Canada: Health & Safety

Ontario employers face a critical December 31, 2026 deadline to file Accessibility Reports under the Accessibility for Ontarians with Disabilities Act (AODA). Organizations must assess their compliance with accessibility standards and understand how reporting requirements vary based on company size and sector, with potential penalties for non-compliance.

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?”

As startups grow, there comes a time when founders are unable to do everything on their own and decide to hire their first employee. Reaching the stage of hiring the first employee can be a significant, and exciting, milestone for a startup.

Ontario employers have long relied on the Workplace Safety and Insurance Board’s Second Injury and Enhancement Fund (SIEF) as an important mechanism for reducing the financial impact of claims involving pre-existing medical conditions.

Le 29 mai 2026, la Cour suprême du Canada a rendu les décisions R. c. Vrbanic (« Vrbanic ») et R. c. Jacques-Taylor (« Jacques-Taylor »), qui clarifient la manière dont le délai sera évalué en vertu de l’alinéa 11b) de la Charte.

Ontario's roads present year-round collision risks that extend far beyond winter driving hazards. Analysis of provincial collision data reveals surprising seasonal patterns in crash frequency and fatality rates...

On May 28, 2026, Gowling WLG hosted its annual Energy Busbar Session, including a discussion on how senior leadership can navigate life-threatening emergency situations in the Canadian power utility sector.

Ontario employers face a complex web of workplace compliance requirements that scale with their workforce size. From mandatory policies and training programs to safety committees and public postings, understanding which obligations apply at each employee threshold is critical for legal compliance and effective risk management.

Les employeurs font régulièrement face à la même question : dans quels cas devons-nous permettre à un employé de travailler à domicile en guise d’accommodement?