Posted on October 9, 2019

Ontario Human Rights Tribunal Orders Employer to Pay $120,000 in Damages to Worker It Didn’t Even Hire

Jon Pinkus, Financial Post, October 9, 2019

A recent award from Ontario’s human rights tribunal should have employers carefully reviewing their HR policies and emailing their employment lawyers.

Muhammad Haseeb, a university graduate in engineering, has been awarded over $120,000 by the Human Rights Tribunal of Ontario in a discrimination in employment application against Imperial Oil. What makes this case particularly interesting is that Haseeb never actually worked for Imperial Oil. The discrimination in question was the company’s reneging on a job offer.

The case involved a hiring policy requiring applicants to prove they were eligible to work in Canada on a permanent basis. Haseeb would have been eligible for a work permit for a job at Imperial Oil but he was neither a Canadian citizen nor permanent resident. In his application, he stated — falsely — that he was in fact eligible to work on a permanent basis. This led to a job offer. But when Imperial Oil asked for proof of citizenship or permanent residency, he could not provide it. As a result, Imperial Oil rescinded the offer.

Before the human rights tribunal the company argued that the offer was rescinded because of Haseeb’s dishonesty, not his lack of citizenship. The tribunal held that although Haseeb may have been dishonest, the discriminatory policy the company followed was enough to constitute a violation of Ontario’s Human Rights Code. What discriminatory policy is that, you may ask? The employer distinguished between candidates based on whether or not they were Canadian citizens. The tribunal ruled that this distinction was not a bona fide occupational requirement. Though it is legitimate not to hire someone because they lied, if the reason they lied was to avoid discriminatory treatment, the tribunal held, the lie is justified and the question illegal.


Two important mechanisms available at the tribunal that are not available in court are the ability to order reinstatement, as well as an essentially unlimited ability to order payment of lost income. The tribunal, which prides itself for being accessible to vulnerable people, has therefore become a critical forum for employees seeking redress for discriminatory actions from their current and former employers. And accessibility to it has widened significantly since 2008, when the Human Rights Commission lost its gatekeeping role so that any case can now proceed directly to the tribunal. Since then, the number of human rights applications has exploded, reaching 4,500 applications in 2018. Though this has led to much longer wait times for hearings — Haseeb’s four years, for example — it has also meant that more cases are being heard and more damages awards are being issued.