Bill 30 will bring sweeping changes to Ontario’s workplace laws: increased enforcement, clearer employee rights, and stronger accountability mechanisms.
Read More...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.
Ontario's employment landscape witnessed significant changes with the enactment of Bill 149, the Working for Workers Four Act, 2024.
Canadian HR Reporter published an article by Ronald Minken, March 2024: “Ensuring ESA compliance: lessons on drafting employment contracts”.