The Ontario government is raising the minimum wage from $17.20 to $17.60 an hour, effective October 1, which will support over 800,000 workers. This annualized wage increase of 2.4 per cent is based on the Ontario Consumer Price Index (CPI) and delivers on the government’s plan to protect and support workers while keeping Ontario competitive in the face of U.S. tariffs.

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According to the 2025 TD AI Insights Report, 56 per cent of Canadians surveyed who use AI at work report it enhances their productivity. Younger Canadians in particular, such as Gen Z (69 per cent) and Millennials (59 per cent) are more inclined to view AI as an enhancer of their work compared to Gen X (50 per cent) and Boomers (38 per cent).

“AI is transforming the workplace and creating powerful new opportunities for growth, learning, and career advancement.” says Tina Robinet, Senior Vice President, Human Resources, Shared Services at TD. “At TD, we see AI not just as a tool but as an opportunity to enable and empower employees. Our focus is on building colleague confidence around new technologies.”

AI as a Career Differentiator and Source of Pressure
Canadian workers see AI knowledge as a career asset. More than half (52 per cent) of those who use AI at work believe AI expertise gives them a competitive edge over their peers in similar roles. At the same time, 27 per cent admit to exaggerating their AI proficiency to colleagues, suggesting growing pressure to keep up.

Younger generations are leading the mindset shift. Nearly a third of Gen Z (32 per cent) see AI as more of an opportunity than a threat to future jobs. They are followed by Millennials (23 per cent), while Gen X (18 per cent) and Boomers are least likely to see AI as an opportunity (19 per cent).

Room to Grow in AI Tool Adoption
While more than half of Canadian workers (58 per cent) say they use AI tools provided by their workplace, a much smaller proportion use these tools regularly. According to the survey, only 8 per cent use company-sponsored AI tools daily, 14 per cent use them weekly and 13 per cent claim they use them monthly. A significant portion of Canadian workers surveyed report they never use AI tools at work (42 per cent).

“We know that adopting new technologies can feel daunting – for both the organizations themselves and colleagues,” says Kirsti Racine, Vice President of the TD AI Technology Platform. “At TD, taking a targeted approach to delivering AI capabilities to colleagues has proven to be successful in helping us overcome this barrier. We are working with our lines of business and our colleagues to roll out solutions where they can see benefits in the near term – and as a result, we’ve seen a steady increase in engagement, adoption and excitement about our AI tools.”

Upskilling Remains Critical
One of the top barriers cited by Canadian workers to wider AI adoption is a lack of training. Nearly two thirds (64 per cent) of those workers using AI feel their employers have not provided adequate guidance on how to use AI effectively. Over a quarter (27 per cent) even strongly disagree that they have received adequate training from their employer on using AI in the workplace.

Moreover, many workers believe their colleagues, and even their managers, lack true understanding of AI’s capabilities and risks. When it comes to use of AI in the workplace, 58 per cent say most of their colleagues have no idea what they are doing, and almost half (48 per cent) think their boss is out of touch.

TD is actively working to help address the gap between potential and preparedness at the Bank. Among the targeted colleague populations who are using AI tools, TD has a colleague engagement rate of 80 per cent with Microsoft Office 365 Copilot and 92 per cent with GitHub Copilot and is receiving positive feedback about the capabilities that have been enabled including augmented code and document creation. In addition, through various learning and development programs like TD Thrive, colleagues can build skills at their own pace through a range of formats, including virtual sessions, in-person learning, coaching, and self-guided tutorials to support AI literacy and readiness.

“AI is transforming how Canadians work, but meaningful adoption requires more than just new tools. It takes trust, training, and thoughtful leadership,” says Luke Gee, Chief Analytics & AI Officer, TD Bank Group. “Behind every AI strategy at TD is the opportunity to make customer and colleague experiences smarter and more intuitive. From chatbots that help our colleagues work faster, to using AI to automate tasks to free up colleagues time, to providing training to help grow colleagues AI skills, our goal is to make banking simpler, safer and smarter.”

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The Ontario government is increasing the minimum wage from $17.20 to $17.60 an hour effective October 1, 2025, to support workers and businesses. This annualized wage increase is based on the Ontario Consumer Price Index (CPI) of 2.4 per cent and will bring Ontario’s minimum wage to the second highest provincial rate in Canada.

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The goals of this campaign are to:

• Increase awareness and use of the Muskoka Job Board to connect employers to job seekers;
• Encourage residents, including youth, to pursue career paths that are in high demand;
• Highlight career development opportunities in key economic sectors; and to
• Highlight Muskoka’s environment, quality of life, and economic opportunities to attract job seekers from outside the region.

The first video in the series was created in partnership with Explorers’ Edge (Regional Tourism Organization 12) to encourage careers in the tourism industry. The video highlights the appeal of the Muskoka lifestyle through beautiful landscapes and thrilling recreational activities, and showcases employees in various roles at local tourism businesses. The second video in the series will be released later in 2024 and will focus on promoting careers in construction and trades, which is another high demand industry in Muskoka.

