RLB Blog

A recent Harvard Business Review article highlighted the Oklahoma City Thunder's turnaround as one of the most talked-about stories in recent NBA history. After bottoming out with 58 losses in the 2021-2022 season, the franchise engineered a rapid and deliberate climb back to relevance. While your business may not be competing for championships, the parallel is striking. Many small to medium-sized businesses face similar challenges: high turnover, stagnant growth, and teams that seem stuck in neutral. The difference between organizations that break through and those that remain stagnant often comes down to one thing: a strategic, data-driven approach to people management.

As businesses gear up for the summer rush, seasonal hiring is once again in full swing. In the urgency to build teams for peak season, one critical element that too often gets deprioritized is comprehensive health and safety training.

Each new year begins with a surge of enthusiasm. Teams feel energized, leaders set ambitious goals, and optimism runs high. But as routines settle in and operational pressures return, that early excitement often fades. This shift is not just seasonal; it can quietly impact productivity, morale, and overall performance at a time when steady focus and consistency matter most.

As many organizations continue to navigate economic uncertainty, rapid technological change, and evolving employee expectations, one thing remains clear; Workforce skills must evolve alongside the changing nature of work. Prioritizing upskilling that focuses on continuous learning, adaptability, and long-term development is no longer a “nice to have”. It has become essential.

The holiday season is a time of celebration but for employers, it can also be a minefield of compliance obligations, employee expectations, tax rules, and human emotions. Think of it like National Lampoon’s Christmas Vacation: everything looks magical in theory… until someone plugs in the lights and the entire neighbourhood goes dark.

When the clocks turned back and daylight hours shortened, many employees started to feel the effects of less sunlight and colder days, both physically and mentally. While Daylight Saving Time gives us that “extra hour” in early November, the darker afternoons that follow can significantly affect energy levels, mood, and productivity in the workplace. While the annual time change may seem minor, research consistently shows that the seasonal shift, combined with reduced daylight exposure, can influence employee alertness, concentration, engagement, and overall mental health.

As part of the province’s legislative requirements coming into effect January 1, 2026, employers need to prepare for a wave of recruitment and hiring transformations. With a focus on increasing fairness, transparency, and equity, these updates, introduced under the Working for Workers Four Act reforms and the Employment Standards Act (ESA) will reshape how employers advertise job postings and manage their recruitment process. Employers in Ontario with 25 or more employees must follow the new requirements for publicly advertised job postings:

Are you thinking about expanding your workforce by recruiting employees outside the province of Ontario?  It cannot be denied that there are many benefits of remote work, for example: no commute, fewer distractions, and individualized workspaces can result in remote workers being more productive than their office counterparts.  In addition, with the improved work-life balance that comes with remote work, retention increases while absenteeism decreases.

If you’re a small or medium-sized business in Ontario, mark your calendars: significant updates to Ontario’s Employment Standards Act (ESA) and Occupational Health and Safety Act (OHSA) are coming into effect in June and July 2025.

Employee engagement surveys can be a powerful tool for gathering feedback from your team members, understanding employee morale, and improving overall workplace satisfaction.  However, conducting these surveys comes with its own set of unique challenges and requires thoughtful consideration to yield meaningful results.

Continuous upskilling and training have become essential to the success of modern companies. As industries continue to embrace automation, artificial intelligence, and digital transformations, employees understand that staying relevant means continuous learning for them as well. By equipping employees with the necessary skills for the future, companies can not only stay ahead of the competition but also foster a loyal, engaged workforce.

With 2025 well underway, HR leaders and recruiters must reflect on 2024’s key hiring trends and adapt to the evolving talent landscape. This guide highlights major recruitment shifts and offers actionable insights to refine your hiring strategy for success.

As in any interactive setting, the workplace is susceptible to conflict. While it’s something that many of us would rather do without, it’s important that conflict be addressed in order to foster a productive, harmonious work environment for all.

