On May 28, 2025, the Ontario government introduced Bill 30: The Working for Workers Seven Act . If passed, it will make changes to three...

Employment contracts are meant to give clarity and protection for both employers and employees. But as a recent case shows, if they’re not written carefully, they can do the opposite—leaving businesses exposed to major financial risk. What Happened The Township of Ignace hired an employee on a three-year contract. Less than a year in, they ended her employment and offered two weeks’ pay, believing their contract covered them. It didn’t. Courts found several problems in

Firing someone “for cause” might sound like a straightforward way to end a difficult employment relationship without severance pay. But here’s the reality: it’s rarely that simple—especially in Canada. In fact, trying to terminate for cause without meeting the strict legal threshold can backfire, leading to costly wrongful dismissal claims and reputational risk for your business. So, when can you terminate for cause? What red flags should you watch for? And why is the bar

When a customer complains about an employee’s conduct, it can feel like a clear-cut case for discipline—or even termination. But a recent...

Dear Toby, I’m a small business owner, and I’ve never had to fire anyone before. But one employee just isn’t cutting it—constant...

It Depends on the Province Note: The advice in this blog is now out of date. Please check out our most up-to-date review of IT overtime exemptions by clicking here. When it comes to employment standards, IT professionals occupy a murky middle ground — sometimes exempt from overtime, sometimes not. If your business operates across multiple provinces or hires remote tech staff, you might be surprised how different the rules can be from province to province. To help you stay co

Big changes are coming to employment law in Saskatchewan—and small to mid-sized businesses (SMBs) need to get ready. As of May 13, 2025,...

Welcome to our column, Dear Toby. We take real life HR questions and give real HR advice. Have a question or topic you'd love covered in...

Hiring independent contractors can be a great way to bring in expertise without the overhead of a full-time employee. But what if that contractor is actually an employee in disguise? The Canada Revenue Agency (CRA) has been cracking down on misclassification, and getting it wrong can cost you—big time. Here are five red flags that your contractor might actually be an employee: 1. You Control How They Work If you’re telling them when, where, and how to do their job—down to

Welcome to our column, Dear Toby. We take real life HR questions and give real HR advice. Have a question or topic you'd love covered in...

Implementing a dress code in the workplace can be a challenging endeavor, especially when it veers into discriminatory territory or is...

Crafting a dress code policy for your workplace is essential for maintaining professionalism and upholding company standards. However,...