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Ontario courts may be increasingly willing to scrutinize equity compensation clauses using the same strict ESA-based analysis applied to termination clauses.
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As of October 1, 2025, several Canadian provinces have officially increased their minimum wage rates. Employers must comply with the updates.
Bill 30 will bring sweeping changes to Ontario’s workplace laws: increased enforcement, clearer employee rights, and accountability mechanisms.
Helpful guidance for employers: when properly drafted, unambiguous termination clauses prevent costly common law notice claims.
The Dufault v. Ignace (Township) case is yet another warning to employers that ESA compliance is not optional.
The law will continue to favour employee protection when termination clauses are in question and not in compliance with the ESA.
Employers can protect themselves from significant liability by limiting termination entitlements to ESA minimums.
Ontario's employment laws have seen a major update with the introduction of a licensing regime for temporary help agencies and recruiters.