Launched in 2023, the Muskoka Job Board pulls listings from over forty popular regional and local job sites and displays them in one location that captures the employment opportunities in Muskoka. Listings are searchable by keyword, job type, and municipality, and can be browsed using an interactive map.

The Muskoka Workforce Strategy and Implementation Plan, developed in partnership by the District of Muskoka and the lower-tier Muskoka municipalities, were approved by municipal Councils across the region in Spring 2024. This workforce development campaign was established as one of the first steps towards actioning the recommendations within the implementation plan.

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“We’re experts in the world of work, and we’re seeing that companies are continuing to evolve their understanding of what workplace strategies look like and how they can best support employees,” said David Boone, CEO, Staples Canada. “As a brand committed to supporting employers and employees, we have worked with our expert partners to help identify key trends that will help inform strategies to create workplaces that foster connectivity, collaboration and culture.”

Key trends that workplaces can expect in 2024:

• Flexible work models are here to stay. Most hybrid workers are required to come into the office between one to three days each week, and four-in-five (81%) of those surveyed are highly satisfied with their current arrangement of home and in-office days.
• Greater focus on connection and culture. The top benefits of in-office days among employees include building quality relationships (65%), better communicating with colleagues (53%), and feeling connected to your company (48%).
• Technology will continue to be both a draw and a need for the workplaces of the future. Many hybrid workers rely on the office for access to equipment they may not have at home – hybrid workers who come into the office most often are also most likely to say better access to equipment is a main benefit to coming in (37%). Among all hybrid workers, roughly one-third (30%) say better access to equipment is one of the main benefits to coming into the office.
• Hybrid workers are still working on their home office setup and have access to better workspaces in the office. Hybrid workers who are less happy with their home office setups are more likely to be relying on in-office equipment. Those who say their home working setup is only ‘adequate’ or ‘poor’ are more likely to cite better equipment as a reason for coming in (43% vs. 25% of those who are happy with their work-from-home setups).
• Hybrid work models make employees happier. The majority of those surveyed (56%) say they’re happier on the days when they work from home. Employees report being happier more of the time in the office if they are a newer employee with the company (51%), experiencing low/no burnout (47%) and are able to choose how many or which days they come into the office (50%). In contrast to the rest of Canada, if you’re a Quebecer, you’re happier more of the time in the office (58%), vs. working from home.
• Workplaces will continue to adjust their work models, but personalizing the model for your company is key to supporting optimized productivity. While the majority of employees felt they were well-informed about when and how often they will be coming into the office in 2023, almost half (47%) are uncertain about work guidelines for 2024 and beyond.

“With everything that we’ve learned and continue to learn about hybrid work and its impact on employee happiness and productivity, it’s important for workplaces to find the right balance, and support their employees with the right solutions,” continued Boone.

As the leader in business solutions, Staples Professional continues to keep a pulse on the evolving world of work to partner with its clients on how to best support them with hybrid work solutions. This includes everything from technology and workplace design solutions to branded promotional products and everyday office supplies – all with the goal of supporting productivity and connection to a client’s brand and culture. Members receive access to a dedicated account manager who tailors the business program to their organization, providing access to a network of product subject matter experts, easy online ordering, discounts and perks, free next-day delivery and more.

As well, to help inform its solutions around hybrid work, Staples continues to work with a team of experts for its Work from Anywhere Advisory Council, a collective of industry experts and thought leaders across the fields of tech, productivity, design, ergonomics, and more. The Council supports the new world of work with expert insights, thought leadership and informative content to work smarter, learn more and grow every day. Find out more about the Staples Work from Anywhere Advisory Council and its members at here.

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“As jolly as the season is, the possibility for something to go wrong is likely. Employees and employers alike can avoid some of the mishaps that could happen by taking the proper precautionary measures,” says Kiljon Shukullari HR Advice Manager at Peninsula Canada.

It’s important to remember that you can still have a good time at the holiday work party but be mindful of your behavior. Below are some dos and don’ts at a holiday work party.

With an open bar, what could go wrong you may ask? A lot. Drinking heavily lowers your guard and can lead to unacceptable behavior that you don’t want at your holiday work party. According to a recent study, one-fifth of people have taken part in binge drinking at an office party.

Not only could an employee say something they shouldn’t, but their actions can also get them in big trouble.

Employers should be mindful that incidents of harassment tend to rise in situations where alcohol is readily available. To avoid any mishaps, it would be best to keep it at a two-drink maximum.

As much as everyone wants to let loose at the company holiday party, it’s important for employees to follow company guidelines while still having a good time. It’s important to remember that even though work parties are not in the office, these occasions are still considered a company event and professionalism must be maintained.

