What happens when an employer discovers serious misconduct only after terminating an employee without cause? In Birnbaum v. Dr. Chan, the Ontario Superior Court confirmed that employees are not insulated from the consequences of serious misconduct committed before termination simply because it was discovered afterwards.
Business Operation: Ontario
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.
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.
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…
Ontario Government Proposes to Shorten Construction Industry Open Periods
On April 20, 2026, the Ontario government announced the introduction of the Protecting Ontario’s Workers and Economic Resilience Act, 2026, which would, if passed, contain important potential changes to the construction industry’s “open period” which all construction employers should be aware of. Later that same day, Bill 105, Protecting Ontario’s Workers and Economic Resilience Act,…
OHSA Changes to Head Protection, Elevated Work Platform, and Respirator Requirements Coming
On April 20, 2026, Ontario made a series of changes which will impact construction projects and workplaces handling Designated Substances. These changes introduce Type 2 headwear requirements on construction projects, impose new, detailed training requirements for workers operating mobile elevating work platforms, and integrate certain CSA/ANSI standards into Regulations made under the Occupational Health and…
Ontario Moves to Ban Mandatory Uniform Fees and Protect Entertainment Workers
Ontario has announced proposed amendments that would restrict mandatory, employer specific uniform fees and introduce new rules affecting talent agencies. Rhonda J. Levy summarizes what this means in our latest human resources legislative update.
Lessons In Employer Copyright Ownership From Nexus Solutions Inc. v. Krougly
Nassima Kaddoura outlines a recent Ontario Court of Appeal decision is a reminder that employers can’t assume they own employee created work — even if it competes with their business. Read the case in point and learn the key takeaways for employers.
Bill 101 Tabled: Would Change Governance and Operations of School Boards
On April 13, 2026, the Ontario government tabled Bill 101 (Putting Student Achievement First Act, 2026), aimed at strengthening school board oversight and accountability. We’re monitoring the bill’s progress and will continue to share updates as it moves through the legislative process.
Ontario Proposes Higher WSIB Wage Replacement & Extended LOE Eligibility for Older Workers
Ontario has proposed changes that would increase WSIB wage-replacement (LOE) benefits from 85% to 90% and extend LOE eligibility for workers who intend to work past age 65. If passed, these amendments may increase claim costs and premium pressure—making strong return-to-work programs even more important. Hicks Morley’s Stephanie Savoni outlines the amendments.