Canada: Discrimination, Disability & Sexual Harassment

A law student shares the three critical factors that guided their decision-making during the competitive 2L summer student recruitment process, revealing how they evaluated firms based on practice area diversity, mentorship support, and commitment to inclusion. The article provides practical insights into identifying what matters most when choosing where to build a legal career.

In Tyler v. City of Powell River, 2025 BCHRT 316, the B.C. Human Rights Tribunal dismissed a complaint of employment discrimination on the ground of mental disability that had been brought...

When must an employer intervene in cases of psychological harassment at work? A recent Quebec tribunal decision clarifies that reconciliation between employees does not absolve the employer of its legal duty to act. This analysis examines the employer's obligations under the Act respecting labour standards and the concrete steps required to prevent and address workplace harassment.

A recent clickbait-gone-wrong incident at a Toronto area movie theatre is a good reminder to employers (and their employees) that words alone can have legitimate consequences.

The duty to accommodate a disability may feel like a burden to some employers. It prevents them from applying a one-size-fits-all approach to employees and the workplace. However, with a better understanding of the duty and a framework for approaching accommodation requests, employers may find the process clearer, more predictable, and far less burdensome than anticipated.

In Québec, determining whether an accident occurred "in the course of work" necessarily involves analyzing the boundary between a person's personal and professional spheres. Although this concept is central to the Act respecting industrial accidents and occupational diseases (the "Act"), it is not defined under the Act, leaving it to case law to clarify its limits. Three recent decisions from the Administrative Labour Tribunal (the "Tribunal" or "ALT") further illustrate that, in the absence of a statutory

As offices continue to shift away from the full-time work-from-home days of the COVID pandemic into either hybrid work environments or full-time in-office requirements, employers are increasingly grappling...

First, there is the illness or injury itself. Then there is the letter from the insurer telling you that the benefits you were counting on will not be paid, at least not yet.

Le 1er avril prochain marquera l’entrée en vigueur de la Loi sur les contrats des organismes municipaux (la « LCOM »)...