Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Job discrimination occurs when an employer treats an employee or job applicant unfairly because of personal characteristics that are protected by law. In Pickering, a city in Ontario, job discrimination is primarily governed by the Ontario Human Rights Code and related federal and provincial employment laws. These laws prohibit discrimination in the workplace based on race, gender, age, disability, religion, sexual orientation, and other protected grounds. Understanding your rights is essential to ensuring fair treatment in hiring, employment, promotion, and termination practices.
Individuals facing possible job discrimination in Pickering may encounter complex legal and procedural issues. A lawyer can be particularly helpful if you:
The primary law addressing job discrimination in Pickering is the Ontario Human Rights Code. The Code makes it illegal for employers to discriminate based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed (religion), sex, sexual orientation, gender identity or expression, age, record of offences, marital status, family status, or disability. Employers must provide equal treatment in recruitment, hiring, training, promotions, and terminations. It also includes obligations for workplace accommodation, particularly for disabilities or religious practices. In addition to provincial law, some workers may be covered by federal employment legislation if their employer is regulated federally (such as banks or airlines).
Job discrimination is any unfair treatment in the workplace based on a legally protected characteristic, such as age, gender, disability, race, religion, or sexual orientation, among others, as outlined in the Ontario Human Rights Code.
Document the incidents, including dates, times, witnesses, and details of what happened. Speak to your human resources department or union representative if available, and consider seeking legal advice to understand your options.
Yes, if you believe your termination was due to discrimination based on a protected ground under the Ontario Human Rights Code, you can file a complaint with the Human Rights Tribunal of Ontario.
Yes, employers have a legal obligation to provide reasonable accommodation for disabilities or religious practices, unless it causes undue hardship for the business.
You generally have one year from the date of the last discriminatory incident to file a complaint with the Human Rights Tribunal of Ontario.
No, retaliation against someone for filing or intending to file a discrimination complaint is strictly prohibited by law.
Yes, protections apply at all stages of employment, including job advertisements, applications, interviews, hiring, promotions, and termination.
Compensation may include lost wages, compensation for injury to dignity, feelings, and self-respect, as well as orders for reinstatement or policy changes within your workplace.
Harassment based on a protected characteristic is considered discrimination under the Ontario Human Rights Code and can be grounds for a legal complaint.
You do not need a lawyer to file a complaint, but having legal support can help you better understand the process, strengthen your case, and improve your chances of a successful outcome.
If you need legal advice or support related to job discrimination in Pickering, you can turn to the following organizations:
If you believe you have experienced job discrimination in Pickering, Canada, you should start by documenting the discrimination and gathering any evidence such as emails, documents, or witness statements. Reach out to your human resources department or union representative if applicable. For confidential advice and further guidance, consider contacting a lawyer with experience in employment law or discrimination cases. You may also seek help from government agencies or legal clinics mentioned above. Filing a formal complaint is time-sensitive, so act promptly if you wish to pursue legal action through the Human Rights Tribunal of Ontario or other appropriate channels. Early intervention often leads to more effective resolutions.
