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…

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?

Letting an employee go is never easy but doing it the right way is essential to avoid wrongful dismissal disputes. If a termination is not carried out according to employment laws, an employer could face costly, time-consuming, and stressful legal claims. Therefore, it is imperative for employers to follow proper procedures when ending a working relationship with an employee. This also extends to situations involving an “independent contractor” who may, in fact, be a “dependent contractor” or perhaps even an employee under certain circumstances.