Name and Title
Deborah Howden
Year of Call

1999 (Ontario)

  • Director (Vice President), Sancta Maria House
  • Advocates' Society
  • Metropolitan Toronto Lawyers' Association
  • Canadian Bar Association
  • Canadian Defence Lawyers
  • Canadian Condominium Institute
  • Association of Condominium Managers of Ontario

Deborah Howden Head ShotThe introduction of a new Canadian digital charter to combat hate speech, protect online privacy and battle fake news is timely, says Toronto employment lawyer Deborah Howden.

“When you’re dealing with hate speech on digital platforms, it’s very difficult to get ahead of it and correct misinformation because it spreads so quickly and has such a broad reach,” says Howden, partner with Shibley Righton LLP.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Deborah Howden and Warren Kleiner Head ShotPurchasers who wish to invest in condos prior to construction can mitigate their risk by seeking legal advice before signing on the dotted line, according to Toronto condominium lawyers Deborah Howden and Warren Kleiner.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Deborah HowdenThe condominium community in Ontario saw many hefty legislative reforms between November 2017 and April 2018. Those changes were effected primarily under the amended Condominium Act, 1998, the new Condominium Management Services Act, 2015 and the Fair Workplaces, Better Jobs Act, 2017 (“Bill 148”), though there were other statutory amendments impacting condominiums . And just as the industry was adjusting to the overabundance of legislative change, many of the employment law reforms were swiftly clawed back, effective January 1, 2019.

Specifically, on November 21, 2018, the provincial government passed Bill 47, the Making Ontario Open for Business Act, 2018. Bill 47 was the current government’s reaction to the recent amendments to both the Employment Standards Act, 2000 (“ESA”) and the Labour Relations
Act (“LRA”) introduced under Bill 148. This article only focuses on certain  of the ESA changes.

Please click here to read the rest of the story.


Deborah Howden Head ShotFamily status discrimination claims could be on the rise, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com.

Howden, partner with the Toronto office of Shibley Righton LLP, explains that Ontario’s Human Rights Code prohibits discrimination on the basis of a person’s family status, which covers the relationship between a parent and child.  

And while the number of cases claiming this type of discrimination still trails those involving allegations concerning a person’s disability or sex, she says the gap could be closing.

“I think they will increase in number as parents continue to juggle their responsibilities in increasingly complex workplaces,” says Howden, who adds that the popularity of telecommuting has helped keep the number lower than might otherwise have been expected.

“But it’s still a real problem when telecommuting is not an option,”

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Deborah Howden Head ShotA recent decision shows employees can be held responsible for discriminatory behaviour in the workplace, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com.

In a ruling by the Human Rights Tribunal of Ontario, the adjudicator ordered a man who used a racial epithet at work to pay $1,000 to an offended colleague who overheard the remark.

The employer in the case reached a separate, confidential settlement with the complainant, but she elected to proceed personally with the application against her co-worker.   

“There’s a tendency to think that where a discriminatory event happens in the workplace, that the employer is going to be solely responsible, but that’s not the case, as this decision shows,” says Howden, partner with Shibley Righton LLP's Toronto office. “Typically, you wouldn’t see individual employees pursued because the employer is the one with the deep pockets, but this decision clearly demonstrates they can be held personally liable for what they say.

“You can’t just hide behind your employer in cases where you engage in acts of discrimination,” she adds.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Deborah Howden Head ShotA recent decision by the British Columbia Supreme Court underscores the fact that unless an employee’s off-duty conduct has direct implications on the workplace or the employer’s business, it does not constitute just cause for dismissal, says Toronto employment lawyer Deborah Howden.

"However if you're in a front-line or public position and your continued presence could damage an employer's reputation or workplace morale, that's a different scenario," says Howden, a partner with Shibley Righton LLP's Toronto office.

The B.C. case involved a long-serving firefighter who was fired from his position after being charged with impaired driving while he was off duty. The court found he was not, in fact, properly fired for just case, she says.

"The takeaway is the courts are not just going to look at potential harm to the employer’s reputation," Howden tells AdvocateDaily.com. "They're going to consider a list of factors — for example does that off-duty conduct render the employee incapable of performing the workplace duties?"

