Ultra Vires is the independent student newspaper of the University of Toronto Faculty of Law. We provide a forum for diverse viewpoints on topics of interest to our readers. We aim to foster dialogue on academic and social issues between students, the faculty, and the broader legal community in Toronto, Ontario, and Canada. Our content does not necessarily reflect the views of the Editorial Board. We print six issues per year. Ultra Vires is printed by Master Web Inc.
EDITORS-IN-CHIEF
Sakina Hasnain and Puneet Kanda
BUSINESS MANAGER
Sam Zhang
NEWS EDITORS
Rachel Chen and Sahara Iman Mehdi
ASSOCIATE NEWS EDITOR S
Adria Lao and Jocelyn Mattka
FEATURES EDITORS
Julia Allen and Asra Areej
ASSOCIATE FEATURES EDITORS
Tyler Lee and Mia Jain
OPINIONS EDITORS
Abby McCormick and Mariam Patsakos
ASSOCIATE OPINIONS EDITORS
Emma Malcho and Alexandra Broun
DIVERSIONS EDITORS
Kiwan (Paul) Kim and Madura Muraleetharan
ASSOCIATE DIVERSIONS EDITORS
Juliette Lee and Charlize Yao
PUZZLE EDITORS
Matthew Farrell and Navya Sheth
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ASSOCIATE PUZZLE EDITOR
Zach Gorman
RECRUIT EDITOR
Yuha Khan
EDITOR-AT-LARGE
Cherry Zhang
ASSOCIATE EDITOR-AT-LARGE
Taban Isfahaninejad
ONLINE EDITOR
Siegfried Kahama
STAFF WRITERS
Allie Fong, Matthew Grace, Harleen Grewal, Jake Rogers, Jeanine Varney, and Grace Xu
RECRUIT REPORTERS
Alexia Lee, Melanie Mah, and Yebin Shin
STAFF PHOTOGRAPHER
Kabir Singh Dhillon
SOCIAL MEDIA COORDINATOR
Bilqis Meer
LAYOUT EDITOR Fox Hill Creative
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OPINIONS
“Grassy” Reflections on the 2L Recruit
it From an American: The U.S. Recruit isn’t Worth It
Letter From The Editors
November
26, 2025
PUNEET KANDA (3L) & SAKINA HASNAIN (3L)
Fear not: the end is near!
While the light at the end of the tunnel might seem like a microscopic speck, we swear it’s there! Sure, there may be a few not unharmful exams, some painful papers, and possibly an entire semester’s worth of readings blocking the view but winter break is basically (not really) right around the corner. Whether you’re a 1L wondering how bad it could possibly be, a 2L still recovering from the recruit, or a 3L who, at this point, could not care less—we wish you safe travels to the end of the semester.
In the meantime, we present our widely an-
ticipated recruit special. We are pleased to present the hiring statistics from 2026 summer recruitment processes across the country, as well as additional insights through the demographic surveys and perspectives offered by students. Congratulations to everyone who survived the recruit process—regardless of the result. You have shown incredible hard work, dedication and social batteries!
Also in this issue you’ll find Harleen Grewal’s (2L) sitdown with Honourable Supreme Court Justice Sheilah Martin, an update from SLS President Chelsea Mushanhu (3L) and a piece
November SLS Update
A note from the President of the Students’ Law Society
CHELSEA MUSANHU (3L)
Exam Season
With exams just around the corner, we want to remind students that a range of helpful study materials, including past exam questions and sample answers, are available on the Students’ Law Society (SLS) Study Materials page. Wishing everyone the very best of luck as you prepare!
Advocacy
We continue to hear students’ concerns about safety, including a noticeable increase in food theft. The SLS is working closely with the administration to develop more robust security measures to ensure our community remains safe. Please keep an eye on your email for updates.
Initiatives
Last month, the SLS renewed our Headspace subscription! The first 100 students who signed up received a free, year-long membership to the mindfulness and meditation app. We are grateful to Chantelle Brown-Kent, Student Mental Health and Wellness Program Manager, for making this initiative possible.
Last month the SLS hosted a Salon-style gathering with life and
business coaches Milisa Burns and Barbara Frensel for a thoughtful conversation on the Taboo and Power of Pride. Students reported leaving with a sense of accomplishment, mastery, and confidence to navigate their academic and professional journeys. We look forward to working with Milisa and Barbara in the upcoming semester.
SFC
Updates
Halloween was a great success!
