Toronto and online, Oct. 23, 2025
A full day of practical sessions for HR professionals from leading employment lawyers and workplace investigators, on the investigations, complaints and terminations that end up in costly litigation.
View sessions on demand
Investigations that go sideways. Harassment complaints that are mishandled. Terminations that end in costly litigation.
Workplace Law Talks 2025 brought leading employment lawyers and workplace investigators together for a day of practical sessions on ethical investigation protocols, legally defensible techniques and the toughest situations HR professionals face.
Nine sessions over a full day in Toronto, with breakfast, lunch and networking for in-person attendees. All times ET.
The organizers and conference chair open the day and outline its key themes.
Stuart Rudner, Rudner Law
Practical strategies for using AI responsibly across the employee lifecycle, from hiring and performance insights to automation, upskilling, compensation and AI-influenced terminations.
Lisa Stam, Spring Law
The challenges of anonymous whistleblower investigations, drawn from Bob's experience as both whistleblower and investigator, with a framework for avoiding errors, bias and procedural flaws.
Bob Stenhouse, Veritas Solutions
Balancing policy and process with the human experience: how rigid use of contracts can harm culture, trust and retention, and how to build empathy and dialogue alongside compliance.
Carlie Bell, Citation Canada
Where employee rights, workplace safety and diversity initiatives meet: free speech at work, psychologically safe workplaces and evidence-based approaches to diverse teams.
Muneeza Sheikh, Muneeza Sheikh Employment and Human Rights
The employee's duty to seek comparable work after a termination without cause in Ontario, how it can reduce compensation, and what employers and employees need to do.
Brooke Auld, Piccolo Heath LLP
Impartiality, confidentiality, due process, conflicts of interest, transparency versus privacy, unconscious bias and managing employees during an investigation.
Lai-King Hum, Hum Law Firm
Workplace culture assessments as a proactive alternative to reactive investigations, revealing trust gaps and sources of conflict to guide targeted interventions.
Tova Bar-Dayan, BD Investigations
Recent Canadian rulings on just cause, wrongful dismissal and termination clauses, including progressive discipline, misconduct, dishonesty, performance and toxic behaviour, plus common employer missteps.
Accommodation under the Ontario Human Rights Code and AODA, documentation requests, managing disruptive behaviour or safety concerns, and balancing performance expectations with career advancement.
Andrea Sanche, Ricketts Harris LLP
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