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Employed in a federally regulated industry, looking to pursue a constructive dismissal case/human rights complaint/Canada labour code complaint due to workplace harassment (toxic environment, excessive unpaid hours, no overtime/lieu time, harassment, sexism). Can I pursue without witnesses?

Hello, I’m seeking legal insight regarding how my employer has handled my short-term medical leave. My leave was originally taken due to a combination of burnout, anxiety, and workplace-related stress, which included experiences that could be characterized as bullying. While on leave, I encountered ongoing pressure from a senior leader at the company, which has only added to the difficulty of recovery. Specifically: - My health benefits were terminated midway through the leave, without advance notice or documentation. After I challenged this and requested clarification, they were later reinstated and reimbursement for that time they were terminated was offered. - I received a series of emails from leadership during the leave that went beyond reasonable communication. These included: o Requests for informal or non-clinical communications from healthcare providers (such as email exchanges with clinic staff) o Continued follow-ups after I clearly explained my limitations and rights o Pressure to provide medical information that exceeds what employers are legally entitled to request The company has no HR department, which meant I had no neutral party to escalate concerns to and had to manage all communication directly. I have provided all medical documentation for my leave and have complied with all legal and procedural requirements. I’d like to understand: - Is it legal for an employer to terminate and then reinstate benefits during a valid short-term medical leave? - Could this type of repeated communication and pressure—especially following reported workplace stress and bullying—constitute constructive dismissal or a human rights violation? - What legal options or next steps should I consider to protect myself should this pattern continue? Thank you kindly for any guidance.

Today we received an email that said that all Canadian employees need to submit a request 2 weeks prior to any statutory holiday to our managers for approval. We are salaried employees. Is it legal to deny our Statutory Holidays without us agreeing to it?

Current boss is selling the business I worked at for over 15 years! How do I deal with the switch over and not lose my length of employment there for saving my severance?

What happens if employer does not contact me after a certain time of being laid off.