Doug’s Year End Rant

by | Dec 19, 2017 | For Employers

Earlier this week I concluded that the rule of law no longer applies in many Ontario workplaces. The epiphany hit me when I was meeting with the Managing Director of a boutique law firm.

When I use the expression “rule of law” I mean the principle that all people and institutions are subject to and accountable to law that is fairly applied and enforced.

The fact is many employers are unaware of many of the laws that apply to them, and the Ontario government is not enforcing many of them.

You would think that a law firm would be aware of the laws that apply to it but the reality is that most small and medium size law firms do not have a dedicated HR person and do not have an employment lawyer on staff.

Here are some of the employment laws that apply to a small firm:

As of December 31, 2017 the Law Society of Upper Canada  – soon to be the Law Society of Ontario – requires: all lawyers to adopt a statement of principles acknowledging their obligation to promote equality, diversity and inclusion, and: all law firms with 10 or more lawyers to develop a human rights/diversity policy dealing with recruitment, retention and promotion. There is much uncertainty relating to the required contents of these documents.

As of December 31, 2017 an employer with 20 or more employees must file a compliance report under the Accessibility for Ontarians with Disabilities Act (“AODA”). By 2015 about 65 % of employers had not complied with the 2012 reporting obligation. In addition, nine new obligations were imposed on small employers under AODA earlier this year including the obligation to notify job applicants that accommodations for disabilities will be provided on request.  

On November 22, 2017 the government passed a myriad of significant changes to Ontario’s employment standards law. Some of the changes became effective immediately and many of the changes will take effect on January 1, 2018.

Although a law firm office is not a particularly dangerous place to work, all employees are required to receive mandatory health & safety awareness training under the Occupational Health & Safety Act and mandatory customer service training under AODA. In addition,  employers with more than 5 employees must prepare, post & review annually a health & safety policy, a workplace harassment policy, and a workplace violence policy. Furthermore, all employers are required to appoint a trained investigator to investigate an incident of workplace harassment, and the employer must have a written complaint and investigation process. The employee need not file a complaint; the obligation is to investigate incidents and formal complaints. If not, the Ministry of Labour can appoint an external investigator at the employer’s expense. 

The list of new obligations that have been imposed on Ontario employers in recent years goes on and on.

You would think a small or medium sized law firm would know about all of its legal obligations and comply with them but I doubt all or even most of these law firms are in compliance.

When reputable, well intentioned small to medium size law firms do not follow the rule of law how can we expect less knowledgeable employers to do so.

So I ask the Ontario government: Will you stop introducing new laws that are not being followed or being enforced, and start educating employers on their obligations? When this education process is complete will you start enforcing these laws?

For over 30 years, Doug MacLeod of the MacLeod Law Firm has been advising employers on all aspects of the employment relationship. If you have any questions, you can contact him directly at 416 317-9894 or at [email protected]

The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.



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