In the competitive landscape of small and medium-sized businesses (SMBs), effective leadership is essential for growth and sustainability. One critical aspect that often gets overlooked is emotional intelligence (EI). As business owners, cultivating emotional intelligence within your leadership approach can transform your organization, enhance employee satisfaction, and drive performance.

Statistics Canada reports that 35% of Canadians describe most days as “quite a bit” or “extremely stressful” due to financial issues. As a result of that heightened financial stress, employers may be seeing a reduction in productivity and an increase in absenteeism and turnover.  Investing in your workforce's financial literacy is a win-win for employers and team members.

As workplaces and the economy itself rapidly and continuously evolve, having strong internal leadership is imperative for the success of your organization.  For your leaders to promote engagement, be effective- problem solvers, and lead internal change management, they require strong supporting skills that empower and enable them to help the organization thrive.

It’s essential to stay informed about legislative changes that impact how we manage our teams. The Ontario government’s introduction of the Working for Workers Five Act, 2024 marks a significant step forward in employee protections and support. This act builds on previous versions, aiming to enhance pathways into skilled trades, remove employment barriers, protect frontline workers, support women at work, and ensure fairness for jobseekers and employees. Here’s what you need to know to keep your business compliant and competitive.

In today's fast-paced and competitive world, the success of any organization hinges not just on its bottom line, but also on the well-being and satisfaction of its employees. A company's greatest asset is its workforce, and nurturing their holistic health and wellbeing goes beyond simply providing perks or benefits—it's about fostering a culture that prioritizes employee wellness and psychological safety.

While there has been increased discussion surrounding Artificial Intelligence (AI) in Human Resource practices, it's important to acknowledge that AI has been prominent in recruitment for many years. Consider your Applicant Tracking System (ATS) for example. Does it recommend top candidates? Have you ever received personalized job or candidate recommendations from platforms like Indeed or LinkedIn? These actions and more are powered by AI.

Every employee has an employment agreement.  Whether it be verbal or written, implied or explicit, indefinite, or limited.  Sometimes, despite best efforts, employment agreements can even be created unintentionally, which can present unnecessary liability for the parties involved.  Should any form of dispute arise, enforceable employment agreements are much more reliable and can result in less costly remediation.

In the dynamic landscape of Ontario's labour market, staying informed about the latest legislative developments is crucial for both employers and employees alike. In 2023, the realm of employment laws underwent a profound transformation, introducing a series of impactful changes. These latest revisions to the Working for Workers Act, 2023 continue to reshape the landscape for both employers and employees.

Many organizations adopt policies that do not tolerate any form of outward harassment and/or discrimination in the workplace, but what about more covert behaviours? It is important to promote our own self-awareness, as well as within our workplaces to be alert to microaggressions.

The Ontario government has implemented legislation requiring temporary help agencies and recruiters to obtain formal licenses. A takeaway for employers is that businesses that use temporary help agencies or recruiters should be aware that as of July 1, 2024, it will be a violation of the Employment Standards Act to knowingly engage or use the services of a temporary help agency or recruiter who is not licensed. Originally the compliance date was January 1, 2024; it has now been extended to July 1, 2024. 

Since its inception in 2005, the Accessibility for Ontarians with Disabilities Act (AODA) (“The Act”) has been maintaining standards and timelines associated with identifying and removing barriers for people with disabilities in 5 areas of daily life. The ultimate goal of the Act is to achieve a more accessible and inclusive province by January 1, 2025. The Act applies to every person and organization in the public and private sectors of Ontario. By now, every Ontarian should have received AODA training, and be familiar with applicable AODA policies and plans at minimum.

Many businesses are eager to transition back to in-person or hybrid operations after the pandemic; some of these reasons include navigating a company culture in a remote work environment, fostering career development, and potentially more oversight for mid-low-level performers.

