Complying with workplace violence and harassment laws in Ontario and beyond
Navigating workplace violence and harassment laws across multiple jurisdictions can be complex. This article outlines key compliance requirements, common challenges for employers, and how First Reference’s tools—PolicyPro and The Human Resources Advisor—help organizations stay compliant, reduce risk, and foster safer, more respectful workplaces.
First Reference
5 minutes read
August 6, 2025 
26th Annual Ontario Employment Law Conference: A must-attend event
Canadian employment law is always changing, and employers need to keep up. The 26th Annual Ontario Employment Law Conference delivers the legal updates, expert insights, and practical guidance HR and payroll professionals, managers, and business leaders need to stay compliant and confidently manage their workplaces.
First Reference
4 minutes read
July 15, 2025 
Top 10 HR compliance mistakes Canadian employers make (and how to avoid them)
Ensuring HR compliance in Canada is essential for every employer—whether you’re a startup hiring your first employee or a large organization scaling your workforce. Yet, many employers unintentionally violate Canadian employment laws, putting their businesses at risk of lawsuits, penalties, and reputational damage. In this article, we explore the top 10 HR compliance mistakes Canadian […]
First Reference
Canadian workplace training requirements: A guide to compliance in 2025
Meeting Your Legal Training Obligations Across Canada, employers face a complex web of legal obligations when it comes to training their workforce. As an employer in Canada, you’re likely focused on providing job-specific training to help your team succeed. However, beyond teaching employees how to perform their roles effectively, you have legal obligations to provide […]
First Reference
Common employee handbook mistakes and how to avoid them
Employee handbooks can be a useful tool in managing the workplace. When done properly, they offer a number of advantages, such as helping to formalize various processes (fostering consistency and transparency); reduce the risk of arbitrary decision-making and/or favouritism; promote legal compliance; reinforce company culture and values; and defend against potential employee claims and/or complaints.
Vey Willetts LLP
Occupational stress in the workplace
Occupational stress is a harmful physical and emotional response that can occur when a job’s demands don’t match the worker’s capabilities, resources or needs, often arising from job responsibilities, work environment or organizational factors, which can impact an employee’s overall well-being.
Ted Kenney
Navigating workplace investigations – Employer FAQs (Part 2)
When an employer’s duty to investigate is triggered following a complaint, a workplace investigation “appropriate in the circumstances” must be conducted. But who’s the judge of what is considered appropriate?
Belle Yuan, HR consultant, Strategywise HR
Failure to comply with drug and alcohol policy results in termination for just cause
Termination for cause, health and safety obligations and workplace disability accommodation are some of the most challenging employment law issues Canadian employers need to navigate when managing their workplaces. A recent case from Alberta, Quong v Lafarge Canada Inc., provides significant insights for employers, especially those operating in safety-sensitive industries. Here’s a breakdown of the key points and how you can apply them to your workplace.
SpringLaw
2024 legislative changes affecting Ontario-based employers
In this article, we highlight a few of the major changes announced in the Working for Workers Five Act, 2024 and the 2024 Federal Budget and summarize how these may impact your organization.
Vey Willetts LLP