Canadian employment law analysis. Real cases, real consequences, clear language.
Employers sometimes claim that a long-term illness 'frustrates' the employment contract, relieving them of any obligation to provide severance. Canadian courts have set an extremely high bar for this defence.
Dr. Amara Osei, Workplace Health & Law Writer
Ontario employers must accommodate mental health disabilities to the point of undue hardship — but that phrase is doing a lot of heavy lifting. Here's what it actually means, what documentation you really need, and when the law finally says enough is enough.
Dr. Amara Osei, Workplace Health & Law Writer
Ontario law protects your right to take pregnancy and parental leave and to return to your job when the leave ends. The protections are stronger than most employees realize — and more frequently violated than most employers admit.
Dr. Amara Osei, Workplace Health & Law Writer
Religious accommodation in the Canadian workplace requires employers to adjust schedules, dress codes, and workplace practices to respect employees' sincerely held religious beliefs — up to the point of undue hardship. The balance is harder than it sounds.
Marcus Williams, Technology & Employment Correspondent
The duty to accommodate disability is a cornerstone of Canadian human rights law. But the defence of "undue hardship" gives employers an escape valve — and too often, they invoke it without actually meeting the legal standard.
Dr. Amara Osei, Workplace Health & Law Writer
The duty to accommodate is one of the most powerful protections in Canadian employment law — and one of the most misunderstood. Your employer must accommodate your disability, religion, or family status to the point of undue hardship. Here is what that actually means.
Dr. Amara Osei, Workplace Health & Law Writer