Canadian Employment Law & HR Intelligence
Saturday, March 21, 2026
Updated daily
Opinion & Analysis
Practitioner-level commentary on Canadian employment law, HR strategy, and the intersection of people and compliance. Published when something is worth saying.
Ontario's Working for Workers Act now requires employers to disclose AI use in job postings. Most HR teams are non-compliant without knowing it. Here is what the law actually requires, who it applies to, and what to fix before enforcement catches up.
The BC Court of Appeal ruled that remote employees may be entitled to longer severance than equivalent office workers. If your termination clauses have not been reviewed since your workforce went remote, your severance calculations are probably wrong and your exposure is higher than you think.
A recent HRTO decision awarded $45,000 in damages after an employer requested documentation once, got no response, and terminated. One request is not a process. This post explains what the actual process looks like, why most employers fall short of it, and how to build a defensible accommodation practice.
At-will employment does not exist in Canada. Neither does the severance math U.S. finance teams use when they model a Canadian termination. If your organization operates on both sides of the border and you are applying U.S. HR frameworks to Canadian employees, you are accumulating risk you have not accounted for.