Bardal v Globe & Mail is one of the most cited, and arguably one of the most fundamental, cases in employment law. It established a list of factors to be considered when determining how much common law notice an employee is entitled to when their employment comes to an end.

In Bhasin v Hrynew the Supreme Court of Canada established that parties have a duty of honesty in performing contractual obligations.

The termination clause in an employment contract is the clause most often argued over once an employment relationship comes to an end. In Machtinger v HOJ Industries Ltd. the Supreme Court of Canada considered the consequences of a termination provision which failed to comply with the Ontario Employment Standards Act.

An employer can dismiss an employee without notice or payment in lieu of notice (i.e. for just cause) where the employee has engaged in very serious misconduct. In McKinley v BC Tel the Supreme Court of Canada considered whether dishonesty can be grounds for just cause.

Constructive dismissal cases are some of the more complex cases in employment law. In Potter v New Brunswick Legal Aid Services Commission the Supreme Court of Canada confirmed the legal framework for constructive dismissal and applied the framework within the context of a lengthy paid administrative suspension.

An employee who expresses a political view has a right to be free from discrimination at work and to express unpopular opinions or use strategies that are not polite. But there are limits to this free speech.

Where an employee steps over the line of acceptable advocacy, appropriate discipline may be justified, considering the individual’s role and the nature and degree of visibility of their expression.