She says employers should cautiously proceed when presented with this type of situation and take steps to conduct a proper investigation before taking significant corrective action.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Deborah Howden Head ShotGrowing weed at home may be legal under the Cannabis Act, but that doesn’t mean everyone can do it, especially those living in condos, Toronto condominium lawyer Deborah Howden tells NOW magazine.

Condo corporations have the power to create rules that prevent growers from “unreasonable interference with the use and enjoying of” an owner’s unit and the common elements in the building, says Howden, a partner with Shibley Righton LLP's Toronto office.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story

Across Toronto, hundreds of condo boards have already banned both smoking and growing cannabis over concerns around the smell and mould that could form when growing the plants, she says.


Deborah Howden Head ShotDewan v. Burdet, 2018 ONCA 195

Facts: A group of unit owners (the “Minority Owners”) claimed oppression by Claude-Alain Burdet (“Burdet”), the owner of a majority of the units in the corporation. The Minority Owners claimed that Burdet used his votes over the years and in his capacity as President, Treasurer
and Director of Carleton Condominium Corporation No. 396 (CCC 396), to benefit himself and his family at the expense of the Minority Owners and the corporation as a whole.

The trial judge found that Burdet oppressed the Minority Owners, was personally liable for the oppression, and terminated CCC 396 as a Condominium corporation. Burdet appealed those findings.

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Deborah Howden Head ShotFollowing the election of a new Provincial Government, the CCI-Toronto legislative Committee is working on behalf of all CCI members to ensure that we maintain the appropriate contacts with the Ministry of Government and Consumer Services, as well as all other Ministries which may impact the condominium industry.







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Deborah Howden Head ShotAn engaged board of directors can lay the foundation for healthy condo governance, Toronto condominium lawyer Deborah Howden tells AdvocateDaily.com.

One director is the president of the board of a 479-unit condo in the city and operates a blog that provides updates on the board’s activities and the building's day-to-day operations.

As well as giving residents a front-row seat to negotiations with vendors and matters of interest in the building, the blog also attracts a broader following from readers across the province who use it as a resource.

Howden, a partner with Shibley Righton LLP's Toronto office, says the blog’s content reflects the board’s hands-on approach, one that she says is unusual in corporations of a similar size.

“Directors of smaller corporations tend to be more engaged because they may not have an on-site property manager,” she says. “Whenever you have a high-rise with lots of units and underground parking, it comes with a certain amount of daily issues that are often left to a management company. But this board is very involved in the day-to-day running of the corporation, alongside management.

“Every condo community is unique, so they all have different needs, but here is a model where the duties aren’t completely carved up between the directors and the property managers. In my view, it creates a really balanced, healthy relationship,” she adds.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


Someone is parking a car with advertising/company name on it overnight in their driveway, of which they have exclusive use, contrary to the corporation’s rule. Can the corporation enforce parking rules in spaces that are not owned by the unit owner, but of which they have exclusive use? And could there be an exemption from such a rule on the basis that it would violate human rights?

Are exclusive-use rules enforceable?

The simple answer is yes, the corporation can enforce parking rules; and whether the area is exclusive use or a unit is immaterial.

Under Section 58 of the Condominium Act, the board may make, amend or repeal rules, so long as the rules are related to either:

  • promoting the safety, security or welfare of the owners and of the property or assets of the corporation; or
  • aimed at preventing unreasonable interference with the use and enjoyment of the common elements, the units or the assets of the corporation.

The corporation can therefore make and enforce rules relating to every area of the condo building, including suites, balconies, common areas, and parking units. To be enforceable, the rules must be reasonable and consistent with the Act, the declaration and the bylaws of the corporation.

Every condo corporation has rules governing conduct on the common elements, including exclusive-use common elements. Rules respecting preserving the aesthetics of the corporation are also commonplace, on the basis that an unpleasant or non-attractive environment interferes with an owner’s use and enjoyment of the common elements, the units or the assets of the corporation. For example, condo corporations often have rules that prohibit the display of any kind of signage in units or the common elements or that require all window coverings be white or off-white to ensure uniform aesthetics.

