Workplaces are feeling the strain of rising caregiving demands – from childcare gaps to the growing needs of aging parents. When these responsibilities collide with scheduling rules, attendance expectations, or operational requirements, employers must navigate not just practical challenges but a legal duty under the Human Rights Code.

With the Olympics at a close and Canada mourning the loss of that gold medal in both the men’s and women’s Olympic hockey finals, the recent decision in Adelman v IBM Canada Limited reminds us of the Court’s approach to incentive compensation during the notice period and provides a useful guideline for employers for when, inevitably, employees will go for the Gold!  

In a recent decision, Toronto District School Board v Elementary Teachers’ Federation of Ontario, 2026 CanLII 1589 (ON LA) (“TDSB”), the arbitrator dismissed the TDSB’s motion to have the grievance dismissed for lack of jurisdiction given that the facts of the grievance were the same as those relied on to file a Workplace Safety and Insurance Board (“WSIB”) claim. On its face, this decision seems contrary to the finding in Peel District School Board v OPSEU, Local 2100, 2022 CanLII 45221 (ON LA) (“Peel”) where Peel was successful in having the grievance dismissed because of a parallel WSIB claim.

This Saturday is Valentine’s Day, a date circled on everyone’s calendar for roses, chocolates, and romance. But what happens when the roses are delivered from the cubicle next door? Navigating workplace romances doesn’t need to be difficult for employers. Our workplaces have always been a place where people meet, get to know each other, and in some case, fall in love.

Protea LLP is proud to announce that Alix Herber has been recognized as a Thomson Reuters Stand-Out Lawyer for 2026, an honour awarded to legal practitioners who are recognized and nominated by corporate counsel for exceptional client service, strategic insight, and industry-leading expertise.

A healthy workplace culture is more than a “nice to have”. In Canada, it’s a legal obligation – and ignoring it can cost employers far more than just productivity and employee morale. Toxicity fuels constructive dismissal claims, human rights complaints, OHSA investigations, reputational damage and public scrutiny that can spiral fast. Recent allegations such as those involving CBC North show how quickly internal cultural issues can escalate into both legal liability and public scrutiny.