Minken Employment Lawyers

Minken Employment Lawyers Minken Employment Lawyers advise Employees and Employers on a full range of Canadian workplace issues

Minken Employment Lawyers (Est. 1990) is a specialty employment law boutique that provides expert legal services on a full range of workplace issues to executive employees, employers, law firms, corporate counsel and human resource departments in a variety of industries. Our specialized knowledge of the laws governing employment relationships, experience in dispute resolution and mediation allow u

s to bring a unique and valuable perspective to the table. Through over 35 years of experience, we have gained a thorough understanding of the underlying motivations, thought patterns, aims and strategies often at play in employment law matters. This expertise is one of the reasons we continue to develop insightful, comprehensive and practical strategies for winning client cases, regardless of which side we represent. Some of our areas of expertise include providing guidance, advice and representation with respect to the Hiring Process (Employment Contracts, Executive Contracts and Agreements, Independent Contractor Agreements); Employment and Workplace Policies; Rights and Obligations of Employees and Employers; Employment Terminations (strategic advice regarding Terminations, Wrongful Dismissal, Constructive Dismissal, Cause Terminations, Temporary Lay-offs, creation and review of Severance Packages and structuring etc.); Human Rights in the Workplace; Harassment and Discrimination in the Workplace; Employment Standards and other legislation compliance.

Stay Informed. Stay Protected.Have you subscribed to the Minken Employment Lawyers (Est. 1990) e-newsletter?Get expert i...
06/05/2026

Stay Informed. Stay Protected.

Have you subscribed to the Minken Employment Lawyers (Est. 1990) e-newsletter?

Get expert insights on the latest changes in employment law, from workplace rights and employer obligations to compliance updates and key legal developments. Whether you’re an employee or employer, our newsletter helps you stay a step ahead.

📰 Sign up today: https://bit.ly/3IGoKu3

Under Ontario’s Occupational Health and Safety Act (OHSA), employers have a duty to protect not only the physical but al...
06/04/2026

Under Ontario’s Occupational Health and Safety Act (OHSA), employers have a duty to protect not only the physical but also the psychological safety of their employees.

Harassment, burnout, and toxic workplace dynamics can carry serious legal consequences.

📣 This , we’re reminding employers to prioritize healthy, respectful, and compliant work environments, because prevention isn’t just good practice, it’s the law.

Have questions about your legal obligations around workplace mental health?
Contact Minken Employment Lawyers (Est. 1990) at 905-477-7011 or [email protected] for guidance.

In Warren v. Canaccord Genuity Corp., the Court focused not on historical averages, but on what comparable employees ear...
06/02/2026

In Warren v. Canaccord Genuity Corp., the Court focused not on historical averages, but on what comparable employees earned during the employee’s 21-month notice period amid a major market surge.

The decision is an important reminder that:
• Courts may look at the broader compensation context
• Replacement employee earnings may become relevant evidence
• Bonus plan wording can significantly impact damage exposure

For employers with bonus-heavy or performance-based compensation structures, careful drafting and review of bonus plans remains critical.

Special thanks to our articling student Rana Aly for contributing to this update.

Minken Employment Lawyers (Est. 1990)

📞 905-477-7011
🌐 minkenemploymentlawyers.com

May saw continued layoffs and restructuring across Canada and globally, impacting sectors including tech, telecom, retai...
06/01/2026

May saw continued layoffs and restructuring across Canada and globally, impacting sectors including tech, telecom, retail, education, finance, automotive, and energy.

Notable workforce reductions and restructuring announcements this past month include:

• Wix is reportedly planning to eliminate approximately 20% of its workforce
• Bungie planning significant job cuts as Destiny 2 development winds down
• BT Group is projecting more than 27,000 job reductions by 2030
• Intuit is planning to reduce approximately 17% of its workforce
• Meta is continuing large-scale restructuring and workforce reductions
• Amazon is downsizing portions of its Selling Partner Services team
• Cisco Systems is cutting nearly 4,000 roles globally
• Walmart is reportedly eliminating or relocating approximately 1,000 corporate roles
• LinkedIn is planning to reduce approximately 5% of its workforce
• The Toronto District School Board is eliminating approximately 218 administrative roles
• General Motors is cutting hundreds of salaried IT positions globally
• Cloudflare reportedly planning workforce reductions tied to AI restructuring
• Imperial Oil is eliminating 130 positions during the first quarter of the year
• BCE terminating non-unionized employees tied to alleged “coffee badging” concerns
• Arctic Wolf is reportedly reducing approximately 250 positions
• PayPal signalling significant workforce reductions over the next several years
• Coinbase is planning to eliminate approximately 14% of its workforce
• Shopify is reportedly cutting additional positions as part of restructuring efforts
• Algoma University is planning to eliminate between 50 and 75 positions
• Cognizant is indicating potential large-scale workforce reductions tied to restructuring plans

This is not simply a temporary slowdown. Employers across multiple sectors continue to reevaluate staffing models, operational costs, remote work arrangements, automation, and long-term workforce planning strategies.

