Peak Performance Human Resources Corp.

Did you know that electronic monitoring in the workplace is now a legal compliance requirement for many Ontario employers?

If you employ 25 or more employees in Ontario, the Employment Standards Act requires you to have a written electronic monitoring policy in place even if you don’t actively monitor employees. This policy must be reviewed, updated, and properly distributed each year.

With March 2026 on the horizon, now is a great time to make sure your policy is still accurate and compliant, especially as workplace technology and remote work continue to evolve.

We’ve put together a clear, practical breakdown of Ontario’s electronic monitoring requirements, what counts as monitoring, and what employers should be doing now.

Read the full blog here: https://peakperformancehr.ca/ontario-electronic-monitoring-policies-ensuring-compliance-and-transparency/

Questions about compliance? This is one area where clarity upfront can save headaches later.

Hiring talent in Ontario?

Classifying workers as employees or independent contractors isn’t just a formality—it can make or break your compliance with employment law, taxes, and benefits.

Misclassification can lead to costly fines, back pay, and even lawsuits.

Our latest blog breaks down what every Ontario business owner needs to know—plus tips to stay compliant and avoid legal headaches.

🔍 Learn the key legal differences and what to watch for:

👉 https://peakperformancehr.ca/employee-vs-independent-contractor-in-ontario-key-differences-for-employers/