Who doesn’t like to share photos and videos from a fun night out on their social media? To protect the privacy of colleagues and the business, employers should have a social media policy in place stating that all staff must respect the privacy rights of their colleagues and uphold the company’s reputation online.

Embrace the holiday spirit by dressing in festive attire, but always ensure your outfit aligns with the company’s dress code. It’s important to remember that since this is a company event, company rules still apply.

Avoid controversial or sensitive topics that may make some uncomfortable. Keep conversations light, positive, and fun by focusing on shared interests and accomplishments.

This is a great opportunity to connect with colleagues from different departments. Engage in conversations that promote an open and welcoming environment.

It’s important to create a festive, inclusive, and safe holiday atmosphere for all employees. By adhering to these do’s and don’ts, employers can be sure that the holiday work part is an enjoyable and memorable experience for everyone.

Peninsula has been helping businesses with HR and health & safety compliance for 40 years. We are now trusted by over 120,000 SMB owners across the globe. In Canada, we support over 6,500 businesses in 8 provinces, providing a service tailored to your business needs.

We provide round-the-clock support to our clients with commercially focused advice, bespoke HR and OHS solutions, and software to protect and grow your business. This means we’re not just a source of expert help, but a trusted partner. We pride ourselves on delivering a service that mitigates risk, adds value, and allows businesses to focus their time on what they started a business to do.

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The Ontario government is introducing legislation that, if passed, would put in place ground-breaking protections for more than 400,000 people in the restaurant and hospitality industry. The Working for Workers Four Act, 2023, includes updates to the province’s Employment Standards Act, which would ban unpaid trial shifts and make clear that employers can never deduct an employee’s wages in the event of a dine and dash, gas and dash, or any other stolen property.

The post Ontario To Ban Unpaid Restaurant Trial Shifts As Part Of New Labour Law appeared first on Muskoka411.

The Ontario government will soon introduce legislation that, if passed, would require employers to include expected salary ranges in job postings, giving workers more information to make informed decisions in their career search. In addition, the legislation would make Ontario the first jurisdiction in Canada to require businesses to disclose if artificial intelligence (AI) is used during their hiring process.

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Resolv’d is a new mediation, arbitration and workplace investigations company, based in Barrie and providing services across Ontario.

“Our roster of experienced mediators, arbitrators and investigators is impressive, and we are all here to do the same thing – provide swift, sustainable solutions.  Whether it’s a family law matter, an estate dispute, a commercial disagreement or negotiation, or a workplace complaint, Resolv’d can provide a fast and efficient way to get the resolution the parties want, without the time and expense of court battles or protracted negotiations,” said Tom Dart, an experienced family law lawyer turned arbitrator/mediator.

Josh Valler, an employment law lawyer and investigator agreed, “We are all very proud to offer these services in the hopes that more people have access to justice and get results, at a time where court wait times are at an all-time high, and the fair resolution of employee complaints is integral to business growth and success.  In terms of employment investigations, we offer a way for employees and employers to have a timely, independent investigation and recommendations on resolution of employee issues, so business owners can concentrate on the business.”

“People want a timely resolution to a dispute or issue but courts are backlogged and litigation is intimidating and expensive. Many people want to participate in a dialogue, feel heard, and be part of a final solution, which then ends up being more readily accepted by both sides.  Having a neutral, experienced third party lead parties through a mediation or conduct a workplace investigation, can provide insight, comfort and acceptance,” said Tom Dart.

For more information on Resolv’d visit their website at www.resolvd.ca or call 705-730-9667.

*This Article Is Sponsored By Resolv’d

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As part of these modernization efforts, Service Canada has improved the online My Service Canada Account (MSCA) to allow anyone with an account to view their Social Insurance Number (SIN) securely online.

• Clients who apply for a new SIN online will be able to view a confirmation of their SIN digitally on MSCA.
• Clients with an existing SIN, and who already have an MSCA account, will be able to view their SIN securely in the MSCA application.
• Clients who have an existing SIN, but do not have an MSCA account, will be able to view their SIN securely online after creating an account and validating their identity.
• Clients will still automatically receive their SIN confirmation letter by mail.

This digital service will improve efficiency and reduce the need for clients to visit a Service Canada Centre, especially newcomer and international student clients, who account for the majority of our SIN service transactions. Coupled with the ability to apply for a SIN online, this new service can help clients self-serve digitally from start to finish in the SIN process, avoid in-person queues, and have access to a digital record of their SIN any time they need it. Social insurance numbers enable Canadian citizens, permanent residents and temporary residents to work in Canada and have access to benefits and services from government programs anytime, anywhere.

The MSCA registration process previously required a SIN during the identity validation stage. This initiative will allow successful online SIN applicants to register for MSCA without a SIN. Other identity validation elements, namely the Unique Client Identifier issued by Immigration, Refugees and Citizenship Canada or the Birth Registration Number appearing on the Canadian birth certificate, in combination with a SIN application number, will now be accepted when registering for a My Service Canada Account.

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