Termination with cause allows an employer to dismiss an employee immediately, without notice or severance in many circumstances, but Ontario law sets a high threshold before that can happen. Dismissal with cause is one of the hardest decisions a business owner must face. Ending someone's employment immediately carries a personal weight that no amount of legal preparation fully removes, even when the underlying conduct is serious and the decision is clearly justified.

In employment disputes, messages are playing an increasingly important evidentiary role in how courts assess workplace conflicts. Workplace communication has changed significantly in recent years and conversations that once happened in meetings or over the phone now take place through emails, text messages, Slack channels, and Microsoft Teams chats. While these tools make communication faster and more convenient, they can also become important evidence when an employment dispute arises.

Doing remote work but being told to return to the office? Learn about your legal rights and how an employment lawyer can help…

In Ontario, employee privacy rights protect the personal information of workers. These rights are shaped by a combination of provincial laws, federal regulations, common law principles, and the general expectation that personal information will remain private. For businesses and employees alike, understanding these rights is critical, because violations can lead to disputes that require the expertise of an employment lawyer.

One of the most common issues in employment law is whether a worker is legally an employee or contractor. The difference is not just about job titles or contracts, it can determine rights, protections, and what happens if the relationship ends. Misunderstandings or misclassifications in this area often lead to serious disputes between workers and employers.

Not every change to your employment is a problem, but sometimes a job change goes too far and crosses a legal line into constructive dismissal. In Ontario, this happens when an employer makes a significant change to your job without your agreement, such as cutting your pay, shifting your hours, or altering your role.

If you are an employee or an employer in Ontario, you have probably heard about non-compete agreements — clauses in employment contracts that try to stop employees from working for a competitor after leaving a job. But are these agreements legally enforceable anymore? And when do they still apply? How can you legally protect your business in Ontario today?