In Dorceus v. Ontario, the Ontario Court of Appeal confirmed that courts are not the place for sweeping political or scientific debates disconnected from viable legal claims. The decision is a useful reminder that civil claims must be grounded in material facts, that unmeritorious claims can be struck early, and that certain workplace-related disputes must proceed through the specialized forums with exclusive jurisdiction. Hicks Morley’s Shauna Bartlett reviews the decision and what it means for future claims.
Insights
Hicks Morley publishes a number of materials, both electronic and print, on issue-specific and sector-specific topics of interest to our clients. Our insights section has links to all of our various publications, updates and blogs, both current and historical, to keep you informed of developments in the law that impact human resources.
Federal Post
Federal Equal Treatment and Temporary Help Agencies Regulations Published
New federal regulations will introduce equal treatment and temporary help agency obligations under the Canada Labour Code, with an in-force date of October 20, 2026. Hicks Morley’s George Vuicic outlines the key requirements and practical steps federally regulated employers should consider now.
Federal Post
Bill C-31 Introduces Federal Ban on Non-Compete Clauses and Other Employment-Related Restrictions
Bill C-31 would introduce a significant shift for federally regulated employers by proposing a broad prohibition on non-compete clauses and other employment-related restrictions, subject to narrow exemptions.
In this article, we review the proposed framework, key exemptions, transitional timing, and practical steps employers should consider now.
Case In Point
Alberta Court Finds Executive’s Misrepresentation of Academic Qualifications Justifies Dismissal With Cause
In Tudor v Accurate Screen Ltd., 2026 ABKB 237, the Alberta Court of King’s Bench upheld a just cause dismissal where a VP falsified his academic credentials on his résumé.
FTR Now
Ontario Modernizes Its Freedom of Information and Privacy Regime
Ontario has passed significant amendments to its freedom of information and privacy legislation, with important implications for public-sector institutions. This article outlines the key changes under Bill 97, what they may mean for public-sector employers and how organizations can begin preparing now.
Federal Post
Consultations on Potential Amendments to Canada Labour Code Launched
The federal government has launched consultations on potential amendments to the Canada Labour Code, with possible implications for collective bargaining, worker protections and other employer obligations in federally regulated workplaces. Our latest federal post highlights the key measures under consideration and the timeline for stakeholder input.
FTR Now
Highlights from the Federal Government’s 2026 Spring Economic Update
The federal government’s 2026 Spring Economic Update includes several proposals that may affect employers, HR professionals and pension plan administrators.
Federal Post
Use of French in Federally Regulated Private Businesses
On April 15, 2026, the Government of Canada announced that it had tabled draft regulations under the Use of French in Federally Regulated Private Businesses Act (Act). Although the draft regulations have not yet been publicly released, the Government published a Description of the Proposed Regulations, which forms the basis of this summary.
School Board Update
Ontario Is Proposing Changes to Governance and Collective Bargaining in School Boards
Ontario’s proposed Bill 101 would introduce changes affecting English-language school boards. Dolores Barbini and Grant Nuttall review what the Bill says, what it does not say (but has been signalled), and the practical implications for school board employers.
Case In Point
A Deal Is a Deal: Lessons From Stribling v Starbucks Coffee Canada Inc.
In Stribling v Starbucks Coffee Canada Inc., the Ontario Superior Court addressed a scenario in which an employer made a separation offer that was accepted in writing by the employee. However, the employee did not sign the release that was delivered to him by the employer and then sued for wrongful dismissal. The court treated…