The Top 12 HR Compliance Cases of 2024

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HR law stems from two major sources: legislation and court cases. While new legislation often receives significant media attention, court rulings can quietly reshape the HR landscape, leaving many unaware of their implications. These decisions often highlight emerging trends, like the gig economy and telecommuting, or reinforce the importance of foundational principles, like good faith and workplace harassment policies.

At HR Insider, we’ve identified the 12 most significant HR compliance cases of 2024. Each case is more than just a legal headline—it carries real-life lessons and practical takeaways for HR leaders striving to ensure compliance and mitigate risks. Below are a few key highlights:

1. BC High Court Opens Door to Wallace Damages for Bad Faith During Employment In a groundbreaking case, the BC Court of Appeal ruled that employers could face bad faith damages not just for how they terminate employees but also for their conduct during the employment relationship. This means actions like withholding bonuses or promotions unfairly could result in lawsuits. Employers should prioritize transparency and foster a fair workplace culture to minimize these risks.

2. Manitoba High Court Okays Gig Workers’ Class Action Lawsuit Against SkipTheDishes Couriers filed a class action against SkipTheDishes, challenging unfair contract terms that prevented them from suing collectively. The court ruled that the arbitration clause was unconscionable and unenforceable. With gig work representing a growing segment of the workforce, HR professionals must ensure these relationships comply with legal standards to avoid similar litigation.

3. Employer Needn’t Investigate Ex-Employee’s Harassment Claim, Says Ontario Tribunal An employer was not obligated to investigate a harassment claim brought by a former employee six months after termination. This ruling clarified how employers’ responsibilities change after the employment relationship ends. Still, companies must have a robust harassment policy to handle complaints promptly and fairly during employment.

4. Arbitrators Offer Clarification on Employment Rights of Telecommuters Two major rulings in 2024 addressed the rights of telecommuters. In one case, a federal arbitrator ruled it unreasonable to apply mandatory vaccination policies to fully remote employees who never attended the workplace. In another, an Ontario arbitrator sided with an employer, allowing them to hold telecommuters responsible for certain workspace costs if accommodations were otherwise reasonable. These rulings highlight the importance of having clear, fair telecommuting policies that align with current legal standards.

Don’t stop here! Want to see all 12 cases and their detailed explanations? Follow this link to read the full article and gain deeper insights into how these rulings could impact your organization.

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Better yet, join our free webinar on January 30th! Get the in-depth breakdown of these cases, expert guidance, and answers to your burning questions—all in one session.

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Stay ahead of compliance challenges and ensure your HR strategies are aligned with the latest legal developments.