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  1. Creed case law review

    May 2012 - What follows is a discussion of significant legal decisions dealing with religious and creed rights in Canada. The focus is on decisions made since the Commission issued its 1996 Policy on Creed and the Accommodation of religious observances. It does not review every decision, but those that may be important from a human rights perspective. In addition to a description of the case law, trends and areas where it is anticipated the case law will continue to evolve or be clarified are identified. The review will form the basis for further research and dialogue concerning the law in Canada as it relates to this significant area of human rights.

  2. OHRC comment to the Ontario Ministry of Labour regarding Canada’s 2012 ILO Article 22 Report on Discrimination Convention 111

    This submission outlines recent developments for the reporting period June 1, 2011 through May 31, 2012 related to discrimination in employment and the Ontario Human Rights Commission’s (the OHRC) mandate. It includes OHRC activities, recent case law and comment regarding relevant ILO Committee observations and direct requests.

  3. The Ontario Human Rights Commission and Christian Horizons today released the following statement

    August 15, 2013

    Christian Horizons and the Ontario Human Rights Commission are pleased to announce a partnership initiative to enhance diversity within the CH workforce, strengthening CH's mission to serve people living with developmental disabilities. As part of the initiative, CH will be welcoming applications for future vacancies in support worker and program manager positions from all persons regardless of creed.

  4. Exceptions

    From: Policy on creed and the accommodation of religious observances

    Discrimination or unequal treatment may be legally defensible in certain circumstances.

    1. Participating in special interest organizations

    First, s. 18 of the Code provides that religious, philanthropic, educational, fraternal or social institutions that are primarily engaged in serving the interests of persons who are identified by their creed, may give priority to persons of the same creed with regard to participation or membership.

  5. OHRC policy position on sexualized and gender-specific dress codes

    March 8, 2016 - Some Ontario employers require female employees to dress in a sexualized or gender-specific way at work, such as expecting women to wear high heels, short skirts, tight clothing or low-cut tops. These kinds of dress codes reinforce stereotypical and sexist notions about how women should look and may violate Ontario’s Human Rights Code.

  6. Employers get expert help on human rights in the workplace

    November 5, 2008

    Toronto – The new edition of a human rights handbook will help employers put human rights into action. The Ontario Human Rights Commission today released the newly-updated third edition of Human Rights at Work. This plain-language guide includes examples, best practices, sample forms and other resources to help people develop and maintain inclusive, respectful workplaces that meet the standards of the Ontario Human Rights Code.

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