A rule prohibiting signs or advertising on any vehicle parked on the common elements serves to protect the overall exterior and interior appearance of the condo property. A rule in a condo prohibiting the parking of commercial vehicles was challenged and upheld by the courts on the basis that parking a commercial vehicle would interfere with the use and enjoyment of other units and/or their occupants because the parking of such vehicles would be unsightly and thus interfere with the use and enjoyment of the common elements, common to units in the complex. It should also be noted that some municipalities have bylaws placing restrictions on the parking of commercial vehicles (which may or may not include vehicles with signage) on residential properties. One example is a municipality that prohibits commercial vehicles from being parked on any residential lot unless parked entirely within a wholly enclosed building.

Is a human rights exemption possible?

Human rights cases are context-specific and so generalizations about possible exemptions should be avoided.

To invoke the Human Rights Code, the discrimination must be related to one or more of the following prohibited grounds: race, colour, ancestry, creed (religion), place of origin, ethnic origin, citizenship, sex (including pregnancy), gender identity, gender expression, sexual orientation, age, marital status, family status, and disability or the receipt of public assistance (this last ground applies to housing only).

A rule prohibiting displaying signage on the corporation property in and of itself would not implicate any prohibited ground. There is no Code-related right to free speech or to earn a living, unless these are restricted because of race, gender identity, or some other prohibited ground of discrimination. The freedom of expression and other freedoms are found in the Canadian Charter of Rights and Freedoms, which applies to government action only, and not to condos.

There may be particular situations in which a resident requires accommodation with respect to the rule because of either family status or on some other protected basis (e.g., a resident who must leave the company vehicle overnight in the parking space because he or she must drop off children to school early in the morning and go straight to work, or risk the employer’s corrective action). However, there are a number fact-specific solutions to address these issues, such as masking the signage, or making arrangements to swap out the company vehicle nearby and off site. A condo’s accommodation obligations are almost always determined in a fact-specific, case-by-case manner.

Deborah Howden and Warren Kleiner are lawyers and partners in Shibley Righton LLP’s Condominium Law Group. They are condo law specialists who regularly advise condo corporations all across Ontario.


Deborah Howden Head ShotA new law limiting what can be turned over in police background checks will make employers’ lives easier, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com.

The Police Record Checks Reform Act passed without opposition at Queen’s Park all the way back in 2015, but only goes into force this November, when it will alter what police can tell organizations who request background checks for prospective employees and volunteers.

According to the Toronto Star, the legislation was prompted by its investigation into the plight of individuals denied the ability to work or travel due to the disclosure of “non-conviction records,” which include details of police interactions related to unproven allegations and mental health issues.   

Howden, a partner with Shibley Righton LLP's Toronto office, says the old rules tended to put employers in a difficult position because of the sheer volume of information they received.

“Virtually any contact with police could be brought to the attention of employers, meaning that they would have access to information that they had no idea what to do with,” she says.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story


Deborah Howden Head ShotA recent Supreme Court of Canada (SCC) ruling clarifies the boundary between what constitutes incivility in a courtroom and strong legal advocacy, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com.

The Law Society of Ontario (LSO) launched a proceeding against Toronto securities lawyer Joseph Groia 2007 for professional misconduct in court while successfully defending a client in a lengthy and complex fraud trial. The lawyer was cited by the law society for attacking Ontario Security Commission prosecutors both professionally and personally.

The lawyer received a $200,000 fine, a one-month suspension and ordered to pay about $2 million in legal fees in 2012.

He challenged the decision but it was upheld by the Divisional Court and the Court of Appeal until the Supreme Court of Canada overruled the LSO in a 6-3 judgment this year. The majority found that while the LSO retains the ability to determine whether courtroom behaviour can amount to professional misconduct, lawyers are also bound to fearlessly advocate for their clients, Howden says.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


A recent Conference Board of Canada report has confirmed what many working  women have known all along — there is a significant gender wage gap in the province, with women making a mere 87 cents for every dollar earned by men. The Equal Pay Coalition’s calculation of the gap is actually bleaker, pegging it at approximately 30 per cent. Predictably, the conference board has given Ontario a “C” grade for the wage discrepancy.

By all accounts, the wage gap continues despite Ontario’s Pay Equity Act, which...

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Deb Howden Head ShotAlthough cannabis is expected to be legalized this summer, condo dwellers shouldn’t count on being able to spark up in their homes, Toronto condominium lawyer Deborah Howden tells NOW magazine.

