Canada: Contract of Employment

In Ontario, employees with less than three (3) months of service typically do not qualify for statutory notice of termination under the Employment Standards Act, 2000.

Proposed amendments to Canada's Labour Code could fundamentally reshape how federally regulated employers structure employment agreements by prohibiting non-compete clauses for most employees.

Explore comprehensive insights on Canadian employment and labour law, covering workplace regulations, employee rights, termination provisions, and emerging legislative changes across federal and provincial jurisdictions. Stay informed on critical developments affecting employers and employees in today's evolving workplace landscape.

De nos jours, les entreprises évoluent sous une pression constante qui les oblige à s’adapter en permanence. Les contraintes budgétaires, la restructuration des opérations, la modernisation des services, sans oublier le rôle croissant de l’IA, et l’évolution des réalités commerciales forcent les entreprises à revoir la manière dont le travail est exécuté, souvent en temps réel.

The federal government has introduced Bill C-31, which proposes sweeping changes to non-compete agreements in federally regulated workplaces across Canada. These amendments to the Canada Labour Code would largely prohibit employers in industries like banking, telecommunications, and transportation from enforcing non-compete clauses, with limited exemptions for business sales and senior executives. Employers in federally regulated sectors should begin reviewing their employment agreements now to understand h

Today’s workplaces are under continuous pressure to evolve. Budget constraints, operational restructuring, service modernization (including the growing role of AI)...

For Ontario employers, a well-drafted termination clause is one of the most valuable tools in an employment contract. Without one, a terminated employee is entitled to “reasonable notice” pay at common law—potentially up to 24 months of their regular pay...lern

In Tudor v Accurate Screen Ltd., 2026 ABKB 237 (Yamauchi, J), the Court found an employer had just cause to dismiss an employee who made misrepresentations on his resume.

The Ontario Court of Appeal's decision in Nexus Solutions Inc. v Krougly, 2026 ONCA 199, provides helpful insights into the application of section 13(3) of the Copyright Act (the Act).