Canadian coverage, focused on disability, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
19 verified publications. Showing the 19 most recent.
The BC Human Rights Tribunal dismissed a probationary employee's race and disability discrimination complaint against Whole Foods. Allegations of unfair treatment and poor performance reviews lacked evidence reasonably connecting those events or the termination to a protected ground.
The BC Human Rights Tribunal dismissed a mine worker's disability accommodation complaint. After almost two years of modified duties, his restrictions became permanent, and the employer was reasonably certain to prove that indefinite continuation would require creating work without a real operational need.
A B.C. tribunal dismissed a mine worker's disability complaint at the preliminary stage. The decision explains why extended temporary accommodation doesn't necessarily require a newly created permanent position.
In Moradi v. Whole Foods Market, the B.C. Human Rights Tribunal found that a complaint about race, disability and dismissal lacked the evidentiary connection needed to advance to a hearing. It wasn't a ruling that discrimination connected with language is impossible.
Canadian HR teams need to distinguish leave eligibility, disability accommodation, medical privacy and a safe return to work. Undue hardship and modified duties require evidence, not assumptions.
Sick leave evidence rules now differ sharply between Ontario, BC, Alberta and federally regulated workplaces. Employers also need a separate test for medical information requested for accommodation.
Ontario's rule against medical notes for ESA sick leave doesn't end every legitimate question about an absence. HR must distinguish short sick leave from longer illness, accommodation and return to work.
A 55 year old worker couldn't complete a rehabilitation program. The Tribunal said suitability required more than a review of her compensable injuries.
Rogers v Canada Life and AA v Inuvik Regional Hospital reached opposite results on medical information requests. The gap comes down to who was asking, why, and when.
Saskatchewan says it has invested more than $10 million in 2026 and 2027 workforce development programming for people with disabilities, putting inclusive employment into a broader labour force strategy.
Honda v. Keays confirms that compensatory damages for the manner of dismissal depend on proven loss caused by employer bad faith.
Starting October 1, 2026, employers covered by Manitoba's Employment Standards Code can require a sick note if an absence exceeds one week or illness and injury absences exceed 10 scheduled workdays in the calendar year. Either threshold is sufficient.
Adds a substantial job-protected leave entitlement relevant to disability and leave administration.
Current Canadian operational source for drug and alcohol, impairment, safety and accommodation topics.
Leading Supreme Court authority at the intersection of addiction, workplace drug policies, safety and disability discrimination.
Authoritative source for DEI and employment-equity topics.
Alberta’s 27-week illness leave changes staffing plans. Separate leave administration from the accommodation questions that may follow.
The Supreme Court's *Caron* decision connects Quebec workers' compensation processes with human rights accommodation duties. A return to work plan should consider both rather than treating the claim form as the entire answer.
A Manitoba worker alleged disability discrimination following her dismissal. The Supreme Court ruled that the dispute belonged with a labour arbitrator, not the human rights adjudicator.
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