Emond Harnden employment lawyer Negeen Yazdani shares practical guidance to protect your organization from common legal pitfalls that arise when contracts change or fall out of date

Employment agreements are sometimes treated as “set it and forget it” documents, but in reality their enforceability can be affected by changing laws and shifts within your business. Failing to update them properly can leave your organization exposed to significant legal and financial risk.

That’s the focus of a recent webinar with employment lawyer Negeen Yazdani of Emond Harnden LLP, who emphasizes that updating employment agreements is not just a best practice – it’s a legal necessity.

When should employers review agreements?

Employment agreements should not remain static. In many cases, once-solid agreements can become partially – or even fully – unenforceable over time. For example, in 2021, the Ontario Employment Standards Act was amended to largely prohibit non-compete clauses.

There are three primary reasons why you need to schedule a regular review:

• Legislative changes: Regular, ongoing amendments to employment standards legislation can render certain clauses invalid.
• Evolving common law: Court decisions can shift how key provisions are interpreted and enforced.
• Changes within the business or role: Promotions, new responsibilities, changes to work arrangements, or restructuring can impact employment terms.

The most common – and costly – mistake

One of the biggest pitfalls...

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