Two World Cup-related decisions offer practical reminders for employers: major sporting events may influence disputes, but they do not change the legal tests that apply.
Publication Type: Article
WSIB Announces Closure of Second Injury and Enhancement Fund as of June 16, 2026
WSIB’s closure of the Second Injury and Enhancement Fund (SIEF) means an end to cost relief for Schedule 1 employers.
Canada Tables Bill C-36, the Protecting Privacy and Consumer Data Act
In our latest FTR Now Hicks Morley’s Victoria McCorkindale outlines significant changes for private sector organizations proposed in Bill C-36, the Protecting Privacy and Consumer Data Act.
Ontario’s Municipal Accountability Act, 2025 Receives Royal Assent
Recent legislative developments have introduced key changes to municipal accountability in Ontario. Stephanie Jeronimo outlines what Ontario’s Municipal Accountability Act, 2025 means for municipalities, including new conduct standards, oversight and enforcement measures.
British Columbia Court of Appeal Confirms Remote Work Arrangements May Constitute Binding Contractual Terms
A recent British Columbia Court of Appeal decision confirmed that a longstanding remote work arrangement may become an enforceable term of employment, even if it is unwritten.
Ontario’s Court of Appeal Reaffirms the Limits of Justiciability in Dorceus v. Ontario
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.
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.
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.
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.
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.