Workplace Policy Lawyer in Toronto

We are regularly retained to draft or review employer policies relating to anti-discrimination/human rights, harassment, health and safety, accommodation, termination, remote work and related issues, in accordance with Ontario's Human Rights Code, Employment Standards Act, and other applicable industry requirements.

Our team cross-checks federal, provincial and municipal laws and jurisprudence, including policy and compliance updates from the Ontario Ministry of Labour and the Occupational Health and Safety Act, in all policy review matters to minimize the risks of legal non-compliance.

Yes. Our lawyers work closely with employer clients to ensure every policy fits with your organizational values, operational realities and industry-specific needs - never a generic 'template'.

Our firm will always perform a thorough introductory consult to review your current policies, flag any gaps, and prioritize what needs updating based on the existing legal/regulatory regime and your business goals.

The length of any engagement depends on scope, with an emphasis on turnaround time. Basic policy amendments can be completed in 1–2 weeks. Larger projects average between 3–6 weeks.

Our lawyers advise annual policy reviews and as soon as new legislation is passed (for example, sudden amendments to Ontario's Employment Standards Act or major case law precedent).

Yes. We stay current on all legal/policy changes and proactively reach out to clients about needed policy changes. Subscription-based updates are available for clients who want to ensure ongoing compliance.

We offer a range of flexible fee arrangements, including flat fees/bundled packages for standard policy work, hourly rates for highly customized files, and term retainers for ongoing clients. Fee transparency is tightly managed.

All employer/lawyer communications are subject to strict confidentiality terms. Sensitive employee and/or workplace information is always kept securely confidential and privacy protected.

Yes. We offer speedy response and expedited docket services for urgent policy concerns such as harassment investigations, mass terminations or regulatory employment audits.

• Existing workplace policies and employee handbooks
• Incident reports (if appropriate)
• Any organizational/industry-specific information on structure or risk areas

Yes. Our lawyers regularly host HR/employer training sessions for the rollout of new policies, employee rights and obligations, and policy compliance practices.

No. We frequently act on one-off engagements (with new clients or familiar employer partners), and do not require a retainer to be hired for policy drafting/review matters.

We conduct sectoral legal research specific to your industry context (eg healthcare, construction, technology), with policy terms tailored to the unique operational/legal risks in your sector.

Our lawyers will review any existing policies before starting from scratch. Most clients do not require a complete re-write and can be well-served by targeted updates from time to time.

Yes. We provide advice on practical policy rollout, communications strategy, and ongoing employee monitoring for compliance/non-compliance issues.

We provide employers with litigation support, including tribunal/arbitration, mediation, and court representation if necessary, with the language of employment policies often being important to your defense.

We prioritize employer policies relating to workplace harassment, accommodations/human rights, safety, and employee dismissal and/or termination, all of which are increasingly common as government audit targets.

Yes. Our practice works with workplace policies subject to the Ontario Labour Relations Act and unionized workplaces, as well as non-unionized and federally regulated workplaces.

Our team is committed to monitoring all legislative amendments, legal conference attendance, and professional memberships including the Canadian Bar Association.

Our firm offers tiered levels of service depending on needs, template work for basic employer policies, and complimentary flat fee arrangements where appropriate for budget conscious and/or compliance-seeking clients.

Yes. We provide clients with anonymized copies of certain policy files, as well as professional references in the retail, technology, professional services and other workplace sectors.

Specific confidentiality undertakings and internal ethical walls are employed to separate client information and workplace files. We will not work for competitor clients at the same time.

We will communicate with employer clients in the way they prefer, whether that means email, phone, or Zoom meetings. Written email correspondence between us is standard for policy review progress updates and draft exchanges.

Yes. Virtual meetings are always an option for out of office communciation, draft review and file discussions.

Any/all sensitive client information is restricted to our legal team, with secured file contents and the use of confidentiality agreements.

Yes. Our team will screen all policy work for DEI factors, from bias training and hiring practices to employee accommodations.

We automatically update our policy drafts to reflect any new laws if they come into effect during the course of your engagement/file, and will advise you about the policy impacts and/or timeline changes resulting.

Only a ON/KY/Canadawide lawyer can advise you on both policy compliance and policy practicality, resulting in a more robust, customized and defensible workplace strategy unlike a policy template document or non-legal consultant offering higher risk of potential non-compliance.

The process usually involves the following steps:

1. a consult (either in person or virtual) to discuss your workplace needs
2. the sharing of relevant documents
3. a proposal drafted for scope/timeline
4. collaborative commentary/drafting before finalizing your policies