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Return-to-office mandates are tightening sharply in 2026, with California, EY, Fidelity, Instagram, and UBS all raising in-office requirements even as real attendance barely moves. HR leaders now need a defensible, data-backed hybrid framework to manage the retention, legal, and generational risks that come with stricter rules.
How organisations build effective remote work policies and sustain culture at a distance, through clear expectations, fair principles, trust, and deliberate connection.
The Importance of Policy in Maintaining Workplace Integrity
Series: When Collapse Becomes a Business Model: When Policy Becomes Permission “A policy protects the worker only when it also restrains the manager.”D. L. Dantes Introduction A company handbook is not supposed to be decoration. It is supposed to give the organization a standard that does not change every time pressure, favoritism, fear, or emotion enters the room. Without that standard, the…
The Importance of Policy in Maintaining Workplace Integrity
Series: When Collapse Becomes a Business Model: When Policy Becomes Permission “A policy protects the worker only when it also restrains the manager.”D. L. Dantes Introduction A company handbook is not supposed to be decoration. It is supposed to give the organization a standard that does not change every time pressure, favoritism, fear, or emotion enters the room. Without that standard, the…
Understand whether the PoSH Act applies to men, legal limits of ICC jurisdiction, and how workplaces can address male complaints lawfully.
We should be talking about menopause at work
"While it’s as normal a stage of life as puberty and pregnancy, many women are reluctant to discuss menopause, especially at work...Why? According to Dr. Jen Gunter, a Canadian-trained OB/GYN and author of The Menopause Manifesto: Own Your Health with Facts and Feminism, part of the problem is lack of knowledge. Menopause can cause challenging symptoms that negatively affect well-being and productivity at work, but because it’s perceived as a taboo topic, asking for support may seem impossible."
"According to Mount Sinai Hospital’s Menopause Clinic, the average age of menopause in Canada is 51.5 years, and over 90 per cent of women are menopausal by age 55-56...Women often suffer in silence when it comes to menopause in the workplace. In a 2021 survey by market research agency Opinium of over 5000 people in five countries, 66 per cent of people who experienced menopause said it affected them on the job, and 44 per cent said they’d feel too embarrassed to ask for support at work."
"While she’s quick to emphasize she’s not a workplace expert, Dr. Gunter believes there are a few simple things employers could be doing to create a more welcoming workplace for employees during this process. An educational seminar outlining the facts about menopause would go a long way, she says."
The Globe and Mail, November 17, 2021: "We should be talking about menopause at work," by Wendy Haaf
The Endocrinologist, 2019: "Menopause in the workplace: introducing good practice," by Deborah Garlick
Henpicked: Menopause in the Workplace.
Department for Education, July 2017: The effects of menopause transition on women’s economic participation in the UK, by Joanna Brewis, Vanessa Beck, Andrea Davies and Jesse Matheson (125 pages, PDF)
Atkinson, C., Beck, V., Brewish, J., Davies, A. & Duberley, J. (2019). Menopause and the workplace: New directions in HRM research and HR practice. Human Resources Management Journal 31, 49-64. https://doi.org/10.1111/1748-8583.12294. (16 pages, PDF)
Carter, S. Davis, S. & Black, K.I. (2021). Menopause workplace policy: The way forward or backward? Australian and New Zealand Journal of Obstetrics and Gynaecology. https://doi.org/10.1111/ajo.13445 (Available to the U of T community)
Hryshchenko, V. (2019). Orange sheets of paper lie on a green school board and form a chat bubble with three crumpled papers [Photograph]. Unsplash. https://unsplash.com/photos/V5vqWC9gyEU
It’s critical to proactively address bad tech habits before they derail productivity, security and the organization as a whole.
Technology has such a massive presence in the way we live and do business today that most people work with it in one form or another every day. This constant interaction can make it extremely easy to develop bad tech habits.
Stoned at Work?
“Accommodation does not necessarily require employers to permit cannabis impairment on the job," the document states. "The duty to accommodate ends if the person cannot ultimately perform the essential duties of the job after accommodation has been tried and exhausted, or if undue hardship would result."
“As is currently the case involving alcohol or other drugs, the rights code protects people with disabilities who use cannabis for a medical purpose from harassment and other discriminatory treatment in employment, housing and service delivery. However, a provincial ban on smoking tobacco in enclosed spaces at work applies equally to smoking or vaping marijuana -- whether medical or recreational. Still, employers must allow workers who smoke or vape cannabis for medical purposes related to a disability to take breaks so they can go outside to spaces where smoking is allowed, the commission's policy states. Employees can also use edible cannabis for a medical purpose at work but must be able to do their jobs properly, the policy says. A doctor's note might be required.”
CTV News, October 12, 2018: “Ontarians don't have absolute right to be stoned at work,” by Colin Perkel
Ontario Human Rights Commission, July 2018: Policy statement on cannabis and the Human Rights Code [8 pages, PDF]
First Reference Talks, September 28, 2018: “Can an employer have a zero tolerance policy for marijuana? The Human Rights Tribunal weighs in,”
