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Toronto Employment Lawyer - Stuart Rudner
Stuart Rudner
Managing Partner
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One of the things that I love about my practice is that every client has a story. It doesn’t matter whether it is an individual seeking advice about their employment, a family-run business, or a multinational corporation. Each one has goals and issues that they need to deal with. And there’s nothing I enjoy more than becoming their Trusted Advisor, educating them, guiding them, and working with them to develop a cost-effective strategy to pursue their goals. When disputes arise, I like to advocate on their behalf in order to protect their rights.

I am not one of those lawyers that is ideologically married to one side. While many individuals have their rights trampled on, I have also seen employees take advantage of those same rights to the detriment of their employer. I realize that there is good and bad in every group, and I believe that being able to advise Employers and Employees makes me a better lawyer than only seeing matters from one perspective.

Since I have also been trained in Alternative Dispute Resolution techniques and act as a Mediator in Employment matters, I am able to see things from a third side: that of a neutral third party, working with those involved to achieve a reasonable resolution to their issues. I pride myself on providing objective, strategic advice to my clients, whichever “side” they are on.

I am proud of the recognition I have received, including being

  • selected by my peers for inclusion in ‘The Best Lawyers in Canada’ in the area of Employment Law for the past six years in a row;
  • routinely named in Canadian HR Reporter’s Employment Lawyers Directory (a comprehensive directory of the top employment law and immigration law practitioners in Canada),
  • recognized as one of Canada’s top Legal Social Media Influencers, and
  • recognized as the only Legal Influencer in Canadian HR Law in the first Lexology Awards.

In addition, my Toronto area employment law firm, Rudner Law, was

  • selected as the Silver Winner for Best Labour & Employment Boutique Law Firm in the seventh annual Canadian HR Awards, presented by HRD Canada and supported by Canadian HR Reporter
  • named one of the Top 3 Employment and Labour Boutiques in Canada in the Canadian HR Reporter’s Readers’ Choice Awards for 2019 and 2020
  • selected Canadian Employment Law Firm of the Year for 2019 and 2020 in the Global Law Experts Annual Awards, and
  • selected as a winner of the 2019 and 2020 International Advisory Experts Award for Employment Law within Canada.

I am a firm believer in education. I frequently chair and teach at conferences, participate in seminars and webinars, and provide commentary to the media on Employment Law matters. Recently, I have been providing expert analysis to 680 News as their “go-to Employment Lawyer”.

I designed Osgoode Professional Development’s HR Law for HR Professionals Certificate course, which I am also the founding Director of. I also co-designed and am co-founding Program Director of their Advanced HR Law for HR Professionals Certificate course.

As a firm and with my family, I support a number of worthwhile causes including 360Kids, Juvenile Diabetes Research Foundation, United Way, One Voice Network, Job Skills, Family Education Centre, Lawyers International Food Enterprise (LIFE), and Volunteer Lawyers Network.

I also believe in giving back to the professional communities that I am part of. Since the start of my career, I have been actively involved in the Canadian and Ontario Bar Associations and have held several leadership positions. I have also volunteered countless hours leading sessions on HR Law topics and serving on committees for the HRPA. Since our firm is based in York Region, I take particular pride in sponsoring the York Region Chapter of the HRPA and presenting an annual Employment Law update for our membership.

With two active children, much of my time is spent in dance studios and hockey arenas (and, of course, in my car driving them to and from games, practices, tournaments and competitions). I am a firm believer in using technology to make my life easier without sacrificing the needs of my clients. Rather than being chained to my desk, I can be out and about with my family. I may be at the rink, but you will find me if you need help.

Ultimately, the most important thing is my family, and a close second is knowing that my clients are confident that they can count on our team to provide them with the cost-effective, strategic advice that they need.

At Rudner Law, our approach is simple. We want to understand your circumstances, your concerns, and your goals. We will then ensure that you understand the legal regime along with your rights and obligations. Once that is done, we work with you to design a cost-effective, practical strategy that meets your needs. We want to be your Trusted Advisor.

