Rudner Law

06/23/2026

06/23/2026

Ron MacLean Opened For Me Because Of A Schedule Conflict

06/22/2026

Losing your job is stressful — and being handed a severance package to sign can feel overwhelming. But a recent legal decision proves why you should never rush to sign on the dotted line.
An employee in Alberta tried to pursue a discrimination complaint after already signing a severance agreement. She argued she only signed because she was stressed, sick, and worried about money. The tribunal ruled against her: general financial stress doesn't invalidate a legal contract. Because she signed it, she lost her right to sue.
Once you sign a release, you are almost always locked in. "Signer's remorse" won't hold up in court.
Whether you're an employer needing airtight agreements, or an employee who just received a severance offer, getting proper legal advice is crucial.
Need help with a severance package? Contact Rudner Law today.
🔗 https://www.hrreporter.com/chrr-plus/employment-law/severance-agreement-blocks-workers-discrimination-complaint/394587

06/22/2026

Is your company undergoing significant changes? If so, you might be exposing your business to hidden compliance risks.
Organizational change — whether it's a return-to-office mandate, restructuring, or shifting workplace policies — can significantly impact employee morale. But beyond morale, poorly managed change can erode trust. When employees feel they are treated unfairly or lack clear communication, what starts as a workplace grievance can quickly escalate into a legal issue.
Under Canadian employment standards and common law, major unilateral changes to duties, compensation, hours, or work location can lead to constructive dismissal claims. Furthermore, inconsistent implementation of these changes could trigger human rights complaints if they disproportionately affect employees in protected groups.
Change is unavoidable, but the legal risks don't have to be. Employers must proactively document the rationale behind decisions, assess the employment law implications early, and ensure clear communication to maintain trust and mitigate risk.
Are you planning significant organizational changes? Contact Rudner Law to ensure your change management strategy aligns with Canadian legal obligations and protects your business.
🔗 https://www.corporatecomplianceinsights.com/how-canadian-laws-regulations-inform-change-management/

06/21/2026

Happy Father's Day to every dad out there working hard to provide, protect, and lead. From all of us at Rudner Law — we see you. 👔

06/18/2026

Uber and DoorDash are lobbying hard to stop gig worker protection laws from spreading across Canada — and it's worth paying attention to why.
Ontario and BC have already passed laws giving app-based workers some basic rights: minimum wage, tip protections, and safety coverage. But these platforms are spending millions to make sure other provinces don't follow suit.
If you work for a delivery or ride-share app, here's what you should know:✅ Ontario's gig worker law took effect July 1, 2025✅ BC's protections came into force September 3, 2024❌ Neither law covers sick pay, vacation, overtime, or EI contributions — yet
Whether you're a gig worker trying to understand your rights, or a business that relies on platform workers, the law is shifting fast.
Rudner Law works with both employers and employees across Ontario. If you have questions about how these changes affect you, we're here to help.
👉 Read the full article: https://hrlawcanada.com/2026/06/doordash-uber-lobby-to-stop-spread-of-gig-worker-protection-laws/ 📞 Contact us at rudnerlaw.ca

06/17/2026

06/17/2026

Remembering Early COVID Naive Optimism

06/17/2026

Prince Edward Island is completely rewriting its employment laws, and the changes take effect on June 30.
Whether you run a business or work for one, you need to know what is changing. The new Employment Standards Act introduces 27 weeks of job-protected medical leave, lowers the maximum work week to 44 hours, and changes the rules around sick notes, scheduling, and termination notice.
For employers, non-compliance just got more expensive, with inspectors now able to issue direct fines. For employees, you now have more protections and a two-year window to file complaints.
Employment law is complex and constantly evolving. If you are an employer who needs to update your policies, or an employee who needs to understand your new rights, Rudner Law is here to help.
📖 Read the full summary of changes:
https://www.hrreporter.com/news/hr-news/provinces-new-employment-standards-act-takes-effect-june-30/394561
📞 Contact us at rudnerlaw.ca

06/16/2026

Are your employees taking "time off, but not logging off"?
A new Employment Hero survey highlights a growing issue in Canadian workplaces: nearly half of full-time workers have changed, shortened, or delayed their vacation plans because of workload pressures. Even when they do take time off, 46% are still checking emails and Slack, and 34% are actively working.
As an employer, it is not enough to simply have a vacation policy on paper. If your team feels too overwhelmed to disconnect, it can lead to burnout, decreased productivity, and potential liabilities down the road. Creating a culture where disconnection is possible requires clear planning for coverage and communication.
If you need guidance on reviewing your vacation policies or managing workplace expectations to support both your business goals and your employees' well-being, our team at Rudner Law can help.
Read more about the survey findings here:

Nearly half of full-time employed Canadians with paid time off have delayed, shortened or changed vacation plans because of workload or workplace pressures,