After more than a decade practising employment law, I can say with confidence that most workplace lawsuits don’t start with bad intentions – they start with employers doing things the way they always have.
Many employer habits that once seemed harmless are now legal liabilities. But the good news is that with some planning, employers can run more efficient workplaces, save money and dramatically reduce legal risk.
Here are practical, 2026 tips for employers looking for certainty in an increasingly complex employment landscape.
Clean up hiring practices:New Ontario pay-transparency rules coming into force in 2026 require employers with 25 or more employees to include salary ranges in job postings, disclose the use of artificial intelligence in screening applicants, and confirm that advertised roles are genuinely vacant. Employers who get this right early will reduce complaints, attract stronger candidates and avoid regulatory attention.
Revisit employment contracts (again): Recent Ontario court decisions continue to invalidate termination clauses that conflict with the Employment Standards Act or give employers unfettered discretion to terminate “at any time.” When a clause is struck down, employees often become entitled to far greater entitlements. Employers should review contracts again, even if you recently updated your contracts and ensure termination provisions clearly comply with minimum statutory standards.
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