Thank you to everyone who came out for a great time. Thank you also to anyone who donated to our winter clothing drive. Keep an eye on your emails next semester, we’ll be releasing new information about club funding, Call to the Bar events, Law Ball, and clothing orders. Have a great holiday season!
Student Voices
As always, the SLS wants to hear from you. If you have ideas, feedback, or just want to see what we’re up to, connect with your student reps, reach out to a
ber of the executive team, or join us at our
is your
let’s
ing it together.
about the students away on exchange. If you’re looking to erase the recruit from your mind entirely, we recommend venturing through diversions and into our puzzles section. Take a look at the Types of People in the Library or read up on How to Repel SNAILS in anticipation of your pre-exam library lock-in. Or, if you’re more hopeful about the light at the end of the tunnel, check out things to do this winter break.
While this November issue marks the end of UV for 2025, fear not, our team will be back in the new year with the latest law school news and updated puzzles for your in class roster. We know
that December will be tough for you all to endure our absence, but we hope you all make it to the other side. We wish you HHs all around—(HH worthy exams and happy holidays)! If you have any comments, are looking for ways to get involved with UV, or just want to say hi, you can always reach us at editor@ultravires. ca or @ultravires.ca on Instagram.
See you on the other side, Sakina & Puneet
Co-Editors-in-Chief Ultra Vires Vol. 27
Dropping Charges
By Navya Sheth
Ultra Vires’ 2026 Recruit Special
Bringing transparency to the elusive recruit process
SAKINA HASNAIN (3L) & PUNEET KANDA (3L)
Welcome to the 2026 Recruit Special. In this issue, are the 2026 2L summer recruit numbers for Toronto, Calgary, and Vancouver. It also includes the results of the 2026 1L/2L summer Ottawa intellectual property recruit. Like previous issues, this edition also takes a more detailed look at the 2L recruit at U of T, including demographic details and student comments on the recruit process.
Every year, the Recruit Special is one of our most anticipated issues. UV publishes this data in an effort to bring transparency to an otherwise elusive process. We take pride in the fact that UV provides reliable information—providing reassurance and guidance—to prospective and current students across the country.
However, we recognize that these numbers can also be a source of immense stress for students. The Recruit Special can reinforce the idea that the recruit is an all-important event for law students, or that the recruit is the only avenue for law students. That is not our intention.
In an effort to shed more light on positions outside the formal recruitment processes, UV intends to expand its coverage to include statistics from U of T’s Law School Summer Employment Program. UV would
also like to stress that the recruit is not the only avenue for students. There are amazing opportunities outside the recruit where students throughout the years have found positions that align with their passions, interests, and goals. They range widely from academia, in-house, government, boutique firms, public interest organizations, legal clinics, and more. We encourage you to speak with the Career Development Office and alums to find what is right for you.
Further, in this issue and our previous October Issue, UV has featured students’ perspectives on the recruit process—-both serious and satire. We recommend reading Hanaya Akbari (2L), Ke Xu (2L) and Romina Hajiadeh (2L)’s reflection on the 2L recruit in “‘Grassy’ Reflections on the 2L Recruit” as well as Jonathan Ku’s (2L) article “Reflecting on the 2L Recruit” which prompts students to ask themselves: Are we really getting what we want from the 2L recruit?
Most important of all, however, we urge everyone who participated in the recruits to prioritize yourself. The recruit can be an incredibly grueling process with various pressures and expectations. Students are expected to continue managing their academics and extracurriculars in addition to the incredibly mentally and socially drain -
ing process. The recruit, including its buildup and the inevitable catch-up in its aftermath, can take a toll.
Countless students experience burnout and other mental health challenges. You are not alone. Mental health support and resources are available to you at the law school and the University. We have included a list of resources below. Manager of Mental Health and Wellness, Chantelle BrownKent, is available to meet with students. In addition, you are welcome to book an appointment with Elizabeth Montgomery, the On-location Counsellor, by calling Health and Wellness at 416.978.8030 and selecting option ‘5’.
We would also like to acknowledge the hard work that goes into preparing the Recruit Special. We extend our deepest gratitude and congratulations to our Volume 28 team for all of their work making this issue a reality. In particular, thank you to our Recruit Editor, Yuha Khan (2L), and our Recruit Reporters Alexia Lee (2L), Yebin Shin (2L), and Melanie Mah (3L), for your efforts over these past few months. A special thank you to all the employers that responded to our requests and, in doing so, contributed to the accuracy of this special and the transparency of the overall recruit process.
