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“At Any Time” Gets Its Time: Is There Any Certainty for Ontario Employers After Baker?
Ontario employers finally have more guidance on employment termination clauses. In Baker v Van Dolder’s Home Team Inc.; Li v Wayfair Canada ULC, the Ontario Court of Appeal upheld clauses using “at any time” and “for any reason.”
But Baker doesn’t give every employment contract a free pass. We unpack what the decision means for employers reviewing termination language today.
Virtual Harassment: When Workplace Misconduct Happens Online
Virtual harassment is becoming a growing workplace issue as employee interactions increasingly happen through digital platforms. From group chats and messaging apps to social media activity, online conduct can create real workplace consequences. Learn why employers should update workplace policies, extend conduct expectations beyond the office, and take a proactive approach to investigating and addressing virtual misconduct.
The Accessibility Deadline Many Ontario Businesses Don’t Know About: December 31, 2026
Ontario businesses and non-profits with 20 or more employees must file an AODA accessibility compliance report by December 31, 2026. Before certifying compliance, employers should confirm their headcount, complete required training, review accessibility policies and plans, address gaps, and file early. SpringLaw explains the deadline, key requirements, and practical steps Ontario employers should take now, before they file.
Federal Bill C-39: Major Changes Proposed for Federal Labour Relations
Federal Bill C-39 proposes major changes to the Canada Labour Code that could reshape labour relations for federally regulated employers and unions. From expanded government intervention during strikes and lockouts to new collective bargaining rules and mediation processes, these reforms may significantly impact workplace disputes, collective agreements, and the balance between protecting workers’ rights and the national economy.
Remote Worker Management: Accountability without Constant Check-Ins
Managing a remote team doesn’t require constant check-ins. Effective remote worker management comes from clear expectations, transparent systems, and trust. Learn how to create accountability, improve collaboration, and measure results without micromanaging employees. Discover practical strategies to build a productive remote workforce that stays aligned, engaged, and focused on outcomes rather than online presence.
Can An Employer Change An Accommodation?
Can an employer change a workplace accommodation once it has been in place for years? A recent Ontario court decision confirms that accommodations are not necessarily permanent. Employers have flexibility to modify accommodations when employees remain reasonably accommodated and free from discrimination. Learn what this ruling means for disability accommodation, workplace management, employee benefits, and legal compliance.
Your AI Isn’t the Expert. You Are.
AI can generate answers in seconds, but speed doesn’t guarantee accuracy. Employers who rely on AI without proper oversight may expose their businesses to legal, privacy, and reputational risks. Discover why expert review matters, what AI gets wrong, and how a responsible AI strategy can help your organization benefit from innovation while minimizing risk.
Why Every Employer Now Needs an AI Policy (Even If You Think You Don’t Use AI)
Think your company doesn’t use AI? Think again. Employees are already using AI tools to draft emails, review resumes, and create content, often without formal approval. An AI policy helps employers manage privacy, confidentiality, intellectual property, and compliance risks while encouraging responsible innovation. Learn why every employer needs clear AI guidelines before a problem arises.
Psychological Safety and Employer Liability in Ontario: What You Need to Know
Psychological safety is no longer just an HR concern. Ontario employers are increasingly expected to identify and address workplace factors that can contribute to psychological harm. From harassment and bullying to WSIB mental stress claims, failing to manage these risks can have legal consequences. Learn what psychological safety means in practice and why employers should take proactive steps now.