Recognize that no specific Canadian statutory employment leave exists exclusively for inherited property sales, requiring employers to evaluate requests through existing leave frameworks. When employees inherit property requiring expedited sale—whether through estate settlement deadlines, carrying costs, or market conditions necessitating an inherited property buyer—employers must assess which leave provisions apply under provincial employment standards and workplace policies.
Evaluate bereavement leave provisions first, as inherited property situations …

Canada’s online gambling sector—encompassing platforms like Moonbet sportsbook and other digital betting operations—presents unique employment law challenges that demand specialized compliance strategies. Employers must navigate provincial gaming regulations alongside federal employment standards, ensuring hiring practices satisfy both licensing authorities and labour law requirements. Key considerations include properly classifying workers in this gig-heavy industry, implementing robust responsible gaming policies that protect both customers and employees, and understanding how termination …

Establish clear written policies distinguishing vaping from traditional smoking before employees purchase vape juice online and bring devices to your premises. Canadian workplaces face evolving regulatory landscapes as provincial legislation increasingly treats vaping similarly to smoking, yet significant gaps remain in enforcement and employee awareness.
Designate specific vaping areas that comply with provincial smoke-free legislation while addressing unique concerns like secondhand vapour exposure and the discreet nature of modern vaping devices. Unlike traditional cigarettes, e-…

Distinguish between THCa vape cartridges and THC products immediately—this legal distinction forms the foundation of compliant cannabis workplace policies in Canada. THCa (tetrahydrocannabinolic acid) exists in its non-psychoactive form until heated, creating unique regulatory challenges that current workplace policies may not adequately address.
Establish clear written policies that specifically name THCa products alongside traditional cannabis forms, as generic “cannabis policies” create enforcement gaps. Your…

Can an employer have a probationary employee terminated with no notice?

The answer to that depends on the company’s policy and the corporate laws it follows. The employer will have to ensure that such termination is being handled properly.

According to most of Canada’s employment standards, n employer can terminate the probationary employee within the statutory period. This statutory period comprises the first three months, where in the terminated employee is subjected without just cause, notice or pay.

However, the said termination must be based solely on the term ‘suitability’. The term simply means…

Last October 2018 in Canada, recreational use of cannabis was legalized. Unsurprisingly, the number of users increased and it has become a concern whether it will affect greatly in the workplace if the recreational use is practice the same way as smoking cigarettes.

It is already a fact how the use of marijuana affects the disposition of the user. However, for a business owner, having your employee under its influence during working periods, legalized it may be, will certainly cause worries about the performance and productivity. To avoid further damage, consider the following points:

You can …

One company in Ontario has a complicated situation. The previous owner was selling it and as soon as it was purchased, complications occurred gradually. The problems included dealing with the severance and termination pay of the previous employees. To do this kind of transaction, employment standards must be exercised. It is only appropriate and it prevents breaking corporate laws.

As the business owner, if you are looking to sell your company, you must consider, for the sake of your employees who help you in along the way, in doing the following:

Communicate with the employees

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