Worldwide: Employee Rights/ Labour Relations

Le Tribunal administratif du travail examine une situation où une salariée démissionne durant un préavis de neuf mois donné par son employeur, alléguant un congédiement déguisé.

The Ontario Court of Appeal has ruled that a company founder who signed an independent contractor agreement was actually an employee under provincial law, invalidating an English forum selection clause.

À compter du 20 octobre 2026, les employeurs de compétence fédérale devront respecter de nouvelles exigences en matière d'égalité de traitement et de recours aux agences de placement temporaire. Ces dispositions introduites au Code canadien du travail précisent les critères permettant de comparer les employés, les écarts salariaux permis et les nouvelles obligations en matière de tenue de registres.

An arbitration decision provides critical guidance on how workplace investigators should approach policy breach determinations. The case examines the proper methodology for matching factual findings to policy definitions, considering whether specific behaviors must be explicitly listed in policies, and determining when multiple findings should be analyzed collectively versus individually.

The Ontario Court of Appeal has delivered a landmark decision clarifying how termination provisions in employment contracts should be interpreted, particularly addressing whether phrases...

The Ontario Court of Appeal's decision in Wigdor v. Facebook Canada Ltd. examines whether forfeiture provisions in restricted stock unit agreements can prevent equity compensation from vesting during an employee's notice period. This ruling addresses the intersection of contractual terms limiting equity-based damages and protections under the Employment Standards Act, 2000, particularly when RSUs constitute a term or condition of employment.

The Ontario Court of Appeal has issued a landmark decision that may finally bring predictability to termination clause litigation. For years, employment agreements have been struck down over seemingly harmless phrases, leaving employers and employees uncertain about enforceability. Will this new ruling restore common sense to contractual interpretation, or will technical challenges continue to dominate employment law disputes?

The Ontario Court of Appeal has issued a landmark decision reshaping how termination clauses in employment contracts should be interpreted, moving away from hyper-technical scrutiny toward a practical, contextual approach. Through two consolidated cases, the court addressed whether common contractual phrases like "at any time" violate employment standards legislation and provided crucial guidance on drafting enforceable for-cause provisions.

The Ontario Court of Appeal has issued a landmark ruling clarifying how commonly used termination clause language should be interpreted under employment law. The decision addresses whether phrases like...