In conclusion, we would like to reiterate that the recruit is in no way an indicator of your worth as a law student or as a person. Career paths are versatile, with no single route to success and no set path that guarantees success. You are the only person who gets to dictate your worth.
Mental Health Resources:
• Supporting a student in distress: studentlife.utoronto.ca/service/facultysupport-for-responding-to-distressed-students/
• U of T MySSP is available 24 hours a day, 7 days a week via telephone, video, or chat in multiple languages
Contacts for Students:
• The Health and Wellness Centre (M–F, 9am to 4:30pm): 416-9788030, or visit the Student Mental Health Portal online
• CAMH 24/7 Psychiatric Emergency Department: 1051 Queen St. W, or call 416-535-8501
• Talk Suicide Canada helpline: 1-833-456-4566
• See also: ontario.cmha.ca/documents/are-you-in-crisis/ or camh. ca/en/suicide-prevention/get-help
Toronto Summer 2026 2L Recruit Numbers Osgoode secures the most students hired
YUHA KHAN (2L)
This year, Ultra Vires reached out to 120 employers who participated in the Toronto Summer 2026 2L Recruit. At the date of publication, 62 employers responded and/or disclosed their hiring statistics, representing a response rate of 51.7%.
Overall, at least 434 students secured summer positions, a slight decrease from last year’s survey. Similar to the 2024 results, Osgoode has overtaken U of T Law, with the highest number of students securing summer positions at 84 students. However, U of T Law, with only 9 students behind Osgoode, had the highest proportion of its class securing positions at 32.3%. The decrease in U of T Law students securing Toronto 2L summer positions may be attributed to the increasing
number of students heading to New York in 2026, as reported in our previous issue. Finally, Western came in third, with at least 52 students obtaining placements. in the Toronto recruit.
There were several changes in the summer class size of large full-service Bay Street firms compared to previous years. Blake, Cassels & Graydon LLP, Davies Ward Phillips & Vineberg LLP, and Stikeman Elliott LLP hired fewer students than last year (38, 16, and 25 in the 2026 recruit, and 43, 23, and 26 in the 2025 recruit). Bennett Jones LLP and Gowling WLG also decreased their class sizes by two students each (17 and 13 students hired in 2026, compared to 19 and 15 students hired in 2025, respectively). No -
tably, Lenczner Slaght LLP increased their class size by three students, with 11 students hired this year. Torys LLP also increased their class size by two students, with 24 students hired; this figure includes five returning 1L students. McCarthy Tétrault LLP hired four additional students compared to last year, and has two returning students.
Among the firms that responded to our survey, Blake, Cassels & Graydon LLP hired the most students (38). McCarthy Tétrault LLP came in second, hiring 26 students. Stikeman Elliott LLP came in third, hiring 25 students. Blakes also hired the highest number of U of T Law students, with 13 JD students securing employment at the firm. This result is comparable to previous years,
where Blakes also led in both categories. Carrying on the tradition of previous years, UV asked for the number of applications each employer received, as well as the number of on-campus interviews (OCIs) and in-firm interviews each employer conducted. UV believes that while this data can provide meaningful insights, it can also be misconstrued in ways that heighten anxiety. We have outlined some of the limitations of this data and variables not accounted for in the table to avoid misleading conclusions:
• It is common for employers to offer more OCIs and in-firms relative to final offers because employers are aware that students interview with many prospective employers.
• Firms also tend to interview more candidates than positions available in anticipation that some students will decline their offers.
• The number of students interviewed varies by law school. The table includes the total number of OCI and in-firm interviews conducted for the entire recruit process. While the total number of OCIs a firm conducts may give the impression of high competition, a student’s chance of converting their application to an OCI is also de -
pendent on the number of students a firm decides to interview at their particular school. For example, OCIs run for two days at U of T Law and Osgoode Hall Law School, as opposed to other schools. The variance in the number of OCIs conducted at each school may also affect the likelihood that students proceed to the in-firm stage.
• Some of the OCI and in-firm numbers in the table are approximations (as indicated by the symbol “~”).
• Just because a firm did not hire anyone from a given school does not mean the firm did not extend an offer to students from that school. Students who received offers may have declined that firm’s offer in favour of another.
Notes:
• The net total number of students hired in this recruit was 392 (the total number of hires minus returning 1L summer students).
• In calculating the percentage of 2Ls hired per school, we used the class
sizes indicated on Ontario law schools’ websites. We acknowledge that this data may vary, as some schools reported average class sizes rather than year-specific numbers.
