Canada: Discrimination, Disability & Sexual Harassment

WorkSafeBC has launched a public consultation on proposed amendments to the Occupational Health and Safety Regulation that would introduce comprehensive new requirements for addressing workplace harassment, violence, and psychosocial hazards. The proposed Part 4.1 would replace current provisions with an expanded framework requiring employers to develop harassment prevention programs, implement control measures for violence incidents, and identify and assess psychosocial hazards that could expose workers to

The B.C. Human Rights Tribunal found that an employer discriminated against a long-term employee with a knee injury by insisting he return to his original role as a Second Cook...

Hear me out for a second. In the 5-movie series of Toy Story, Forky is one of the best characters. If you haven’t met Forky, he is a plastic spork that Bonnie turns into a toy on her first day of kindergarten using a pipe cleaner, a popsicle stick and googly eyes. Forky is simple, but deeply inquisitive. He asks big questions about where and how he fits in, including “Why am I alive?” and “Am I trash?” Pixar even gave him his own short-film series, Forky Asks a Question, where he asks everything from “What is Cheese?” to “What is Money?” and “What is a Leader?”

Registered Disability Savings Plans offer eligible Canadians a powerful tool to build tax-deferred savings for life after 60, complete with government matching grants up to $70,000 and bonds up to $20,000. Despite these significant benefits, only one-third of eligible Canadians have opened an RDSP. Understanding how these plans work, including contribution limits, withdrawal rules, and eligibility requirements, can help individuals with disabilities secure their financial future.

Ontario employers face critical December 31, 2026 deadlines for Accessibility for Ontarians with Disabilities Act (AODA) compliance reporting, with requirements varying based on organization size and sector.

The Ontario Superior Court of Justice upheld a termination for just cause after an employee in a safety-sensitive position failed a second workplace drug test. This case examines how clear workplace policies, consistent enforcement, and documented warnings can support dismissal decisions, while also clarifying when the duty to accommodate applies in substance-related terminations.

The Alberta Human Rights Commission (“AHRC”) has fought an uphill battle to resolve complaints in a timely fashion. There are a lot of complaints and there are finite judicial resources to process them

A recent decision by Québec's Administrative Labour Tribunal clarifies employers' legal obligations when addressing psychological and sexual harassment in the workplace, particularly during business travel.

The Alberta Court of King's Bench recently quashed a human rights tribunal decision that found the Edmonton Police Service liable for discrimination despite dismissing allegations against individual officers.