As the year comes to a close, it’s time to reflect on the stories that resonated most with human resources professionals and business leaders across Canada. From groundbreaking rulings on workplace safety to insights on employee well-being and retention, HR News Canada covered the topics that shaped the profession in 2024.
These top 10 stories capture the challenges, innovations, and evolving dynamics of human resources, offering a glimpse into the issues driving conversations and decisions in workplaces nationwide. Let’s dive into the year’s most-read articles and see what captured the attention of our readers.
IKEA Canada leans into affordability to support Canadians in doing more with less. (CNW Group/IKEA Canada Limited Partnership)
10. IKEA Canada reports big drop in employee turnover with focus on well-being, job satisfaction
IKEA Canada achieved its lowest employee turnover rate in a decade, dropping from 35% to 24.5% in fiscal 2024, significantly below the national retail average of 37.4%. The company credits this milestone to initiatives prioritizing flexibility, financial tools, development opportunities, and mental health benefits. CEO Selwyn Crittendon highlighted the importance of supporting employees and customers during economic uncertainty while maintaining a focus on affordability and sustainability. Despite a 1.4% drop in sales to $2.87 billion, IKEA Canada emphasized partnerships with organizations like Furniture Bank and Indigenous communities, showcasing its dedication to balancing employee well-being with operational and community goals. Read the full story.
9. Telus tells Ontario call centre workers to relocate or risk losing their job
Telus Corp. has informed 150 Ontario-based call centre workers they must relocate to Montreal, apply for a new role, or face layoffs by October. The move comes as Telus closes its Barrie, Ontario, location, citing a shift toward digital and AI-driven customer service. Employees impacted by this decision will receive financial relocation support or a severance package exceeding labour code requirements. The union representing the workers, United Steelworkers Local 1944, called the move a “backdoor termination” and is exploring legal options. Employment experts highlight potential relocation obligations and insufficient notice, raising concerns over Telus’ handling of the situation. Read the full story.
8. Too many cooks in the HR kitchen: Profession often gets unsolicited, unwanted and unwise advice from outside
HR professionals frequently face unsolicited and unwise input from other departments, often undermining their expertise. Evert Akkerman highlights this trend, recounting instances of interference in drafting job postings, employment offers, and policies. Despite lacking HR-specific knowledge, colleagues from Operations, Finance, and Legal often insist on unnecessary edits or impose counterproductive ideas, wasting time and resources. Such incursions reflect a misunderstanding of HR’s role and diminish its effectiveness. Akkerman emphasizes the importance of boundaries and respecting expertise to foster efficiency and professionalism. Successful companies recognize this, allowing HR to focus on strategic, meaningful contributions rather than defending its territory. Read the full story.
7. 40% of employers admit to posting fake job listings: Survey
A ResumeBuilder.com survey of 649 hiring managers revealed that 40% of employers posted fake job listings in the past year, with 30% actively maintaining them. These listings aim to suggest company growth, reduce employee workload concerns, and make staff feel replaceable. While some employers report benefits like increased productivity (77%) and improved morale (65%), experts warn of ethical and reputational risks. ResumeBuilder.com’s Stacie Haller criticized the practice as deceptive, undermining trust and transparency. Though 70% of hiring managers view it as morally acceptable, such actions can damage long-term company prospects and exacerbate stress for job seekers. Read the full story.
6. The future of HR is not HR: 7 key shifts to evolve beyond traditional roles
At SHRM24, Jack Gottlieb, CEO of Total Solutions Group, urged HR professionals to transcend traditional roles and become strategic business partners. Drawing on lessons from Comcast’s failed call-center initiative, he stressed the need for HR to foster purpose, ownership, and alignment among employees. Gottlieb outlined seven key shifts for HR: prioritizing purpose, fostering ownership, embedding strategically in business, focusing on organizational capability, creating business impact, promoting total well-being, and amplifying human touch with AI. Through case studies like Bristol-Myers Squibb, he demonstrated how HR can align strategies with broader business goals to drive growth, culture, and impactful transformation. Read the full story.
5. Ready to thrive: HRPA lays out blueprint for its future with Vision 2027
The Human Resources Professionals Association (HRPA) unveiled Vision 2027, a strategic plan to support its 24,000 members and elevate the HR profession. The plan focuses on four pillars: relevance, value, innovation, and inclusion. HRPA aims to provide practical tools, like AI policy resources, enhance member experiences, and expand its reach by growing membership by 30%. Signature events, like the 2024 Summit featuring Deepak Chopra, highlight its programming. Vision 2027 also emphasizes equity, inclusion, and innovation, including AI strategies. HRPA’s leadership, led by CEO Jodi Kovitz, is committed to equipping HR professionals to navigate the challenges of a rapidly evolving workplace landscape. Read the full story.
4. Employers can’t fix stressful world, but can offer meaningful support to ease anxiety
Organizations can support employees facing stress from global and personal challenges by prioritizing mental health and sustainability initiatives. Kristy Cieszynski of Western Financial Group highlights a sharp increase in mental health benefit claims, reaching $650 million in 2022. While employers may fear rising premiums, investing in mental health reduces long-term costs like disability claims and boosts recruitment, retention, and loyalty. Benefits, now second only to salary in importance, include virtual care and robust programs. Employers can also address eco-anxiety by promoting sustainability and volunteering, fostering connections and purpose. Open discussions on mental health, especially in male-dominated workplaces, further enhance support. Read the full story.
3. What employers need to know about Ontario’s new requirements for recruiting and staffing firms
Starting July 1, 2024, Ontario will require temporary help agencies, recruiters, and their clients to comply with new licensing rules under the Employment Standards Act, 2000. Businesses must only work with licensed staffing firms and recruiters, with fines of up to $50,000 for engaging unlicensed entities. Agencies and recruiters must apply for a non-transferable licence with a $750 fee and provide $25,000 security if recruiting foreign workers. A transitional rule allows operations with pending applications filed before July 1. Annual licence renewals will be mandatory, and non-compliance may result in fines or prosecution. Full details are on the Ministry’s Licensing page. Read the full story.
2. Latest ruling from Sudbury workplace safety case clarifies scope of legal responsibility for employers
The recent Cornell Decision provides clarity for owner-employers under Ontario’s Occupational Health and Safety Act (OHSA) regarding their legal responsibilities. The case arose after a pedestrian fatality at a City of Greater Sudbury construction site, where the city and contractor faced charges. The Supreme Court’s 4-4 split upheld the Court of Appeal’s ruling, recognizing owners as statutory employers even without direct employment relationships. Justice Cornell emphasized that due diligence defenses must consider control over hazards, delegation to skilled contractors, and safety oversight. Owners should implement rigorous pre-qualification processes, independent safety systems, and active monitoring to mitigate risks and ensure compliance. Read the full story.
1. Workplace violence: OLRB clarifies rules around refusing unsafe work
The Ontario Labour Relations Board (OLRB) clarified workers’ rights under Ontario’s Occupational Health and Safety Act concerning unsafe work refusals linked to workplace violence. In a case involving teachers refusing work after a violent classroom incident, the OLRB ruled that the right to refuse unsafe work hinges on a “reason to believe” standard rather than requiring workers to articulate immediate, detailed concerns. The board emphasized a balance between subjective fears and objective circumstances, rejecting overly strict interpretations of “likely endangerment.” Employers must assess workplace violence risks, provide regular training, and address safety issues post-incident to protect workers. Read the full story.
