Workplace Investigations in Ontario: How Thorough is Thorough Enough?

In Ontario, employers have a legal duty to investigate complaints of harassment, discrimination, and workplace misconduct under both the Occupational Health and Safety Act (OHSA) and the Ontario Human Rights Code. But how deep must an employer go to meet their legal obligation? A recent case before the Human Rights Tribunal of Ontario provides a clear reminder: an incomplete investigation can result in serious consequences for employers.…

The Importance of Addressing Workplace Bullying Complaints

No employer wants to receive a complaint of workplace bullying—but ignoring or mishandling it can be legally and financially devastating. In Ontario, employers have clear obligations under the Occupational Health and Safety Act (OHSA) to address allegations of harassment and to provide a safe working environment. An Ontario Court of Appeal case involving Wal-Mart Canada serves as a stark reminder…

Promotion = Constructive Dismissal? It’s Possible.

Most people assume that promotions are good news. After all, what employee wouldn’t want more responsibility, a better title, or a chance to move up? But under Canadian employment law, even a promotion can amount to constructive dismissal if it fundamentally alters the terms of an employee’s role without their consent. What Is Constructive Dismissal? Constructive dismissal occurs when an…

The Common Law Duty of Honest Performance: What Employers Must Know

In a landmark decision, the Supreme Court of Canada recognized a new general principle of contract law: the common law duty of honest performance. This duty was established in the case of Bhasin v. Hrynew, and it now applies to all contractual relationships in Canada, including employment contracts. The ruling has significant implications for how employers manage contractual obligations and…

Work Parties Are Legally Considered the Workplace – And Employers Should Take Note

Did you know that employers in Ontario can be held legally responsible for incidents that occur at an office party—even when it’s hosted off-site and after hours? That’s because parties, regardless of their location or timing, are considered work-related events under Ontario law. As such, an employer’s legal duties to ensure a safe and respectful work environment extend to…

No Just Cause for Workplace Assault: What Employees Need to Know

When an employer claims to have just cause to terminate your employment, the picture they paint at the dismissal meeting can seem compelling—and final. Many of our clients leave those meetings feeling pressured into believing they’ve done something so serious that they have no rights or recourse. But what many Canadians don’t realize is this: courts rarely agree…

Employment Contracts in Ontario: Key Provisions Employees Should Know About

In Ontario, an employment contract does not need to be in writing to be legally binding. A verbal or implied agreement can still create enforceable rights and obligations between an employee and an employer. However, written contracts provide clarity and certainty—and can significantly impact an employee’s rights, especially at the time of termination. Whether a…