Legally, condo boards can draft a rule that would prohibit smoking cannabis in individual units as well as on balconies, says Howden, a partner with Shibley Righton LLP’s Toronto office.

She tells the magazine that under s. 58 of the Condominium Act, condo corporations can create new rules that “promote the safety, security or welfare of the owners, and prevent unreasonable interference,” but that medical marijuana users may be exempt under Ontario's Human Rights Code.

Howden says residents could regard the strong smell of second-hand smoke as a nuisance, and therefore a new rule restricting cannabis smoking could be reasonable.

This is an excerpt from an article that appeared on AdvocateDaily.com.

Please click here to read the rest of the story.


When cannabis is legalized across Canada, Toronto condo dwellers eager to light up inside their homes may see that dream go up in smoke.

In Toronto, some condo boards are planning to ban smoking weed inside both individual units and on balconies despite personal residences being one of the few places where smoking will be allowed under the current proposed legislation.

At Emerald City One, a condo near Sheppard and Don Mills, the future is not so green. The board wants to prohibit smoking because it already gets so many complaints about marijuana odours wafting between units. Residents say the smell triggers asthma and allergies, and they’re concerned it’ll only get worse once cannabis is legalized.

“People can still do edibles and vape,” says Andreea Birloncea, the board president. “We’re not against marijuana use, we’re simply saying there are so many other options to get the effects of marijuana without inconveniencing your neighbour.”

The board is drafting up a rule that would ban smoking cannabis in individual units as well as on balconies, which is considered an “exclusive-use common element,” meaning that similar to a lobby or rooftop terrace, it’s a portion of the building that belongs to all owners.

But can condo boards actually ban a soon-to-be legal substance?

According to Deborah Howden, a lawyer specializing in condominium real estate, it is possible. Under Section 58 of the Condominium Act, condo corporations can create new rules that “promote the safety, security or welfare of the owners, and prevent unreasonable interference,” says Howden.

She explains the pungent smell of second-hand smoke could be considered a nuisance and therefore a new rule restricting smoking cannabis would be reasonable. Medical marijuana users would be exempt under the Ontario Human Rights Code.

This is an excerpt from an article that appeared on NowToronto.com.

Please click here to read the rest of the story.


Recent news coverage relating to major hurricanes Harvey, Irma, Jose, Katia and now Maria are replete with stories and images of disastrous flooding. The aftermath invokes memories of the unprecedented storm that hit the Greater Toronto Area on July 8, 2013, just over four years ago.

According to the Insurance Bureau of Canada, that storm and the resulting flash floods set a record for Ontario’s most expensive natural disaster, with property damage across the province assessed at more than $850 million. Many condominium unit owners were...

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When White House Press Secretary Sean Spicer asked members of his communications team to surrender their mobile phones for a search, it raised questions about whether employees have a right to privacy on work-issued devices, says Toronto labour and employer lawyer Deborah Howden.

As technology blurs the line between work and personal spaces, employer-issued devices such as cellphones and laptops are being used more often for personal tasks, and, as such, contain private and sensitive information about the user, she tells AdvocateDaily.com.

“In an ideal world it's smart to have separate cellphones for work and personal use, but it’s getting increasingly difficult to do that,” she says.

Before the advent of technology, Howden says it was much easier to draw the line between work and personal life, but it’s tougher now and that’s creating challenges for employers and employees.

“It used to be what you did on your own time away from the workplace was generally your business and what you did at work was the employer’s affair. But in the age of smartphones, the Internet and social media, that's changing, and what you do on your own time can have ramifications on the employer,” she says.

Organizations intent on ensuring that computers and other electronic devices are used strictly for business purposes should have clear policies stating that, says Howden, a partner with Shibley Righton LLP.

This article appeared on AdvocateDaily.com.  Please click here to read the complete story.


Many women in the workplace have been on the receiving end of rude or boorish behaviour from male colleagues who talk over or down to them in an effort to silence them, says Toronto labour and employment lawyer Deborah Howden.

The common term used to describe such conduct is "mansplaining," but what it really boils down to is discrimination, she tells AdvocateDaily.com.

