Service Area: Employment, Human Rights and Labour

As discussed in our previous blog posts, here and here, breaches of the Occupational Health and Safety Act (“OHSA”) come with potentially significant consequences for[...]

Q: Will a pregnant woman automatically be entitled to greater amounts of reasonable notice if her employment is terminated? A: No, not necessarily.  Q: Is[...]

Determining the Legal Structure of your Business When starting your business endeavour, the appropriate legal structure will depend on the nature of the business itself.[...]

Not all Unions are created equal and not all Unions treat their members equitably. As labour lawyers, we often receive calls from employees who are[...]

On December 2, 2021, Bill 27, Working for Workers Act, 2021, (“WFWA”) received Royal Assent, becoming law in Ontario. This omnibus piece of legislation amended[...]

As discussed here in a previous blog post, section 66(1) and (2) of the Occupational Health and Safety Act (“OHSA”) gives the court broad discretion[...]

Breaches of the Occupational Health and Safety Act (OHSA) are known as strict liability offences. Fundamentally, strict liability means that parties who are charged under[...]

Convictions for breaches of the Occupational Health and Safety Act (OHSA) often lead to large fines for both corporate and individual defendants. Additionally, for individual[...]

Generally, the Employment Standards Act, 2000 (“ESA”) has been interpreted to protect non-unionized employees from “temporary” lay offs unless their employment contract permits such a[...]