Why Stuart Rudner Went to Law School
  • 2016, 2017, 2018, 2019, 2020, 2021, 2022, 2023: Selected for inclusion in ‘The Best Lawyers in Canada’ in the area of Employment Law
  • Rudner Law was selected as one of the top three Employment & Labour Law Boutique for 2019, 2020, 2021 and 2022 in the HR Reporter Readers’ Choice Awards
  • Awarded the Business Achievement Award, Professional Services in 2021 by the Richmond Hill Board of Trade.
  • Repeatedly named in Canadian HR Reporter’s Employment Lawyers Directory (comprehensive directory of top employment law and immigration law practitioners in Canada)
  • Legal Influencer By Lexology – recognized as the only Legal Influencer in Canadian HR Law in the first Lexology Awards
  • Named one of Canada’s Top Legal Social Media Influencers
  • Selected as the Gold Winner for Best Labour & Employment Boutique Law Firm in the 2023 annual Canadian HR Awards, presented by HRD Canada and supported by Canadian HR Reporter

Wrongful Dismissal Claim + Turning Down Reasonable Work = Sacrificing Severance Entitlements

2023: Employment Law Year in Review

What’s in a name? Legally speaking, you may not want that fancy job title.

Yes, Off-duty Conduct CAN Lead to Dismissal

Another Judge Finds that COVID-related Layoff is Constructive Dismissal

Non-solicitation clauses – what they are and what they are not.

Dismissing Employees with Medical Issues

Can You Be Fired For Having an OnlyFans?

Employers should not use performance improvement plans in bad faith.

What you need to know about the “change of substratum” doctrine and employment contracts.

Nadia Zaman has been named Senior Associate at Rudner Law

At what point is a contract “frustrated”, and what does that mean?

Lights, Camera, Caution: Recording Interactions at Work

Trying to bankrupt a company rather than pay a plaintiff the severance they seek.

Should You Lie to Your Boss About How “Remote” You Really Are?

Top 12 Tips to Win at Mediation

Bad Faith in Wrongful Dismissal Claims

Lisa LaFlamme Controversy: Hair Colour, Gender, and Sex Discrimination

How do you determine severance/termination pay for a dismissal without cause?

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Preparing a Kick-Ass Mediation Brief

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Language Laws and Quebec Workplaces

Arbitrator Upholds Religious Exemption to the COVID-19 Vaccine

Stuart’s Friendly HR Advice on Giving Friendly HR Advice

Canadian HR Reporter Readers Choice Awards 2022 – We Won!

Retirement Isn’t for Everyone: A Look at Age Discrimination in the Workplace

Signed, Sealed… Negotiated?

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Hitting the ‘Sweet Spot’ – Some Tips on Preparing Fair Severance Packages

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The Right to Remember

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Change of Substratum: Are Employment Contracts Enforceable After Substantial Changes?

How Expensive is Employment Law Litigation?

COVID-19: Getting Back to Business (Again) – FAQ

Childcare Obligations: How Much Has to Be Accommodated?

Can I Change My Work Schedule to Care for My Kids?

Canadian HR Reporter’s Readers’ Choice Awards 2021

Rudner Law Video Update: Termination Terminology

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Employment Performance and Merit are Not Relevant

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Video Update: Post-termination Entitlements

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Upcoming Accessibility for Ontarians with Disabilities Act (AODA) Compliance Deadlines

Back to Normal? COVID-19 and Return-to-work Issues

Back to Normal? COVID-19 and Return-to-work Issues

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The Emergency’s Over in Ontario? Employers Beware: Deemed Infectious Disease Emergency Leave Ends on September 4, 2020

Rudner Law Selected as Finalist in 2020 Canadian HR Awards

Rudner Law Selected as Finalist in 2020 Canadian HR Awards

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Canadian HR Reporter’s Readers’ Choice Awards 2020

Anique Dublin will continue her role at Rudner Law as a Student-at-Law.

Brittany Taylor - Employment Law Lawyer

Brittany Taylor has been named Partner at Rudner Law

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Reduced Statutory Holidays for Frontline Retail Workers?

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Welcome News for Employers: Ontario Introduces Regulation 228/20

Employment Law and the Year 2019

2019 Year in Review

COVID-19 The Next Phase: Getting Back to Business

COVID-19 The Next Phase: Getting Back to Business

It’s Time for Online Dispute Resolution (a.k.a Virtual Mediation)

It’s Time for Online Dispute Resolution (a.k.a Virtual Mediation)

Strategic Negotiation of Severence Packages

The Rudner Law Small Business Starter Package

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Mediation Mistakes: What Are Counsel Doing Wrong?

