First published on Wednesday, March 5, 2025
Last updated on Wednesday, March 5, 2025
Welcome to HR Heartbeat, where we take a look at the week’s most pressing HR and employment law stories. With over a decade of experience working within the HR and employment law industry I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and legal.
How can you support your Muslim employees during Ramadan?
This year, the holy month of Ramadan takes place from February 28 to March 29, 2025.
Some of your Muslim staff may be fasting, so I’ve put together a few steps you can take to make your workplace more inclusive during this time.
Plan meetings with inclusive language (i.e., avoiding phrases like “lunch and learn” or “coffee chat”)
Offer flexible scheduling
Be aware of the planning of in-office catering days and events
Don’t assume all Muslim employees are fasting. Fasting during Ramadan is not obligatory for several groups, for example, people with certain medical conditions are exempt from fasting
Because religion is a protected ground under human rights legislation across Canadian jurisdictions, you have a duty to accommodate staff who need extra support during Ramadan.
Examining the cost of poor documentation
A recent ruling from the Ontario Court of Appeal reinforces a crucial lesson for employers— documentation really is everything.
In this case, a former VP took legal action after their previous employer failed to pay nearly $1.8 million in unpaid vacation, bonuses, and stock options.
Now this is a hefty price tag for letting an employee go, so the company fought back, arguing that the employee’s alleged misconduct justified withholding compensation. However, the court dismissed this claim.
Here’s how things went wrong for the employer:
No written employment contract—The VP’s entitlements weren’t clearly documented, leaving room for legal disputes.
Unclear bonus and stock option terms—The company didn’t formally outline conditions for payout, which worked in the employee’s favour.
Inconsistent application of policies—The VP had accrued vacation time, but the employer failed to establish that vacation had to be taken annually.
Employers, if you want my advice here, it’s to make sure contracts, policies, and compensation structures are clearly documented and consistently applied. Trying to change the rules after an employee leaves can backfire big time.
PEI introduces new rules for foreign worker recruitment
Starting April 1, 2025, if you’re a temporary foreign worker recruiter in Prince Edward Island, you must have a license or risk fines of up to $5,000. Not ideal.
This is part of the province’s new Temporary Foreign Workers Protection Act, designed to make sure foreign workers are treated fairly. To get a licence, recruiters must be lawyers, notaries, or registered immigration consultants, pay a $100 fee, and provide a $10,000 security deposit.
Your license is valid for up to three years except if you’re a new applicant—then your license is only valid for a year.
And if you’re recruiting for your own business, you won’t need to get a license.
After the UN raised red flags about Canada’s Temporary Foreign Worker Program, calling it a system that favours employers over workers, it’s crucial to be mindful of compliance now more than ever.
With more eyes on the TFW Program, you’ll want to make sure you’re treating your foreign workers fairly, reviewing your processes and following the new regulations to prevent costly penalties and avoid reputational risks. Review your policies and contracts to make sure your business is complying with the latest legislation.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
