When I started here at Protea LLP, I imagined days filled with reading case law and neatly drafting memos. And yes, there is some of that. But it turns out real workplaces come with real questions, the kind you cannot solve with a citation or a Latin phrase.

Workplace rules do not end at the office door. In Ontario, employer‑sponsored social events – whether holiday parties, team‑building outings, client receptions, or off‑site celebrations – may be treated as an extension of the workplace. If your organization planned, sanctioned, encouraged, or funded the event, office standards may extend beyond the typical 9-5.

Protea LLP is proud to announce that Marc Rodrigue has been recognized as a Lawyer to Watch in the 2026 Canadian Legal Lexpert Directory in the Employment (Employer) category.

Protea LLP is proud to announce that Erin Porter has once again been recognized as a Leading Practitioner in the 2026 Canadian Legal Lexpert Directory in the Employment (Employer) and Workplace Human Rights (Employer) categories. Read article

Protea LLP is proud to announce that Alix Herber has once again been recognized as a Leading Practitioner in the 2026 Canadian Legal Lexpert Directory in the Employment (Employer) and Workplace Human Rights (Employer) categories.

Protea LLP is pleased to announce that three of its lawyers have been recognized in the 2026 Canadian Legal Lexpert Directory, one of the country’s most respected guides to leading legal practitioners.

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.

The recent decision in Gauthier v. Ignace (Township), 2026 HRTO 48 provides guidance on whether employers can lawfully end long term disability (“LTD”) benefits at age 65.

Social media has blurred the line between personal life and the workplace. What employees post “off the clock” can now go viral in minutes and employers are increasingly left wondering whether they can step in when an online post crosses a line.

A recent decision by Arbitrator Michael Bendel reviews and interprets the meaning of “maximum” in determining how much summer vacation an employee can take under the respective parties’ collective agreement vacation provisions.

As we bid farewell to the Year of the Snake and welcome the Year of the Horse, this is an ideal moment for employers to shed outdated policies and contracts, ensure compliance with new legal requirements, and set strategic priorities for the year ahead. To support that process, we have identified five practical resolutions that will help employers reduce risk, strengthen compliance, and position their organizations for success in 2026.

Protea LLP Welcomes Gabrielle (Gabby) Lloyd as Associate

Protea LLP Welcomes Kyla Tabibzadeh as Associate

Protea LLP Welcomes Jake Wagner as Associate

Protea LLP Welcomes Anna‑Marie Hickson as Law Clerk and Legal Support Coordinator.

Three of Canada’s leading management labour, employment, and human rights lawyers have joined forces with experienced law firm leader, to launch Protea LLP, a boutique law firm dedicated to guiding employers through the evolving world of work with clarity, strategy, and impact.