Source: MLT Aikins

MLT Aikins examines the legal implications of generative AI in the Canadian workplace, emphasizing the need for proactive risk management. While federal legislation like the Artificial Intelligence and Data Act (AIDA) is in early stages, employers must already comply with existing human rights and privacy frameworks. In Ontario, businesses with over 25 employees are now required to disclose if AI is used during the hiring process to screen or select applicants.

The article warns of risks such as algorithmic bias, which could lead to discriminatory practices in recruitment, and the potential loss of intellectual property when data is entered into external AI systems. A new voluntary National Standard (CAN-ASC-6.2) for accessible AI was published in December 2025 to ensure equitable use for people with disabilities. Employers are encouraged to implement clear AI policies that define acceptable use, require pre-approval for tools, and outline consequences for misuse.