On September 21, 2026, the federal government introduced Bill C-39, the Building Canada Strong Act (“Bill C-39”), at first reading. Among other measures, the omnibus bill proposes extensive amendments to the Canada Labour Code (“Code”), representing some of the most significant changes in recent years for federally regulated workplaces. The proposed changes to the Code […]
Read More We’re pleased to announce that several Emond Harnden lawyers have been recognized in the 2027 editions of The Best Lawyers in Canada™ and Best Lawyers: Ones to Watch in Canada™.
Read More Earlier this year, the Minister of Finance and National Revenue tabled Bill C-31, Budget 2025 Implementation Act, No. 2 (“Bill C-31”). While Bill C-31 introduces amendments to various pieces of legislation, it notably includes a proposed ban on most non-compete clauses and other employment-related restrictions under the Canada Labour Code (the “Code”).
Read More In a decision that will be welcomed by employers, the Ontario Court of Appeal has provided much-needed clarity on the interpretive framework for termination clauses in employment agreements.
Read More In Stribling v. Starbucks Coffee Canada Inc. (“Stribling”), the Ontario Superior Court of Justice confirmed that a settlement agreement can become legally binding through clear and unequivocal email correspondence, even where a formal release has not yet been signed.
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