A recent arbitration decision explores whether employers can deny or delay merit increases for employees returning from maternity leave. This post breaks down the ruling and explains how unionized and non-union employers should approach performance reviews and pay increases without triggering human rights risk.

In Marks v PepsiCo Canada, a single mother’s human rights claim turned into a retraumatizing ordeal when her employer called her abusive ex as a surprise witness. This case highlights the urgent need for a trauma- and violence-informed approach to human rights litigation.

Many workplace pregnancy loss policies reference miscarriage and stillbirth but leave out abortion. This omission creates stigma, confusion, and harm. Here’s why inclusive policies matter—and how employers can take action.

Supporting employees who breastfeed or chestfeed isn’t just a legal requirement—it’s a key part of building inclusive, equitable workplaces. This post breaks down the legal landscape in Canada, best practices for HR, and practical steps employers can take to create truly breast/chestfeeding-friendly environments.

Return-to-office mandates are widening the gender gap by disproportionately impacting working mothers who face childcare challenges and wage penalties. Without thoughtful flexibility and ongoing monitoring, these policies risk deepening workplace inequities. Learn why flexibility is essential and how employers can assess and mitigate the impact of RTO mandates on gender equity.

The theme for this week's videos was parental leave, including notice, accommodation, and reinstatement entitlements + employer obligations.

I'm doing a daily series of posts on LinkedIn that applies a feminist lens to employment law tips for employers. This week: parental leave.