OHS & Workers’ Compensation Advisor
On November 27, 2025, Bill 30, the Working for Workers Seven Act, 2025, received Royal Assent. In this seventh bill amending legislation applicable to workplaces, the Ontario Occupational Health and Safety Act (“OHSA”) has been amended to provide a new tool to the enforcement arsenal of Ministry of Labour, Immigration, Training and Skills Development (“MOL”) … Continued
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In A Flash
The British Columbia government has established new regulations restricting when employers can and cannot ask employees to present a sick note if they do not attend work for certain short-term health related reasons.
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In A Flash
Employment and Social Development Canada (“ESDC”) recently made changes to the advertising requirements for employers using the Job Bank for the purposes of a Labour Marker Impact Assessment
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Employers' Advisor
In this issue: 1) Ontario Gets Working for Workers Seven…And B.C. Plays Catch-Up (Or Skips Ahead) 2) Truth Over Tarnish: Negative Work Reference Held Not Defamatory 3) Time to Face the Change: HRTO Introduces Mandatory Mediation and Releases Updated Practice Directions
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In A Flash
Exceptional Circumstances Lead to an Alberta First: Reasonable Notice Period Exceeding 24 Months
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In A Flash
In Davidson v. T.E.S. Contracting Services Inc., 2025 ONSC 3537, the Divisional Court upheld the Superior Court’s decision denying certification of a proposed class action lawsuit, in which the proposed class members had claimed over $145 million dollars in damages and other forms of extraordinary relief.
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In A Flash
June 20, 2025 marks the day that Bill C-58, An Act to amend the Canada Labour Code (“Code”) and the Canada Industrial Relations Board Regulations (“Bill C-58”), comes into force. The Bill, which received royal assent on June 20, 2024, introduces very significant changes to federal labour law in Canada including, most notably, a ban on the use of replacement workers during a strike or lockout.
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Employers' Advisor
In this issue: 1) Ontario Gets Working for Workers Seven…And B.C. Plays Catch-Up (Or Skips Ahead) 2) Truth Over Tarnish: Negative Work Reference Held Not Defamatory 3) Time to Face the Change: HRTO Introduces Mandatory Mediation and Releases Updated Practice Directions
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