In A Flash

Recreational Cannabis Legalized as of October 17, 2018

June 22, 2018

Recreational Cannabis Legalized as of October 17, 2018

The Cannabis Act, which will legalize recreational marijuana use, has received approval by the Senate and is slated to come into force on October 17, 2018.
While it would be legal to purchase and use recreational marijuana beginning October 17, 2018, there will continue to be a number of prohibitions pertaining to marijuana that remain to be announced by the government.  The provinces will also be responsible for passing legislation and regulations pertaining to the sale and use of cannabis.
There will undoubtedly be many workplace implications related to the legalization of recreational cannabis, including issues pertaining to impairment in the workplace.  Archived video of our recent webinar on Marijuana & Workplace Safety – What’s an Employer to Do?  Medical and Legal Issues with Marijuana Legalization can be found here.
We will keep you informed of pertinent regulations and adjudicative decisions that will affect your workplace as they relate to the use of recreational marijuana.
If you have any questions about this topic or any other questions relating to workplace law, please do not hesitate to contact a Mathews Dinsdale lawyer directly for more assistance.

Print article

More insights

In A Flash

New Program Updates for the Ontario Immigrant Nominee Program effective June 26, 2026

The Ministry of Labour, Immigration, Training and Skills Development in Ontario recently amended Ontario Regulation 422/17 (the “regulations”) pursuant to the Ontario Immigration Act, 2015 (OIA), which changed the permanent residence streams available under the Ontario Immigrant Nominee Program (“OINP”). These amendments came into force on June 26, 2026. The changes include removing the existing eight (8) streams and … Continued

Read more
In A Flash

Ontario’s Top Court Upholds Termination of Unvaccinated Worker

In a recent case, the Court of Appeal confirmed that an employee’s failure to meet COVID-19 vaccination requirements imposed by a third party amounted to frustration of the employment contract. There was, therefore, no obligation for the employer to provide notice of termination or pay in lieu of notice. The Court confirmed the motion judge’s findings, accepting that in the circumstances, all requirements for frustration had been met.

Read more

Webinars

Our complimentary webinars address the practical and legal issues for Canadian employers.

View our Webinars