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Sara G. Parchello

Employment Lawyer at Bennett Jones Toronto

Partner

David Cassin

Brendan J. Weiler

Employment Services Lawyer at Bennett Jones Toronto

Associate

Two recent Ontario Superior Court decisions&mdash;Li v Wayfair Canada Inc. and Jones v Strides Toronto&mdash;clarify that the phrase &ldquo;at any time&rdquo; in a termination clause does not automatically invalidate an employment agreement under the ESA. While both cases distinguish earlier restrictive rulings, ongoing inconsistencies, including the Chan decision, highlight the need for appellate guidance. Employers should continue to review contracts carefully to ensure ESA compliance.

Termination At Any Time A Review of Recent Developments

Termination “At Any Time”? A Review of Recent Developments from Li v Wayfair Canada Inc. and Jones v Strides Toronto

Talia K. Bregman

Management-side Employment Lawyer at Bennett Jones Toronto

On October 28, 2024, Ontario's Working for Workers Five Act, 2024 (Bill 190) received Royal Assent. As Ontario’s fifth and most recent legislative initiative introduced under the “Working for Workers” headline, Bill 190 makes further changes to Ontario’s Employment Standards Act, 2000, and the Occupational Health and Safety Act.

More Legislative Changes for Ontario Employers

More Legislative Changes for Ontario Employers as Ontario's Working for Workers Five Act, 2024 Receives Royal Assent

Carl Cunningham

As you may have heard or read in our earlier blog, <a rel="noopener noreferrer" rel="noopener noreferrer" href="https://www.bennettjones.com/Blogs-Section/More-Changes-to-Ontarios-Employment-Related-Legislation-Are-on-the-Horizon" target="_blank">More Changes to Ontario's Employment-Related Legislation Are on the Horizon</a>, the Ontario government introduced <a rel="noopener noreferrer" rel="noopener noreferrer" href="https://www.ola.org/en/legislative-business/bills/parliament-43/session-1/bill-79" target="_blank">Bill 79, Working for Workers Act, 2023</a> in late March 2023. On October 26, 2023, Bill 79 received Royal Assent, introducing changes to Ontario's Employment Standards Act, 2000 (ESA) and other employment-related legislation in Ontario. Below is an overview of certain of the more material changes that came into force under Bill 79 on October 26, 2023 and which provincially-regulated employers in Ontario will need to be mindful of moving forward.

Changes to Ontarios Employment Related Legislation Have Arrived

Changes to Ontario's Employment-Related Legislation Have Arrived

On October 1, 2023, the general minimum wage rate that applies to most provincially-regulated employees in Ontario will increase from $15.50 to $16.55 per hour.
The minimum wage rates for students, liquor servers, hunting and fishing guides, wilderness guides and homeworkers in Ontario will also increase on October 1, 2023. The Ontario Ministry of Labour has posted a list of these increased rates on its <a rel="noopener noreferrer" rel="noopener noreferrer" href="https://www.ontario.ca/document/your-guide-employment-standards-act-0/minimum-wage" target="_blank">website</a>.

General Minimum Wage in Ontario will rise to 16 55 per Hour on October 1 2023

General Minimum Wage in Ontario will Rise to $16.55 per Hour on October 1, 2023

The U.S. and global economies proved resilient in 2025. There were reasons, particularly around U.S. President Donald Trump&rsquo;s April 1 &ldquo;Liberation Day,&rdquo; to fear a global trade war or corrections in financial markets that would cause a recession in the United States and a sharp slowing of the global economy. In fact, while growth in the United States and most major economies slowed in 2025, other policy and market factors offset at least in part the early effect of disruptive policies by the U.S. administration. The United States&rsquo;s trading partners chose to avoid an all-out trade war, and most negotiated some form of accommodation with President Trump.

Economic Outlook 2026

Adapting to a New World: From Ambition to Investment

Stephen D. Burns

Technology Lawyer, Intellectual Property Lawyer at Bennett Jones Calgary

Partner, Trademark Agent

Benjamin K. Reingold

Intellectual Property Litigation Lawyer at Bennett Jones Calgary

David Wainer

Commercial Transactions Lawyer at Bennett Jones Calgary

This end-of-year overview examines the Federal Government&rsquo;s rapid expansion of AI-related funding in 2025, from large-scale investments in data centres and public compute infrastructure to programs supporting AI access, adoption and domestic research. It also explores the new commitments announced in Budget 2025 and signals key trends to watch in 2026 as Canada strengthens its AI ecosystem.

Canadas AI Efforts in 2025 A Year in Review

Canada's AI Efforts in 2025: A Year in Review

Laura Inglis

Commercial Litigation Lawyer at Bennett Jones Edmonton

Christine Plante

Civil Fraud Recovery, Employment and Shareholder Disputes Lawyer at Bennett Jones Calgary

David M. Price

Employment Services Lawyer at Bennett Jones Calgary

Effective January 1, 2026, Alberta will increase job-protected long-term illness and injury leave from 16 to 27 weeks. This update aligns Alberta with other leading Canadian jurisdictions that recently implemented similar extended leaves. Employers will need to revisit their workplace policies to ensure compliance with the new requirements. The blog explains the legislative amendments and their implications for employers.

Alberta Aligns with Other Provinces in Extending Long Term Illness and Injury Leave

Ashley L. Paterson

Commercial Litigation Lawyer at Bennett Jones Toronto

Morgan Sutherland

Lawyer at Bennett Jones Toronto

Associate 

Health Canada has proposed amendments to the Medical Devices Regulations focused on modernizing the MDEL framework. The changes would affect importer&ndash;distributor relationships, mandatory supplier disclosures, and safety documentation requirements. This update summarizes the key proposals and their potential impacts on MDEL holders and applicants.

Health Canada Proposes Amendments to MDEL Holders and Applicants

Cameron Penn

Litigation Lawyer at Bennett Jones Calgary

Tami Oguntona

Articling Student at Bennett Jones in Calgary 

Articling Student 

British Columbia has introduced new limits on when employers may request sick notes and created a 27-week unpaid leave for serious personal illness or injury. This update outlines the key legislative changes and their practical impact on employer policies.

What the Doctor Ordered British Columbia

What the Doctor Ordered: British Columbia Updates Rules on Employee Sick Notes and Introduces Serious Personal Illness and Injury Leave

Cannabis in the Workplace: A Primer for Employers

From the Same Authors