Even if your company hasn’t formally adopted AI yet, you still need an AI policy. This is true even if your company doesn’t allow employees to use AI or if it isn’t planning on purchasing any AI tools.
The reality
Psychological safety has evolved from an HR buzzword into a recognized area of legal risk. In Ontario, employers are increasingly expected not only to prevent physical injuries but also to take reasonable steps to protect workers from psychological harm. Mental
Constructive dismissal arises when an employer makes a significant change to an employee’s terms of employment without their consent. Even where the employee hasn’t been expressly terminated, the law may treat the change as a termination if it fundamentally alters
You are an employer in Ontario. An employee has raised concerns about a colleague’s behaviour. Whether the allegations could amount to workplace harassment, workplace violence, discrimination, or other inappropriate conduct, your response matters.
It’s natural to have an immediate reaction.
Technology has made it easier than ever to monitor how work gets done. With the rise of hybrid and remote work, digital productivity tools, and AI‑enabled systems, workplace monitoring has become a key compliance issue for Ontario employers.
Ontario does not have a single, comprehensive statute governing
DECISION: Cillis v. Hamilton-Wentworth District School Board, 2025 HRTO 1717
A decision of the Human Rights Tribunal of Ontario (“Tribunal”) explores the boundaries of the duty to accommodate in the workplace, raising important questions about how far employers must go
Most conversations about AI at work focus on which tools to adopt and what policies to put in place. Those things matter, but they are not actually where the hard work happens. The harder work is getting your team into the right
AI is a useful tool for managing people in the workplace. It can track performance trends, flag patterns in attendance or productivity, and surface data that would have taken a manager hours to pull together. Used well, it makes day-to-day management faster and more
When an employee asks for time off for medical reasons, employers often aren’t sure how much medical detail they’re allowed to ask for, or what their obligations are to accommodate the employee.
A recent decision from the Human Rights Tribunal of Ontario (HRTO) helps
More Canadians over the age of 65 are continuing to work, whether full time, part time, or through multiple jobs. For employers, this is no longer a temporary trend. It is a workforce shift that is reshaping hiring, workplace policies,
