Canadian coverage, focused on employment agreements, 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.
10 verified publications. Showing the 10 most recent.
New Brunswick introduced legislation on October 27 to restrict misuse of confidentiality agreements, particularly where secrecy can conceal harassment, abuse or discrimination. Employers and settlement counsel would need to account for the proposed safeguards if the bill passes, while voluntary informed agreements would remain possible.
Uber couldn't force a Toronto delivery driver to pursue alleged employment rights through a Netherlands arbitration costing US$14,500 to start. The Supreme Court held the clause unconscionable because the bargaining imbalance produced a dispute process the driver couldn't realistically use.
Probation, fixed terms, restrictive covenants and new agreements after hiring can fail in ways that a signed document doesn't fix. HR should review what each clause actually does.
Pay cuts, changes in duties and return to office mandates can create constructive dismissal risk even when the employer never issues a termination letter. HR needs consent, context and a record of the response.
Potter shows why an indefinite paid suspension without communicated reasons can fundamentally alter the employment bargain.
Current federal source for immigration-related hiring, worker classification, recruitment and payroll obligations.
Relevant to cross-border employment, immigration, compensation and employment agreements.
Bill C-31 could restrict federal non-competes. Review the purpose and practical effect of standard contract terms while the bill advances.
Ontario’s first-day written job information rule makes onboarding a documented handoff. Check the threshold and delivery record.
Uber’s costly arbitration clause failed. Test whether a standard dispute term can realistically be used by the worker.
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