As we close in on the final quarter of 2023, we begin to reflect on the emerging trends so far this year. As businesses begin to find their footing again amongst recovery from the “Great Resignation,” increased interest rates and cost of living, and low employee engagement, we are seeing a reduction in competitive recruitment and a higher volume of inquiries such as performance management, accommodations, investigations, or terminations. All of which accurately sum up what HR professionals are now calling “business rightsizing”.

Since its inception in 2005, the Accessibility for Ontarians with Disabilities Act (AODA) (“The Act”) has been maintaining standards and timelines associated with identifying and removing barriers for people with disabilities in 5 areas of daily life. The ultimate goal of the Act is to achieve a more accessible and inclusive province by January 1, 2025. The Act applies to every person and organization in the public and private sectors of Ontario. By now, every Ontarian should have received AODA training, and be familiar with applicable AODA policies and plans at minimum.

We have all seen a number of workplace buzzwords hit the headlines. Those terms refer to trends like “quiet quitting” and “quiet firing,”. "Quiet hiring" is the new workplace buzzword on the horizon that employees and employers need to be aware of.

The past few years have cast the spotlight on businesses unlike ever before. Those employed and those not, were given the opportunity to truly evaluate their priorities and desires as they relate to their employment. While employees consider what matters most, employers must simultaneously look inward at providing superior Employee Experience (EX).

Pursuant to the Occupational Health and Safety Act (OHSA), as of June 1, 2023, some Ontario Workplaces are required to provide naloxone kits.

With a new year comes new legislative updates!

While it may be the most wonderful time of the year for some people, for many the holidays can be associated with stress, chaos and overwhelm.

Employee engagement is defined as “the strength of the mental and emotional connection employees feel toward the work they do, their teams, and their organization”

With buzzworthy phrases like “Quiet Quitting”, “the Great Resignation”, or “the Great Reevaluation” making media headlines, there is no denying the importance of work-life balance; now more than ever before. What work-life balance looks like will vary from person to person, and even from organization to organization.  Continuously determining the needs of employees and creating initiatives will aid in overall recruitment and retention of employees by promoting stability and thus, engagement.

RLB Chartered Professional Accountants is excited to unveil the rebranded HR Consulting practice now known as RLB People.  

Employers with 25 or more employees as of January 1st of any year must have a written policy on electronic monitoring in place no later than March 1st of that same year. This new requirement for a written policy requires employers to be transparent by providing employees with certain information about any electronic monitoring in place. It is important to note that it does not establish a right for employees not to be electronically monitored by their employer, nor does it create any new privacy rights for employees.

"Gen Z" is the youngest generation you will see currently beginning their careers. The oldest members of the generation are currently in their mid-20s and were born in the mid-1990s through the late 2000s. The future of work is here, with different expectations and mindsets on many topics and the notion of the work itself. It is imperative that employers understand the new generation as they enter the workforce and reshape the traditional workplace norms.

COVID-19 has opened employers' eyes to the benefits of offering remote and hybrid work opportunities. It may be challenging for some employers to imagine not conducting their new hires' onboarding and training in person, luckily there are various ways to ensure a smooth transition and foster a warm welcome virtually.

In today’s workforce, we are seeing more companies put diversity, equity, and inclusion into greater focus. DEI, as it is often shortened to, is so much more than a policy, a training session, or a headcount. It is an opportunity to foster employee engagement with varying perspectives.

What Employers need to know when implementing the Right to Disconnect Legislation Employers that employ 25 more employees on January 1st of any year must have a written policy on disconnecting from work in place by March 1st of that year. This is referred to as the Right to Disconnect provision. The purpose of this legislation is to support employees mental wellbeing and encourage work-life balance. The main questions employers and employees themselves are asking is what does this mean and how is this going to be implemented?

Drive your Employee Engagement through Performance Feedback Effective performance management is essential to a business. It is critical to an employee’s personal development to implement effective performance management processes. Performance management encourages communication, pinpoints strengths, and builds long-lasting work relationships. Providing comprehensive feedback allows your employees to achieve their greatest potential which, as a result, increases productivity.