COVID-19

In Goman v Canadian Natural Resources Limited, 2025 AHRC 14, the Tribunal allowed a claim of religious accommodation involving COVID-19 to go to hearing.

In JR v U of A, 2024 AHRC 82, mandatory public health measures taken the U of A during the Pandemic were considered reasonable and justifiable.

In Schifer v Edmonton, 2024 AHRC 1, a union entered a settlement for its membership and that caused the complaint to be dismissed by the Human Rights Tribunal

Van Hee v Glenmore Inn, 2023 ABCJ 244 is an Alberta Court of Justice case where a constructive dismissal based on unpaid vaccination leave failed.

In Buchanan v. Weiss-Johnson Sheet Metal Ltd., 2023 ABCJ 207, an employer terminated its employee for cause for refusing to put on a mask at work.

In Calgary Climbing Centre v Jones, 2023 CanLII 76366 (AB ESA), an employee put on COVID leave was found to be dismissed when not later recalled

Seneca College, 2022 ONSC 5111 is an Ontario case where students failed to get an injunction to stop a university COVID-19 vaccine mandate.

In Benke v Loblaw Companies, 2022 ABQB 461, an employee who refused to wear a mask was put on unpaid leave but it was not constructive dismissal.

In Public Health Sudbury v ONA, 2022 CanLii 48440, a nurse was able to claim a religious / creed exemption from a COVID-19 vaccination mandate.

Verigen v Ensemble Travel, 2021 BCSC 1934, is a new case where an employer had to pay severance despite decline in business due to COVID

Ontario arbitration case found that an employer had to pay for rapid antigen tests for its unvaccinated employees.

UFCW v Paragon is a new Ontario decision where an arbitrator found that a mandatory COVID-19 vaccination policy imposed by an employer was valid.