RLB Blog

For many years, Ontario employers have faced significant challenges with termination clauses in employment contracts. Well-drafted agreements, carefully prepared by experienced legal professionals, were being contested by courts over single words or phrases that judges interpreted as potentially violating the Employment Standards Act. This left many businesses vulnerable to costly wrongful dismissal claims, even when they believed their contracts were strong. But in August 2026, the Ontario Court of Appeal announced a decision that changed how employment contracts are enforced in Ontario.

A family-business succession plan may take years to develop. The successor is chosen, ownership arrangements are set and a transition date is selected. But approving the plan is only the beginning.

A mid-year review of workplace policies is an effective way for Ontario employers to confirm that their documentation remains current, compliant, and aligned with workplace practices. Policies created several years ago may no longer reflect current legislative requirements, operational changes, or day to day organizational practices, as updates in legislation, staffing, scheduling demands, and informal practices can create a gap between written expectations and what happens in practice.

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:

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.

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.

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. 

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”.