Canadian employers are tightening return-to-office policies, prompting friction with employees who have grown accustomed to remote work. While some workers may seek accommodations or legal recourse, employment experts urge caution.
Recent Canadian rulings have underscored the risks employers face when disciplining workers without explicit contractual authority.
A new University of Regina report reveals rising workplace fatalities in B.C., especially in construction and manufacturing. Experts are calling for improved data collection, faster reporting, and better protections to address this alarming trend.
Employers often underestimate the legal risks associated with hiring seasonal staff. Learn how to protect your organization by managing layoffs, contracts, human rights, and injury claims properly.
After more than a year of approved remote work abroad, an employee was told to return in person or resign. An Ontario court ruled this constituted constructive dismissal—highlighting the need for clear written agreements around remote work expectations.
New amendments to Alberta’s Occupational Health and Safety Code require employers to develop a consolidated violence and harassment prevention policy. The changes simplify compliance, but failure to meet the new requirements by March 31 could lead to stop-work orders or fines of up to $10,000.
An Ontario court ruled that a veterinarian who refused to return to work after demanding a termination letter for a former client had resigned from her position, not been wrongfully or constructively dismissed. The court found that the employer had taken reasonable steps to ensure workplace safety, which negated claims of an unsafe work environment.