Anthony Kwong
Associate Toronto, T: 416.862.9530 F: 416.862.8247 akwong@mathewsdinsdale.com
Kyla Hull Assistant 416.862.8280 x301 khull@mathewsdinsdale.com
Biography
Law Society of Nunavut
Law Society of Ontario
University of Toronto, B.A. (Hons.)
University of Toronto, J.D.
Canadian Bar Association
Ontario Bar Association
Anthony is an Associate in Mathews Dinsdale’s Toronto office. He maintains a broad labour and employment practice, with a particular focus on labour relations, and has experience advising employers on labour board applications, grievances and arbitrations, collective bargaining, wrongful dismissals, human rights complaints, and workplace health and safety prosecutions.
Anthony was a summer and articling student with Mathews Dinsdale before returning as an Associate. He completed his J.D. at the University of Toronto, Faculty of Law, earning distinction standing in his final year. Prior to law school, Anthony completed his Bachelor of Arts (Honours) in Political Science and History at the University of Toronto.
In his free time, Anthony enjoys singing along to musicals and cheering on the Toronto Raptors. Anthony understands conversational Cantonese and Mandarin.
News
Insights
Ontario Announces Working for Workers Six Act, 2024
On November 27, 2024, the Government of Ontario announced that it will be introducing the Working for Workers Six Act, 2024 (the “Act”) building on a number of previous announcements, as well as five previous Working for Workers Acts.
Read moreOntario’s Working for Workers Five Act, 2024 is Now Law – Here’s What Employers Need to Know
On October 28, 2024, the Working for Workers Five Act, 2024 (the “Act”) received Royal Assent and became law. Many of the legislative changes are now in force and effect, requiring immediate compliance, while other provisions only come into force on a day to be named by proclamation of the Lieutenant Governor.
Read moreOntario Announces Working for Workers Five Act
On May 6, 2024, the Government of Ontario announced that it will be introducing the Working for Workers Five Act (the “Act”), building on four previous Working for Workers Acts.
Read moreOntario Announces Further Changes to the Employment Standards Act
On May 3, 2024, the Government of Ontario announced that it would be introducing legislation which, if passed, would increase fines under the Employment Standards Act, 2000 (the “ESA”) and create further obligations on employers during the recruitment and hiring process.
Read moreEmployers’ Advisor April 2024
In this issue: 1) Well, Gosh: Weilgosh Confirms the HRTO’s and Labour Arbitrators’ Shared Jurisdiction over Human Rights Claims 2) Employers Beware, Your Termination Clause Could be Struck at “Any Time”, in the Court’s “Sole Discretion” 3) Working for Workers, One, Two, Three, Now Four – Employers Can Probably Expect More
Read moreOntario to Increase Minimum Wage, Effective October 1, 2024
On October 1, 2024, the general minimum wage in Ontario will be increasing from $16.55 to $17.20 per hour, representing an approximate 3.9% increase. This follows a previous increase to the minimum wage last year from $15.50 to $16.55 per hour effective October 1, 2023.
Read moreOntario Passes Fourth Working for Workers Act
On March 21, 2024, the Government of Ontario announced that it had passed the Working for Workers Four Act, 2023 (the “Act”), which implements a number of legislative amendments to several workplace laws creating further protections for workers in Ontario, as well as further obligations for employers. The changes expand on employee protections provided by a number of other Working for Workers Acts which have been passed by the Government of Ontario since 2021
Read moreGovernment of Ontario Repeals Bill 124
On February 23, 2024 the Government of Ontario repealed Bill 124 (the wage restraint legislation introduced in June 2019 limiting annual wage increases in the public and broader public sectors to 1% for a period of three years) in its entirety through an Order in Council.
Read moreEmployers’ Advisor March 2023
In this issue: 1) Workplace Relationships: Lessons from the Mayor’s Office, 2) Healthy Remedy: Former NB Health CEO Awarded Hefty Damages after Public Firing, 3) Employers Beware: Effective June 23, 2023, Wage-Fixing and No-Poaching Agreements are Outlawed
Read moreEmployers’ Advisor September 2022
In this issue: 1) To Track or Not to Track: Your Organization Needs an Electronic Monitoring Policy for That; 2) Kosteckyj v Paramount: Employee had 25 days to Claim Constructive Dismissal; 3) “Quiet Quitting”: Emerging Issues and the Future of Work
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