Client Resources

Is Your Workplace Ready for Bill 190? New OHSA Rules for Employers in 2025 

Is Your Workplace Ready for Bill 190? New OHSA Rules for Employers in 2025 

February 26, 2025

This article covers key changes under the Working for Workers Five Act, 2024 (Bill 190), including the expansion of workplace harassment policies to cover virtual misconduct, the OHSA’s application to remote work, and new digital access requirements for safety documents and JHSC meetings.

Healthcare Update – January 2025

Healthcare Update – January 2025

February 26, 2025

This update includes a “contracting in” grievance regarding agency workers, a reinstatement award following a dismissal involving a COVID-19 mask mandate, a finding of undue hardship for an employer in the context of a disability accommodation, and more.

HRTO Proposes Rule Changes to Increase Efficiency

HRTO Proposes Rule Changes to Increase Efficiency

December 29, 2024

The Human Rights Tribunal of Ontario (HRTO) has proposed a number of revisions to its rules of procedure which are intended to address delays and reduce its growing backlog of cases. 

Bill 229 Receives Royal Assent

Bill 229 Receives Royal Assent

December 29, 2024

Bill 229, the Working for Workers Six Act, 2024, received Royal Assent on December 19, 2024. This article reviews the resulting amendments to the ESA and the OHSA and relevant coming-into-force information.

Top Human Rights Law Cases of 2024

Top Human Rights Law Cases of 2024

December 29, 2024

In this article, we explore five notable cases from 2024 and the key lessons they offer for employers navigating human rights and accommodation issues in the workplace.  

Healthcare Update – December 2024

Healthcare Update – December 2024

December 29, 2024

This article covers Bill 231, which would introduce new rules for health care staffing agencies, and notable recent decisions impacting the health care sector.

Top Employment Law Cases of 2024

Top Employment Law Cases of 2024

December 29, 2024

This year brought more cases about termination clauses, the employer’s duty to provide a safe working environment, the duty to handle employee terminations with sensitivity and in good faith, fixed-term contracts, and more.

Top Labour Arbitration Cases of 2024

Top Labour Arbitration Cases of 2024

December 29, 2024

2024 brought some interesting arbitration decisions addressing a wide range of workplace issues, from mandatory vaccination policies and employee privacy rights to workplace misconduct and the limits of arbitral jurisdiction. This article highlights a few we thought were worthy of mention.

Legislative and Regulatory Developments on the Working for Workers Series

Legislative and Regulatory Developments on the Working for Workers Series

December 13, 2024

Ontario introduced the sixth installment in the Working for Workers legislative series (Bill 229), publishes coming-into-force information for changes made under previous installments, and files new related regulations.

Healthcare Update – November 2024

Healthcare Update – November 2024

November 7, 2024

This update features disputes regarding entitlement to compensation for time spent taking courses and obtaining certifications, more decisions regarding terminations related to COVID-19 vaccination policies, and guidance from the HRTO on what is required to establish discrimination in a health care setting.

Employer’s ESA-Only Termination Clause is Victorious in Rare Decision

Employer’s ESA-Only Termination Clause is Victorious in Rare Decision

November 7, 2024

In a recent (and rare!) decision from the Ontario Superior Court of Justice, the Court upheld a termination provision that limited an employee’s compensation upon termination to only the minimum entitlements under the Employment Standards Act, 2000.

Employer Ordered to Pay $175,000 For Failure to Protect Employee

Employer Ordered to Pay $175,000 For Failure to Protect Employee

November 7, 2024

An employer failed to protect an employee from assault and sexual harassment in the workplace, and then terminated her employment when she could not return to work due to related mental health disability.

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