Haynes Law Firm

09/01/2026

The Workplace Safety and Insurance Board’s announcement cutting 466 positions across Ontario highlights the complex employment challenges that can arise during large-scale public and private sector restructurings. Decisions to consolidate remote roles and eliminate positions leave impacted workers navigating tough choices regarding voluntary exit packages, severance entitlements, or potential relocation demands.

https://ow.ly/6Uzn50ZHn5Z

The Workplace Safety and Insurance Board is cutting 466 jobs across the province, in a move the union calls a “gut punch.”

08/27/2026

Welcoming a child through adoption or surrogacy brings unique pre-placement responsibilities, from travel and agency requirements to legal appointments. In Ontario, while intended and adoptive parents already qualify for up to 63 weeks of job-protected parental leave under the Employment Standards Act, upcoming legislative changes will introduce a dedicated 16-week pre-placement leave to better support growing families before a child arrives.

Read our latest blog post to understand current parental leave rights, practical workplace accommodations, and what to expect as Ontario's leave framework evolves: https://ow.ly/QUpv50ZG5Xo

Welcoming a child through adoption or surrogacy can involve appointments, travel, legal processes, agency requirements, uncertain timelines, and a significant p

08/25/2026

Recent reports detail another round of layoffs at Corus Entertainment, impacting staff across major outlets, including Toronto’s AM 640 and Global National. Facing major workforce reductions or unexpected termination can be overwhelming, but Ontario employees should know that initial severance offers frequently fall short of full legal entitlements under statutory and common law.

Seeking prompt legal advice can ensure your rights and severance options are fully protected: https://ow.ly/7vlc50ZFgFR

“Corus has made a small number of changes in select markets,” including at the Toronto station, a company spokesperson said.

08/21/2026

Just because a worker is called an "independent contractor" doesn't mean they don't have the legal rights of an employee.

A recent Ontario court decision highlighted the risks of misclassification, ruling that a long-term commission-based salesperson was actually a "dependent contractor" and therefore entitled to 21 months' notice upon termination. Don't let misclassification catch you or your business off guard.

Understand the difference and protect your interests by reading our latest blog: https://ow.ly/usj250ZBZuH

A worker may be described as self-employed, receive T4A slips, and operate other businesses without necessarily being an independent contractor for all legal pu

08/20/2026

Canada continues to solidify its place as a North American tech powerhouse, with six cities ranking among the top markets on the continent according to CBRE's latest report.

For growing tech companies, rapid expansion requires a strong legal foundation. Scaling your team means establishing clear remote work policies, robust IP protections, enforceable non-competes, and compliant employment contracts from day one.
https://ow.ly/ylQV50ZBwyQ

6 Canadian cities rank among the top 15 tech employment markets in North America, according to a report by CBRE. Find out more.

08/17/2026

Under amendments to Ontario’s Employment Standards Act, 2000, under the Working for Workers Four Act, 2024, employers with 25 or more employees must disclose in publicly advertised job postings whether artificial intelligence is used to screen, assess, or select applicants. The sharp rise in AI terms across Ontario job postings directly reflects compliance with this requirement. While the law mandates transparency at every stage of candidate selection, it requires disclosure rather than technical explanations, prompting covered employers to review their ATS platforms and hiring workflows to ensure statutory compliance.

Our latest employment law blog examines Ontario’s AI job posting disclosure rules, statutory employer obligations, and compliance best practices.

https://ow.ly/eEpj50ZzVtK

Artificial intelligence has become an increasingly common part of recruitment. Employers may use AI-enabled tools to sort applications, identify qualifications,

08/12/2026

Empowering youth means listening to their solutions and opening doors for meaningful participation. On International Youth Day, we celebrate the young leaders turning local challenges into global progress.

08/11/2026

The Employment Hero SME Pulse survey reveals a shift toward cautious optimism among Canadian small and mid-sized businesses entering late 2026.

While 58% of business leaders report a positive outlook, 41% are prioritizing stability and cost discipline over aggressive expansion. To manage operating pressures, two-thirds of SMEs plan to hire selectively for specialized roles rather than expanding total headcount, while simultaneously increasing AI investments to drive productivity and control overhead.

https://ow.ly/JAz850Zyz0j

A new Employment Hero survey of 600 senior business leaders finds most Canadian SMEs plan to hire this fall, but with greater discipline and a sharper eye on AI ROI

08/07/2026

Informal hiring arrangements and generic contract templates expose early-stage startups to severe legal and financial risks under Ontario employment law. Flawed employment agreements often result in invalid termination clauses that trigger costly common-law notice periods, statutory non-compete violations under the Employment Standards Act, 2000, and ambiguous assignment terms that fail to secure company intellectual property.

Our latest blog covers essential employment clauses for emerging businesses, current Ontario drafting standards, and strategies for protecting enterprise value: https://ow.ly/xgjz50ZwC0G

Startups operate in fast-paced, resource-constrained environments where speed and flexibility are often prioritized over formal processes. While this approach c

08/05/2026

Systemic cutbacks in front-line healthcare staffing present serious operational, administrative, and regulatory challenges for health sector leadership across Ontario. The Ontario Nurses’ Association (ONA) has raised major concerns regarding widespread reductions in registered nursing and healthcare professional positions across major urban teaching hospitals and long-term care facilities: https://ow.ly/6PKv50ZwC6b

The Ontario Nurses Association is sounding the alarm over what it describes as a “tsunami” of new cuts at hospitals across the province, “leaving patients in a number of communities with less care.”