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There are valid concerns about using generative AI at work. But it's helpful to consider how it can empower our human potential.

Artificial intelligence solutions can transform how organizations hire and promote employees. Here's a look at how organizations can ensure these cutting-edge programs do so ethically.

As momentum builds around artificial intelligence (AI)-driven tools at work – employers are eager to seize the opportunities AI provides, while protecting their organizations from risk.

As small businesses respond to the "Big Stay," they can look to data to help inform decisions about pay.

In the shadow of the Big Stay — employers are still competing to attract top talent to fill millions of open roles.

Promoting from within rewards employee excellence and develops your management talent pipeline. But a recent ADP Research Institution report suggests that newly promoted employees have a higher-than-expected exit rate. Strategically managing employee growth pathways may help mitigate this risk.

From "The Great Resignation" and "Quiet quitting" to returning to work and "The Big Stay," there are many terms that have helped describe the evolving workplace and the impact of the pandemic over the past few years on talent's shifting priorities and employers' efforts to manage their workforce.

Questions about reproduction and family planning are surprisingly common in the workplace. While it's illegal for employers to ask about childbearing or family planning during the recruiting process, what about the other scenarios within a candidate's journey where these questions pop up? Potlucks, breakrooms, conference rooms? Handling conflicts in the workplace stemming from unwanted family planning questions can be awkward and uncomfortable for HR leaders, business owners and employees.

Organizations that measure employee engagement can map out effective strategies to address issues and maximize productivity. Understanding what employees want, increasing recognition programs and deepening leadership engagement are just a few best practices to cultivate a motivated and committed workforce.

The federal government recently published an Order in Council proclaiming that specific sections of the Budget Implementation Act, 2018, No. 2 (the “BIA”) will come into effect in 2024. These sections of the BIA amend the Canada Labour Code (the “CLC”) to increase the overall period of notice employers are required to provide employees they plan to terminate without just cause and require that employers provide each employee who is terminated without just cause with a statement of benefits.