Key Insights from H2R's September 2025 Lunch & Learn Webinar: Legal Updates, Termination Clauses, and Disability Inclusive Hiring
Written by: The H2R Team
H2R Business Solutions’ monthly Lunch & Learn webinar series gives small and medium-sized business leaders a free opportunity to gain actionable insights on HR, leadership, and workplace strategy. The September session featured Evan Campbell, employment lawyer at Phileon Wakeley, providing updates on recent labor legislation and best practices for termination clauses, and Kirsten Smith from the Ontario Corporate Training Centre (OCTC), sharing strategies for disability inclusive hiring and building more inclusive workplaces. This interactive session explored legal compliance, employee agreements, and practical approaches to fostering diversity and inclusion, offering business leaders tangible guidance and real-world examples to strengthen their HR practices and workplace culture.
Webinar Highlights
Maja Cekrlija:
This month, I’m thrilled to welcome our friend Evan from Phileon Wakeley to give updates on the legal front, and Kirsten Smith from OCTC, who will talk about transforming workplaces through disability inclusive hiring. Welcome, speakers!
Evan Campbell – Employment Lawyer
Updates on recent labor legislation and best practices for termination clauses
Evan Campbell:
Today I’ll cover some recent changes in legislation and some recent case law, especially around termination clauses in employment contracts.
First, some statutory changes: Ontario’s been busy with the Working for Workers Acts. We’re now on WFA 6 and WFA 7 (Bill 30), which is still going through legislative steps.
Under Working for Workers 6, two leaves are important:
- Long-term illness leave: In force now, provides 27 weeks of unpaid, job-protected leave. Employees must have worked 13 consecutive weeks before taking this leave.
- Placement of a child leave: Not enforced yet, but will give employees 16 weeks of unpaid, job-protected leave for adoption or surrogacy.
Even with these leaves, employers still have obligations under the Human Rights Code, so you can’t just end employment once statutory leave ends if accommodation is required.
Working for Workers 7 / Bill 30 introduces:
- Reporting mechanisms for fraudulent job postings (think Indeed, LinkedIn, etc.).
- Job-seeking leave: Up to 3 unpaid days for employees in mass termination situations (50+ employees in 4 weeks).
- Extended layoffs: Could go up to 52 weeks in a 78-week period, but must be agreed with the employee.
- Changes to Occupational Safety Act: Possible reimbursement for defibrillator costs and administrative penalties.
On employment agreements, a key highlight is termination clauses. Courts have been strict about “at any time” language, it’s safer to remove it entirely to avoid disputes. Some cases uphold simple clauses limiting entitlements to Employment Standards Act minimums, which is a win for employers.
Key takeaways for HR:
- Review termination clauses in your offer letters and employment agreements.
- Ensure compliance with new transparency requirements and upcoming job posting rules.
- Keep up with wage updates and legislation changes.
Maja Cekrlija:
Thanks, Evan. Quick clarification: Should we remove “at any time” wording from contracts?
Evan Campbell:
Yes, I recommend not using it. Courts have debated this, and it’s better to avoid potential disputes altogether.
Kiersten Smith – Ontario Corporate Training Centre (OCTC)
Strategies for disability inclusive hiring and building more inclusive workplaces
Kiersten Smith:
I’m here on behalf of the Ontario Corporate Training Centre (OCTC), part of the Ontario Disability Employment Network (ODEN). We help businesses transform workplaces through disability inclusive hiring.
A few highlights:
- More than 1 in 4 Canadians over age 15 self-identify as having a disability. That’s 27% of the workforce.
- 850,000 Canadians with disabilities are unemployed despite being ready and qualified to work.
- Inclusive workplaces are more profitable—highly inclusive companies are 120% more likely to meet financial targets.
Barriers to disability inclusion:
- Myths about capabilities
- Overestimating accommodation requirements
- Fear of the unknown
What you can do as HR:
- Learn about myths and misconceptions.
- Partner with Employment Service Providers (ESPs) to tap into the disability talent pool.
- Review job postings for inclusivity beyond accommodation statements.
- Focus on retention through regular check-ins and support.
Resources & events:
- OCTC offers training, both in-person and online.
- Odin memberships include access to training, job posting audits, and interview coaching.
- Free resources: guides, tip sheets, research reports.
- ESPs: Full Ontario directory available online to connect with providers.
Upcoming opportunities:
- National Disability Employment Awareness Month (NDEAM): October 16, Light It Up for NDEAM, light up your business in purple and blue.
- Rethinking Disability Conference (RDC 2025): November 3, Richmond Hill. One-day business stream includes training, workshops, and networking.
If you have questions or want to learn more about disability inclusive hiring and how H2R can support your HR goals, contact us today.
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