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A decision from the Ontario Court of Appeal is a reminder that when employees create intellectual property, ownership is not automatic.
Ontario Courts have repeatedly emphasized that compensation provisions are subject to good‑faith obligations.
Employment disputes over contract changes can quickly escalate into costly litigation, reputational risk, and operational disruption.
Employers who substitute legal counsel with AI-generated content are effectively outsourcing legal risk to a tool that has no duty of care to them.
For federal employers, the financial exposure of an invalid termination clause is significant and directly affects termination planning.
Delaying statutory termination payments can expose employers to significant liability, including punitive damages.
Ontario courts may be increasingly willing to scrutinize equity compensation clauses using the same ESA-based analysis applied to termination clauses.
Starting a lawsuit too early can significantly reduce your recovery, even when your underlying claim is strong.