Membership Associations

Our lawyers are experienced in the provision of legal services to a range of membership associations, each with its own unique challenges and needs depending on the size and organizational structure of the association, as well as the nature of the membership that they represent. We act for a diversity of clients in this sector, from business and professional associations to civic and social organizations.

In respect of their own operations, our membership associations sector clients benefit from our lawyers’ significant experience when they seek advice and representation in relation to labour relations, employment law and litigation, human rights, and privacy matters. Additionally, we regularly offer training seminars so that these organizations – and their membership – can remain up-to-date on the latest developments in these areas of law.

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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
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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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