“This happens in conversation where a man talks over a woman to either drown out her voice or explain to her something that is often within her own experience, knowledge or expertise,” Howden explains.

Some women have faced this type of situation in the form of an admonishment to be quiet or through outright pejoratives such as, “you’re being naïve or hysterical,” she adds.

“In its truest form, it’s discrimination because the behaviour stems from the sexist notion that the man’s knowledge — and voice — are more valuable than the woman’s,” says Howden, a partner with Shibley Righton LLP.

This article appeared on AdvocateDaily.com.  To read the complete story please click here.

More About

Speaking Engagements and Media Attention

  • Speaker, Mental Health in Condominiums, ACMO/CCI-Grand River Conference, April 5, 2019
  • Interviewee - "Electronic voting could help with governance", Law Times, Marg Bruineman, January 21, 2019
  • Interviewee - "Condos ban growing cannabis" - NOW Toronto, Samantha Edwards, October 10, 2018
  • Presenter/Speaker - "Why You Gotta Be So Rude? Groia v. the Law Society of Upper Canada", Six Minute Employment Lawyer, Law Society of Ontario, June 21, 2018
  • Interviewee - "Province's holiday pay reversal good news for employers", AdvocateDaily, May 17, 2018
  • Presenter/Speaker - "What's New in CondoLand?", SpringFest, Metropolitan Toronto Convention Centre, April 4, 2018
  • Interviewee - "Defining harassment in the #MeToo era", AdvocateDaily, April 3, 2018
  • Interviewee - "Sorry, you might not be allowed to smoke pot in your condo", Now Toronto, Samantha Edwards, March 21, 2018
  • Interviewee - "Companies must focus on eliminating all workplace abuse: Howden", AdvocateDaily, March 8, 2018
  • Interviewee - "Succession plans needed for future success", Law Times, Marg Bruineman, February 5, 2018
  • Interviewee - "'Culture of acceptance' key with mental health issues at work", AdvocateDaily, January 24, 2018
  • Interviewee - "The devil is in the details of employment contracts", AdvocateDaily, Kathy Rumleski, December 19, 2017
  • Interviewee - "Expansion of human rights protection timely", AdvocateDaily, Linda Barnard, November 22, 2017
  • Presenter/Speaker - "Health and Safety", 21st Annual Condominium Conference, Toronto Congress Centre, November 10, 2017
  • Interviewee - "Responsibility for condo repair a complex issue", AdvocateDaily, October 11, 2017
  • Interviewee - "Condominium owners in Ontario wade through uncharted legislative waters", Lawyer's Daily, September 26, 2017
  • Interviewee - "Emergency leave proposal problematic for some employers", AdvocateDaily, Peter Small, August 31, 2017
  • Presenter/Speaker - "Shibley Righton's Deborah Howden to discuss human rights complaints at CCI-Toronto event" - Lawyer Shoutout, Courtyard at Mariott Toronto Downtown, August 23, 2017
  • Interviewee - "Termination of employees on disability: a primer", AdvocateDaily, August 16, 2017
  • Interviewee - "Condos grapple with accessibility accomodation", AdvocateDaily, June 20, 2017
  • Interviewee - "Personal use of work tech best addressed by policies", AdvocateDaily, March 29, 2017
  • Moderator - "Barrier Free Access in Condo Buildings", 20th Annual Condominium Conference, November 11, 2016
  • Presenter/Speaker - "Boot Camp: Getting You in Condo Shape", Shibley Righton breakfast seminar, Toronto University Club, October 12, 2016
  • Interviewee - "CRTC decision addresses telecom access in condos", CondoBusiness, Michelle Ervin, October 11, 2016
  • Interviewee - "Beanfield Wins Access to Toronto Condos After CRTC Ruling", Globe and Mail Online, Christine Dobby, August 15, 2016
  • Moderator - "Condo Health and Safety: Current Perspectives", 19th Annual Condominium Conference, November 13, 2015
  • Presenter/Speaker - "Superbad: Addressing Bad Behaviour in Condos", Shibley Righton breakfast siminar, Toronto University Club, October 14, 2015
  • Interviewee - "Delicately handling the demanding client", The Lawyers Weekly, Natalie Alcoba, April 3, 2015
  • Human Rights Expert Guest Appearance (concerning Sexual Harassment in the Workplace) - Square Off, CH TV - December 9, 2014
  • Interviewee - "Nipping It In The Bud: Early Intervention and Even a Mediator Can Help Prevent a Partnership Dispute from Turning Toxic", Succession Planning - The Bottom Line and Lawyers Weekly, Grant Cameron, Vol. 4, No. 3, Fall 2014
  • Presenter/Speaker - "Mental Illness in Condos", 18th Annual Condominium Conference, November 8, 2014
  • Presenter/Speaker - "Big Irks and Little Jerks", Shibley Righton breakfast seminar, Toronto University Club, October 16, 2014
  • Interviewee - "Working Longer Brings Diminishing Returns", The Lawyers Weekly, Donalee Moulton, September 12, 2014
  • Interviewee - "Transgender Ruling Includes Surprising Twist", Law Times, Marg Bruineman, September 8, 2014
  • Human Rights Expert Guest Appearance (concerning Catholic education nights) - Square Off, CH TV - May 21, 2014
  • Human Rights Expert Guest Appearance (concerning gender expression and gender identity) - Square Off, CH TV - February 6, 2014
  • Human Rights Expert Guest Appearance (concerning disability accommodation and Trinity Western's law school) - Square Off, CH TV - January 22, 2014
  • Presenter/Speaker - "The Aging Workforce and the Law", Challenge Factory Trailblazers' dinner, Toronto Varity Club, November 12, 2013
  • Working Eight Days a Week? Join the Club, The Lawyers Weekly, Donalee Moulton, November 8, 2013
  • Presenter/Speaker - "Human Rights and Wrongs - Policies and Procedures under the OHSA and AODA", 17th Annual Condominium Conference, November 15, 2013
  • Presenter/Speaker - "Accommodating Mental Illness in Residential Settings", Shibley Righton breakfast seminar, Toronto University Club, October 22, 2013
  • Presenter/Speaker - "Management Best Practices - Employment & Human Rights", ACMO seminar for managers, Hamilton Ontario, April 26, 2013
  • Interviewee - Five ways to be a smart social media user in your job hunt, Suzanne Bowness, The Globe and Mail, January 10, 2013
  • Interviewee - Employment Law Trends to Watch For in 2013, Sheryl Smokin, Moneyville, December 21, 2012
  • Cases Show Risk of Cutting Disability Benefits – Law Times, November 14, 2011 edition.
  • Presenter/Speaker – "Mediators: What do our Clients Expect from Us?" – ADR Institute Insurance Section – October 12, 2011.
  • Presenter/Speaker – "Social Media Policies in the Workplace: Navigating the Complex World of Social Media Policy" – Lorman Education Services – July 12, 2011.

