Khaleed Mawji

On May 6, 2024, the Ontario government introduced Bill 190, the Working for Workers Five Act, 2024 (“Bill 190”), which is the fifth Bill in a series of legislative changes meant to strengthen workplace protections for employees.

When the Court of Appeal for Ontario held in Heller v Uber Technologies Inc. that arbitration clauses are invalid if they purport to contract out of entitlements required by the Employment Standards Act, 2000 (“ESA“) – a decision upheld by the Supreme Court of Canada – Ontario employers were left concerned about the enforceability of existing arbitration clauses. In Nohdomi v.

A recent Ontario Superior Court decision confirms that an employer must carefully consider how it responds to critical comments made by an employee (or in this case, former employee). Williams v. Vac Developments Limited[1] is a decision arising out a layoff that an employee believed was a reprisal for raising allegations of racial discrimination. The employee went public with his allegations and, in response, the employer filed a counterclaim for $1.5 million alleging defamation.