The Hiring Process and Citizenship

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Employer Obligations on Election Day: You Don’t Get to Decide

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When does hiring the “right person” for the job lead to potential discrimination?

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Body Art and Dress Codes: How Much Say Does an Employer Have?

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Better Together? The Pros and Cons of Mediation Joint Sessions

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Highs and Lows: Cannabis Legalization Doesn’t Mean You Can Be High at Work

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2019 Global Law Experts Annual Awards

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No Shakes Please, We’re British: Determining Appropriate Conduct in the Workplace

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Not Every Breach of Contract is Cause for Dismissal

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Human Rights Tribunal of Ontario: No Authority to Award Costs to a Successful Party

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Stop the Clock: Mediation and Limitation Periods

Hollywood in the Aftermath of the #MeToo Movement

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Pink Shirt Day

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Lessons Learned: What We Can Take Away From Aurora

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It Takes A Village: Ontario’s Human Rights Tribunal and the Lingering Debate over Accommodating Parental Responsibilities

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Negotiating the complexities of drug and alcohol policy and legalized recreational marijuana

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An Open Letter Regarding Human Rights and the Ontario PC Party Resolution R4

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Signs Regarding No Smoking in the Workplace

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Bill 47, Making Ontario Open For Business Act, 2018

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Advanced HR Law Course

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It’s Election Day – But It May Not Mean Extra Time Off From Work

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Don’t Call It A Comeback: What happens when the #metoo accused resurface

Limitation Periods

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Sale of Business and the Effect on Employees

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Can An Employer Do Anything About Negative Online Reviews?

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When is a release effective to bar a safety-related complaint?

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Can A Release Bar An Employee’s Human Rights Complaint?

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Is an employee on leave entitled to his or her pre-leave job when they return to work?

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Every Employer Should Use Non-Solicitation Covenants – Here’s Why

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Allegations are not fact: Employers fail to investigate at their own peril

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Year in Review: The most significant developments in Canadian employment law in 2017

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Holidays in the Workplace

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The Hidden Risks of Fixed-Term Contracts of Employment

Medical Examination and Workplace Law

When can an employer ask for an independent medical examination?


If It Looks Like a Duck, Quacks Like a Duck…

Termination Agreements

Will a termination clause be enforceable or will it be thrown out by the courts?

Harassment in the Workplace

After Weinstein scandal, sexual harassment can no longer be seen as ‘cost of doing business’

Too Old To Be A Pilot?

How old is too old (to be a pilot)?

Forgiveness in the Workplace

A look at discipline and dismissal

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Don’t Make Assumptions About Employer Rights

Knowing You Are Going To Lose Your Job

“I Saw the Sign” – How to Know Your Job is in Danger

Frustration of Contract

Frustration of Contract

References for Former Employees

There’s No Reason Not to Give a Reference

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Working Efficiently With Your Lawyer

Do you need an Employment Lawyer?

When should you retain an Employment Lawyer?

Bonus Clauses: Be Sure they Say What You Think They Say

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So What Happens If We Don’t Comply With Bill 132?

Charlottetown, PEI

Efficiency can’t trump safety

Preparing for Mediation

Reading Fine Print of Contracts

Reading the Fine Print

Accomodation in the Workplace

How to Respond to Requests for Accommodation

AM570 Kitchener: Stuart on Banning Work Email on Weekends

680 News Toronto: Stuart on Productivity and ‘Summer Brain’

Toronto Star Tragedy Shines Light on Perils of Office Romances

Workplace privacy: how far can your employer go?

Common Termination Traps to Avoid

Check out Stuart’s Guide to Canadian HR Law

City News appearances discussing aspects of JianGhomeshi

Workplace Investigations

Tips For a Successful Mediation

680 News Toronto: Stuart on holiday parties

NewsTalk1010: Stuart on unpaid internships

NewsTalk 1010: Stuart on childcare provisions for shift-workers.

Keays vs Honda: Stuart at the Supreme Court of Canada

Welcome to Rudner Law

Welcome to the Rudner Law Blog

Employment Lawyers - Rudner Law
Alternative Dispute Resolution Rudner Law

Rudner Law
15 Allstate Parkway
Suite 600
Markham, ON
L3R 5B4

Phone: 416-864-8500
Text: 416-864-8500


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