Canada: Employment Litigation/ Tribunals

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Employment law and labour law articles and thought leadership, podcasts, videos and webinars from expert sources across the legal world. Explore articles covering topics such as Discrimination, Employee Benefits and Compensation, Health and Safety, Unfair/Wrongful Dismissal, Whistleblowing, Employment Rights, Outsourcing and Redundancy.
Article
From Case To Practice: Applying Factual Findings To The Statutory Threshold For Workplace Harassment
Arbitrator Hart's recent decision examines when workplace behaviour crosses the threshold into statutory harassment under Ontario's Occupational Health and Safety Act. This analysis explores the objective legal test for workplace harassment, the higher threshold applied to managers and supervisors, and demonstrates how investigation findings can streamline subsequent arbitration proceedings.
Canada Employment
RT
RT Workplace Training & Consulting Inc.
Article
Pas Facile D’y Échapper : Peut-on Être Dispensé De La Médiation Obligatoire Devant Le TDPO?
La médiation obligatoire est entrée en vigueur au Tribunal des droits de la personne de l’Ontario (« TDPO ») le 1er juin 2025 et la médiation n’est désormais plus facultative pour la plupart des nouvelles requêtes. Dans le cas des requêtes déposées après cette date, les parties doivent s’attendre à devoir participer à une médiation avant que l’affaire puisse progresser vers une audience ou faire l’objet de tout autre examen par le TDPO.
Canada Employment
MT
Miller Thomson LLP
Article
Termination For Cause In Ontario: Lessons From Wilsher v Olympic Wholesale On Misconduct And Unwritten Workplace Practices
When an Ontario employer terminates an employee for cause based on alleged misconduct, courts will scrutinize whether the conduct was truly dishonest or whether it reflected longstanding, accepted workplace practices. The Wilsher v Olympic Wholesale decision demonstrates how informal, undocumented policies and inconsistent enforcement can expose employers to significant liability, including extended notice periods and reputational harm.
Canada Employment
PV
Pallett Valo LLP
Article
Régimes d’intéressement et de rémunération en actions : la Cour d’appel de l’Ontario précise les obligations de l’employeur pendant le délai de préavis prévu par la loi
La Cour d'appel de l'Ontario a récemment statué qu'un employeur ne peut exiger qu'un employé renonce à sa rémunération en actions non acquise lors de la cessation d'emploi, augmentant les dommages-intérêts de 4,7 millions $ US. Cette décision dans l'arrêt Wigdor c. Facebook Canada Ltd.
Canada Employment
MT
Miller Thomson LLP
Article
Ontario Court Of Appeal Upholds Termination Clauses
The Ontario Court of Appeal has delivered a significant ruling on employment contract termination clauses, addressing whether language permitting termination "at any time" or "for any reason" violates employment standards legislation. This decision resolves years of conflicting interpretations and provides crucial guidance on how courts should interpret termination provisions in employment agreements.
Canada Employment
RG
Roper Greyell LLP – Employment and Labour Lawyers
Article
When “at Any Time” Doesn’t Mean “any Time”: A Welcome Dose Of Common Sense
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?
Canada Employment
SL
Siskinds LLP
Article
Ontario Court Of Appeal Brings Clarity To Enforceable Termination Clauses
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.
Canada Employment
C
Cassels
Article
From Case To Practice: Do Respondents Have A Right To Know The Identity Of A Whistleblower/Witness?
An Alberta court case examines whether whistleblower investigations can maintain witness anonymity while still providing respondents a fair opportunity to defend themselves. The decision establishes a framework for balancing confidentiality protections with procedural fairness requirements, analyzing five key factors that determine when identifying information must be disclosed to those facing allegations.
Canada Employment
RT
RT Workplace Training & Consulting Inc.
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