Powerful social movements and prominent changes in provincial and federal legislation transcend the boundaries of specific sectors and involve numerous aspects of Human Resources law.

Our knowledge and expertise on these consequential themes enables us to provide a 360-degree perspective for our clients, identifying challenges and delivering strategic solutions which reflect our broad appreciation of the issues.

  • Canada Labour Code Changes

    With a number of changes to the Canada Labour Code having come into force on September 1, 2019, employers in the federal jurisdiction should take note of new and changing labour standards. These include new scheduling and break provisions, the right to flexible work arrangements, changes to holiday and vacation entitlements, a statutory right to refuse overtime, as well as new and amended leaves of absence.

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  • Cannabis

    Whether you are an employer dealing with cannabis in the workplace, a service provider encountering impaired customers, or a grower or producer expanding your workforce, Hicks Morley can assist your organization navigate this evolving area.

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  • Bill 47 and Bill 148

    On November 21, 2018, Bill 47, the Making Ontario Open for Business Act, 2018 (Bill 47) came into force. This new legislation effectively “undoes” many of the key changes to workplace laws implemented by Bill 148, the Fair Workplaces, Betters Jobs Act, 2017 (Bill 148). Changes to the Employment Standards Act, 2000 (ESA) are effective…

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  • Sexual Harassment

    A sexual harassment incident can occur anywhere, anytime. In the social media era, reputational harm may arise the moment an allegation surfaces – and escalate quickly. Ensuring your organization is poised to respond in a timely, appropriate way can significantly impact outcomes, but getting one step ahead may help avoid incidents altogether. Hicks Morley has…

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