Ahluwalia v. Ahluwalia, 2026 SCC 16

The Supreme Court recognized a new common law tort of intimate partner violence, allowing the appeal in part. The marriage was found to involve 16 years of physical assaults, psychological abuse, isolation, and financial control; the husband conceded liability under assault, battery, and IIED and the parties settled damages at $100,000, so the only live issue was the basis for liability. Writing for the majority, Kasirer J. held that existing torts are inadequate because they target bodily and psychological integrity, not the distinct wrong of coercive control and its harm to a partner’s dignity, autonomy, and equality, which the episodic, contact or imminence based torts of battery, assault, and IIED cannot capture.

The tort requires conduct arising in an intimate partnership or its aftermath, intended by the defendant (not necessarily intended to control), that on an objective measure constitutes coercive control; harm need not be proven separately, and the tort is tailored to exclude victims’ acts of resistance and ordinary dysfunction. Karakatsanis J. concurred but would have gone broader to cover any act or threat of violence causing harm, while Côté, Rowe, and Jamal JJ. dissented on the basis that existing torts already fully compensated the plaintiff, making this the wrong case to create a new tort.

Colistro v. Tbaytel, 2019 ONCA 197

While there is no tort of harassment, an employer’s mishandling of workplace harassment may increase damages for related torts and dismissal. The plaintiff was a long-time employee of the defendant company. She complained that she was sexually harassed by another employee and that employee was dismissed from the company. Several years later, the perpetrator was invited back to the company in the role of vice president. The plaintiff was distressed and was not able to return to work. She was subsequently diagnosed with PTSD. The plaintiff commenced legal action against her employer for constructive dismissal and the tort of intentional infliction of mental distress. At trial, the plaintiff’s claim for intentional infliction of mental distress failed and she was successful in her claim for constructive dismissal. The plaintiff was awarded additional damages for the employer’s treatment of her was grossly unfair and unduly insensitive. The decision was upheld on appeal.