3 Employer Wins in July 2025: Key Lessons from Recent Canadian Employment Law Cases
In the ever-changing landscape of Employment Law, three new positive decisions for employers came out in the same month. Li v. Wayfair Canada ULC., 2025 ONSC 2959 (CanLII) and Jones v. Strides sparked particular interest given that the decisions seemed to be inconsistent with the Court’s previous decision in Dufault v. The Corporation of the […]
A Harsh Welcome Back: Demotion After Maternity Leave Leads to $300+K in Damages
A Harsh Welcome Back: McFarlane v. King Inc., is a perfect example of what employers should not do upon an employee’s return to work from a leave The recent decision, McFarlane v King Ursa Inc., is a powerful reminder of the importance of understanding employees’ rights when on protected leaves such as maternity or parental […]
Why Updating Employment Agreements Is Critical in Today’s Business Landscape
In the face of ongoing uncertain business landscape, driven in part by trade tensions between the U.S. and Canada, businesses are being forced to make difficult decisions regarding workforce management. Whether it’s temporary layoffs, reductions in hours, or terminations, employers must ensure their employment agreements are up to date and legally sound. With evolving case […]
A Borderline Toxic Relationship: The U.S. & Canada Trade Standoff And What It Means For Your Business!
The ongoing trade tensions between the U.S. and Canada have created uncertainty for many businesses. With the introduction of tariffs and shifting economic policies, business leaders must proactively address potential disruptions to their operations. In this article, we explore five critical employment considerations that can help Canadian business leaders navigate the complexities of the trade […]
2024 Year In Review: Top 10 Employment Law Updates You Need to Know
2024 had significant legislative and case law developments in Employment Law. We narrowed down the top 10 updates you need to know to stay ahead in 2025! If you have any questions regarding employment law or termination, please do not hesitate to reach out to Rodney Employment Law at [email protected] or complete our contact form […]
Employee Health and Duty to Mitigate: What Employers Need to Know
Employees who bring forward wrongful dismissal claims have a duty to mitigate the damages claimed by making reasonable efforts to find alternative employment. At times, an employee’s health can impact their ability to search for new work. Background In the recent decision of Marshall v. Mercantile Exchange Corporation 2024 CanLII 71128 (ONSC), the Superior Court […]
Duty of Good Faith Applies to Employees: Court Upholds Termination for Cause
A recent Ontario Superior Court of Justice decision highlights the importance of the duty of good faith owed by employees and the need for employers to conduct investigations in cases relating to employee misconduct. Background In the case of Arora v. ICICI Bank of Canada, Amit Arora, a long-standing employee with 15 years of service, […]
Simplifying Terminations: Best Practices and Key Takeaways
Making the decision to terminate an employee is difficult in itself. This is often further complicated for small businesses and entrepreneurs who may not have dedicated and experienced HR personnel. However, it is essential for employers to understand the key steps (and key pitfalls) when terminating an employee. Poorly done terminations can drive wrongful dismissal […]
How Not to Terminate an Employee
As illustrated in the recent British Columbia Supreme Court decision Chu v China Southern Airlines Company Limited, 2023 BCSC 21, efforts to unfairly deprive employees of their severance can be more expensive than the severance itself. In this case, the employer’s conduct both before and after termination resulted in an award of aggravated and punitive […]
Addressing ‘Quiet Firing’ in The Workplace
The newly emerged concept of quiet quitting has gone viral on social media. For the purpose of this blog, ‘quiet quitting’ occurs when an employee stops being engaged in the workplace and taking initiative in their work, fulfilling only the bare minimum requirements of their assigned tasks. Essentially, the employee disconnects emotionally from their job. […]