Minken Employment Lawyers (Est. 1990) regularly advises employers and employees on layoffs, workforce restructuring, severance, wrongful dismissal claims, and employment law compliance.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

Overpaid an employee? Be careful before you deduct.Under Ontario’s Employment Standards Act, 2000 (ESA), employers can’t...
05/29/2026

Overpaid an employee? Be careful before you deduct.

Under Ontario’s Employment Standards Act, 2000 (ESA), employers can’t simply recover overpayments through payroll deductions. Unless the deduction is legally required or the employee provides written authorization, you may be offside.

Quick fixes can lead to ESA violations, employee complaints, and potential penalties. Before making any deductions, make sure your approach is compliant.

Minken Employment Lawyers (Est. 1990) advises employers on payroll practices, ESA compliance, and workplace risk.

📞 905-477-7011
🌐 minkenemploymentlawyers.com

In Ontario, the WSIB system is designed to support injured workers; while protecting employers from most civil claims. B...
05/28/2026

In Ontario, the WSIB system is designed to support injured workers; while protecting employers from most civil claims. But that protection comes with obligations.

Employers are generally required to:
• Register with WSIB within 10 days of hiring
• Report workplace injuries within 3 business days
• Pay full wages on the day of injury
• Support safe and timely return to work
• Maintain accurate payroll and incident records

Where risk shows up:
Late reporting, poor documentation, or mishandled return-to-work processes can lead to penalties, increased premiums, and disputes.

New developments to watch:
• Proposed expansion of WSIB coverage to ~29,000 additional care workers
• Proposed increase to income replacement benefits (from 85% to 90%)
• Potential extension of benefits beyond age 65 for eligible workers

These changes could impact both coverage obligations and costs. Now is the time to review your policies, processes, and internal training.

Minken Employment Lawyers (Est. 1990) advises employers on WSIB compliance, workplace safety obligations, and managing risk.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

Working from home doesn’t mean working outside the law.In Ontario, remote and hybrid work arrangements still fall within...
05/26/2026

Working from home doesn’t mean working outside the law.

In Ontario, remote and hybrid work arrangements still fall within the scope of workplace obligations. Health and safety responsibilities don’t stop at the office door, they extend to wherever work is being performed.

For employers, that means:
• Health and safety policies must reflect remote and hybrid environments
• Employees need appropriate training, support, and reporting channels
• Workplace investigations may include virtual interactions and conduct

If your policies haven’t kept pace with how your team actually works, it’s time to revisit them.

Minken Employment Lawyers (Est. 1990) advises employers on workplace policies, compliance, and managing risk in evolving work environments.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

Amendments under the Canada Labour Code are already in force, with additional obligations rolling out through 2026–2028....
05/25/2026

Amendments under the Canada Labour Code are already in force, with additional obligations rolling out through 2026–2028. This isn’t a single change; it’s a shift in how workplaces are structured and managed.

Now is the time to review policies, update practices, and ensure compliance across HR, payroll, and operations.

Minken Employment Lawyers (Est. 1990) advises employers on navigating legislative change and workplace risk.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

The focus has been on layoffs, but that’s not what we’re seeing. There’s no surge in terminations or legal claims, just ...
05/22/2026

The focus has been on layoffs, but that’s not what we’re seeing. There’s no surge in terminations or legal claims, just fewer entry-level roles being created, particularly in AI-exposed areas like tech, customer support, and basic analysis.

From an employment law perspective, nothing has happened. No dismissal. No severance. No claim. But from a workforce perspective, everything is shifting, as career entry points begin to narrow.

Minken Employment Lawyers (Est. 1990) advises employers on navigating workforce change and evolving workplace risks.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

In Baker v. Firon Roofing Inc., 2026 HRTO 292, the Human Rights Tribunal of Ontario made an important clarification: Emp...
05/20/2026

In Baker v. Firon Roofing Inc., 2026 HRTO 292, the Human Rights Tribunal of Ontario made an important clarification: Employees must provide sufficient medical evidence to establish a disability under the Code.

In this case, brief doctor’s notes with no details on symptoms, limitations, or prognosis were not enough. The Tribunal found that without meaningful information, the employer had no way to assess or accommodate the employee.

Why this matters for employers:
• You are entitled to request clear, relevant medical information
• Vague notes create real challenges in meeting accommodation obligations
• Proper documentation is essential to both compliance and risk management

The duty to accommodate is broad, but it is not triggered by unsupported assertions alone.

Minken Employment Lawyers (Est. 1990) advises employers on accommodation, human rights obligations, and workplace risk.

📞 905-477-7011
📩 [email protected]
🌐 minkenemploymentlawyers.com

Address

145 Main Street Unionville
Markham, ON
L3R2G7

Opening Hours

Monday 8:30am - 8pm
Tuesday 8:30am - 8pm
Wednesday 8:30am - 8pm
Thursday 8:30am - 8pm
Friday 8:30am - 6pm

Telephone

+19054777011

Website

Alerts

Be the first to know and let us send you an email when Minken Employment Lawyers posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Minken Employment Lawyers:

Shortcuts

Featured

Share

Category