeal confirms the possibility of reduction of damages claim based on mitigation, provided that there is actual evidence that employee has not taken reasonable steps to finding a new job.

A recent Ontario court decision that awarded punitive and moral damages in Pohl v. Hudson’s Bay Company, 2022 ONSC 5230 highlights the importance for employers to have a proper process for dealing with terminations.

A recent Ontario Superior Court of Justice decision provides a stark lesson for employers using fixed-term or time-limited employment agreements.

The Canadian Charter of Rights and Freedoms can have substantial implications in reinforcing privacy of Canadian employees. A recent decision highlights the importance of developing, implementing and administering rules and policies regarding technology used by employees.

A challenging issue that employers have faced during the pandemic is how to deal with cases of employees who voluntarily refuse to comply with employer health and safety rules and the related policies which organizations have adopted in response to the pandemic.

Ontario’s provincial government announced new legislation which will require employers to provide information on whether the employer electronically monitors its workers.

Helpful insights into the distinctions between those who are dependent vs. independent contractors

The requirements to prove “wilful misconduct” have been clarified in a recent decision from the Ontario Court of Appeal

Employees who are seconded are not able to “double collect” damages for both the termination of the secondment and the termination of the underlying employment relations.

Some of the concepts set out in these new rules have been supported by key platform economy companies, including Uber.

A recent Ontario court decision confirms, however, that the Act does not affect relevant agreements entered into prior to October 25, 2021.

The use of class actions for Canada employment law claims has traditionally been considered to be a tool used more in theory than in practice. Aa recent decision from the British Columbia Supreme Court, which granted a certification order to a group of employees who have lost work during the pandemic.

The COVID-19 pandemic has raised a host of novel issues, and one of the more challenging questions is whether or not an employer is required to continue to pay employees who are forced to self-isolate and are thus prevented from attending at work due to what are arguably circumstances beyond their control.