Employment Law and Labour Law

Integrated mobility is emerging as a strategic tool for organizations seeking to enhance operational performance and build resilience in an increasingly complex business environment. This article examines how companies can leverage mobility strategies to drive efficiency and adaptability. Discover the key principles and practical approaches that enable organizations to transform mobility into a competitive advantage.

DRG Outsourcing (Pty) Ltd retrenched three employees in January 2023. The employees referred an unfair dismissal dispute, which found its way to the Labour Court.

Family offices today face growing complexity driven by generational transitions, a growing number of family stakeholders...

Le 25 août 2026, le gouvernement fédéral a annoncé un important panier de mesures visant à soutenir les entreprises et les travailleurs canadiens affectés par la plus récente vague de droits de douane imposés par les États-Unis, dans la foulée de l'échec des récentes négociations commerciales entre les deux pays.

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.

Canada's federal government has announced significant temporary changes to Employment Insurance in response to escalating U.S. tariffs, including extended benefit periods and new flexibility for workers who voluntarily left previous jobs. These measures, part of a $7.5-billion support package, will directly impact how Canadian employers navigate workforce decisions during the trade dispute.

The Ontario Court of Appeal has ruled that contractual labels cannot override the true nature of working relationships, even when workers choose independent contractor status for tax benefits. This decision examines how shareholding in a company intersects with employment status and whether foreign forum selection clauses can prevent Ontario workers from accessing provincial employment protections.

When an Ontario employer terminates an employee holding unvested Restricted Stock Units, can forfeiture clauses in equity agreements lawfully eliminate the employee's right to continued vesting during the statutory notice period? The Ontario Court of Appeal's decision in Wigdor v. Facebook Canada Ltd. addresses this critical question, examining whether such provisions impermissibly contract out of Employment Standards Act protections and what financial consequences employers face when equity forfeiture term

Canadian employment law faces evolving challenges as courts navigate cross-border contractor disputes, bad faith termination damages, and the potential prohibition of non-compete clauses under proposed federal legislation. Recent judicial decisions highlight critical distinctions between employee rights and contractual obligations, while examining the interplay between asset purchase agreements and employment contracts in business transactions.

Starting November 1, 2026, BC's pay transparency reporting obligation expands to cover employers with 50 or more employees, significantly broadening the scope of the Pay Transparency Act and Pay Transparency Regulation (the "Act").

When an Ontario employer terminates an employee holding unvested Restricted Stock Units, can forfeiture clauses in equity agreements lawfully eliminate the employee's right to continued vesting during the statutory notice period? The Ontario Court of Appeal's decision in Wigdor v. Facebook Canada Ltd. addresses this critical question, examining whether such provisions impermissibly contract out of Employment Standards Act protections and what financial consequences employers face when equity forfeiture term

Saskatchewan employers must prepare for a minimum wage increase to $15.70 per hour, effective October 1, 2026. The provincial government's formulaic approach, which considers consumer price index changes and average hourly wages, continues to drive annual adjustments. Employers need to update their payroll systems before the deadline to ensure compliance with the new wage requirements.