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Matt Riskin

Commercial Litigation, Health and Employment Lawyer at Bennett Jones Edmonton

Partner

Michael H. VanderMeer

Employment Services Lawyer at Bennett Jones Calgary

Associate

Homa Aminnejad

Articling Student at Bennett Jones Calgary

Articling Student

In a recent decision, the Court of King’s Bench of Alberta upheld a freely negotiated termination clause with a sophisticated employee despite evolution to the employee’s role over the term of employment. The employee’s experience and involvement in the negotiations may also be used to resolve any apparent ambiguity in the termination clause.

Employment Termination Clauses Lessons From Singh v Clark Builders

Employment Termination Clauses: Lessons From Singh v Clark Builders

Jenna Vivian

Commercial Litigation Lawyer at Bennett Jones Edmonton

In an age where technology makes recording conversations easy and common, a recent wrongful dismissal case (Wan v H&R Block Canada Inc., <a rel="noopener noreferrer" href="https://www.canlii.org/en/ab/abkb/doc/2024/2024abkb734/2024abkb734.html?resultId=d48fdd0c45c4457cb994e559bdd57032&searchId=2025-01-23T09:08:46:744/7ac350c01d0647318bfe1d1df149d807&searchUrlHash=AAAAAQAqcmVjb3JkaW5nIGF0IHRoZSB3b3JrcGxhY2Ugd2l0aG91dCBjb25zZW50AAAAAAE" target="_blank">2024 ABKB 734</a>) raises important questions about privacy, workplace ethics and the boundaries of “for cause” termination. The matter offers insight into the complexity surrounding after-acquired cause—that is, justifying a dismissal based on evidence discovered after the termination decision.

When is Recording at Work Grounds for Dismissal A Case of Nuance and Context

When is Recording at Work Grounds for Dismissal? A Case of Nuance and Context

James J. Heelan KC

Commercial/Securities Litigation, Employment and Professional Negligence Lawyer and Mediator at Bennett Jones Edmonton

Laura Inglis

Sarah J. Huot

Litigation, Professional Negligence, Health, Employment and Estate Lawyer at Bennett Jones Edmonton

Employee restrictive covenants are often a contentious issue, especially when employees leave to form (or join) competing firms. A recent Alberta Court of King’s Bench decision, People Corporation v Quinn et al. (<a rel="noopener noreferrer" rel="noopener noreferrer" href="https://www.canlii.org/en/ab/abkb/doc/2024/2024abkb711/2024abkb711.html" target="_blank">2024 ABKB 711</a>), offers valuable insights into how courts balance the enforceability of restrictive covenants, employee rights, and employer interests. This case revolves around allegations of breach of restrictive covenants and the legal intricacies involved in assessing their validity.

Legal Precedent on Restrictive Covenants in Employment Agreements A Case Study

Legal Precedent on Restrictive Covenants in Employment Agreements—A Case Study

As the festive season begins and employers prepare for holiday social events, they should be digging out their workplace policies and checking them twice. No matter how well-intended, social events that are hosted or planned by an employer, or have some other connection to the workplace, can become a source of legal liability. These are most likely to arise as a result of either or both of the following: social host liability and the fact that company parties are considered to be extensions of the workplace.

Yule Be Sorry Avoiding Pitfalls of Employer Liability at Holiday Events

Yule Be Sorry: Avoiding Pitfalls of Employer Liability at Holiday Events

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

Christine Plante

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

David M. Price

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

Practical Considerations for Summary Disposition of Civil Litigation Matters

From the Same Authors