Employers subject to provincial legislation that have employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings.
A recent wrongful dismissal opinion from the Ontario Superior Court of Justice weighed the impact of the pandemic and alleged failure to mitigate when deciding how much reasonable notice damages were owed the plaintiff.
In Antchipalovskaia v. Guestlogix Inc., the employer appealed a decision that the employee was entitled to 12 months’ notice for her dismissal without cause, which was based in part on a finding that she was continuously employed from 2011 to 2019.
Equal opportunity in the job market is not yet a given for everyone in the Netherlands; discrimination when recruiting and selecting new employees still occurs. The bill to oversee equal opportunities for recruitment and selection seeks to change this.
The appellate court dismissed an appeal, agreeing with the lower court that a football player’s action for damages against a physician for misdiagnosing his injury should proceed in superior court - and not in arbitration.
Spain is proposing a law that would provide paid medical leave for people who suffer from period pain. Will this lead international employers to consider similar policies and, if so, what should they be thinking about?
The Court of Appeal for Ontario has dismissed an employer’s appeal of an application judge’s decision that a non-competition clause in an employment agreement governed by the common law was unenforceable because it was ambiguous and overbroad.
Employers often want to have a data retention policy that works for all of their international operations. We look at the challenges with this approach and how to make it work in practice.
This month the High Potential Individual route to the UK opens – part of an effort, in the words of Chancellor Rishi Sunak, “to create one of the world’s most attractive visa regimes for entrepreneurs and highly skilled people."
