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Employment Standards

Our lawyers provide expert legal advice to ensure that our provincially regulated and federally regulated clients’ workplace policies and practices are compliant with the legislated employment and labour standards.

Our services:

  • Assisting clients in reviewing and/or drafting employment contracts and policies and procedures that are compliant with employment standards legislation
  • Advising clients on employment standards issues such as hours of work, overtime, averaging agreements, leaves of absence (including Pregnancy and Parental Leave) and reinstatement rights and obligation, notice of termination (individual and mass), severance, temporary layoff and recall and successor employer obligations
  • Providing representation and advice during employment standards audits and investigations
  • Appearing before regulatory authorities on all matters relating to employment standards, including appeals

Practice Areas

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Federal Government Proposes Significant Amendments to the Canada Labour Code

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 […]
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Emond Harnden Lawyers Recognized in The Best Lawyers in Canada™ 2027 Editions

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™.
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Federal Government Introduces Proposed Ban on Non-Compete Clauses and Other Employment-Related Restrictions

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”).
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Context and Mutual Intentions Matter: Ontario Court of Appeal Provides Much-Needed Clarity on Termination Clause Enforceability

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.
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Federal Government Introduces Proposed Ban on Non-Compete Clauses and Other Employment-Related Restrictions

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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