Deborah joined Shibley Righton LLP in 2005 and is a partner with the firm. Her education and practical experience make her well suited for developing pragmatic solutions to legal problems in the areas of law in which she practices. This is especially true in civil litigation, human rights and employment law, and in working with condominium corporations and other institutional clients.

Born and raised in Montreal, Deborah received her primary education in the French school system, and is fluently bilingual. She planned to be a teacher, and received undergraduate degrees in Arts and Education from Queen’s University in Kingston, Ontario, before earning her Ontario Teaching Certificate. She then completed her Practicum and wrote her LSAT, decided to take a few law courses, and never turned back.

Deborah graduated from McGill University’s Faculty of Law and was conferred with two law degrees – a Bachelor of Common Law and a Bachelor of Civil Law. Since her call to the Bar, Deborah has practised in the area of labour/employment and civil litigation. A large portion of Deborah's practice also relates to Condominium Law. She has acted as counsel, appearing before administrative tribunals and levels of court in Ontario, for many institutional clients, including condominium corporations.

Her practice involves employment and civil litigation and she also lends her expertise to Condominium, Education, and Public Law. She is a member of the Advocates’ Society, Metropolitan Toronto Lawyers’ Association, Canadian Bar Association, and Canadian Defence Lawyers.

Contact Information

T: 416.214.5279
F: 416.214.5479
E: deborah.howden@shibleyrighton.com


McGill University, B.C.L., LL.B., 1997
Queen's University, B.A., B.Ed., 1993