Editor’s Note: At the time of publication, some employers who participated in the survey in past years had not yet provided their data, which may skew comparative results. We will update our online spreadsheet at ultravires.ca to reflect any further information provided by employers after the time of publication.
U of T Law 2026 2L Recruit
Demographic Survey
The Class of 2027 through the looking glass
YUHA KHAN (2L)
For several years running, Ultra Vires has surveyed U of T Law’s class of 2L students after the Toronto recruit to offer a comprehensive look at the cohort. A total of 65 students responded to UV’s survey this year, answering questions about their general, academic, and financial backgrounds, as well as their habits and mental health. Respondents had the option to abstain from any question. Their responses have been anonymized, analyzed, and reproduced below.
Demographics
The majority of students fell between the ages of 23 and 24. Notably, the proportion of students aged 28 and older (9.2%) was higher compared to last year (6.2%). By comparison, the number of students who are 22 (10.8%) was lower than last year (14.1%).
60% of respondents identified as female, 38.5% as male, and 1.5% as non-binary. The proportion of male respondents was
higher than what was reported in the previous year (26.5%).
73.8% of survey respondents identified as straight. 20% identified as part of the LGBTQ2S+ community, with 10.8% identifying as lesbian or gay and 9.2% as bi -
sexual.
The majority of survey respondents were white (50.7%). The proportion of East Asian students made up the majority of racialized students (26.1%). The number of South Asian students was 8.7%. These results are similar to numbers reported last year. To note, many respondents identified with more than one race/ethnicity.
The vast majority of students reported speaking one to two languages conversa -
tionally.
This year’s cohort had a greater variety of religions. However, roughly less than half of respondents (45.3%) identified as
atheist/agnostic.
Similar to last year, there was a small proportion of JD/MBA and JD/other combined degree program respondents this year (4.6% JD/MBAs and 1.6% of JD/other combined programs). The overwhelming majority of students were the first in their family to attend law school (81.5%).
Academic Background
Students in this cohort came from a diverse range of educational backgrounds, varying from the political sciences and business/economics to visual or graphic arts. The proportion of STEM students increased this year from 15.9% reported in 2024 to 20.6%. Almost a quarter of respondents held a Political Sciences/Inter -
national Studies degree (23.8%).
Notably, over half of the students (55.5%) who completed UV’s survey reported an Undergraduate GPA between 3.9 and 4.0. This number is slightly higher than last
year’s 54% in the same category. The LSAT score distribution amongst survey respondents was similar to last year’s results. However, the percentage of students who scored between a 169 to 171 and 172 and 175 increased this year.
Financial Background
Consistent with the age demographics reported above, the majority of student respondents (53.1%) came directly to law school without working in between. There was an increase in the proportion of students with 1 year of work experience be -
tween undergrad and law school this year (21.9%) compared to 2024 (14%).
In terms of estimated debt upon graduation, the highest number of responses fell within the between $25,001-$50,000 (29.5%) and “no debt” (27.4%) categories. As for the reported family pre-tax household income, one-fifth of students abstained from responding. Otherwise, the results are mostly similar to the previous year’s distribution.
Accessibility and Mental Health
29.2% of students reported that they live with a mental health condition, on par with the number reported in last year’s survey. Please note that we did not limit the “yes” responses to mental health conditions diagnosed by a medical practitioner.
Students were also asked to rank the effects of the recruit on their mental health, with a ranking of “1” meaning that their mental health “improved significantly” and a ranking of “5” meaning that their mental health was “disturbed significantly.” Few students responded “1” or “2”. An equal proportion of students (39%) ranked the effect of the recruit on their mental health as a “3” or a “4.”
Political and Social Life
Similarly to the previous year, the political affiliations of this cohort leaned left. However, 24.6% of students abstained from answering this question.
142 mL wine (12% alcohol), or 1.5 oz / 43 mL liquor (40% alcohol).”
When asked about alcohol consumption, a significantly higher proportion of students reported that they never drank four or more drinks at one time (35.4% vs 25.0% in 2024). A single drink was defined in UV’s survey as “12 oz / 341 mL regular strength beer (5% alcohol), 5 oz /
Similarly, a higher percentage of students who responded to the survey (65.6%) stated that never consume cannabis, compared to 49.2% of respondents in 2024. Study drug consumption was comparable to last year. “Study drugs” were described in the survey as “e.g. Ad -
Factors Associated with Hiring in the Toronto Summer 2026 2L Recruit
Statistics, Graphs & Numbers-Crunching
YUHA KHAN (2L)
Editor’s Note: The information below is meant to express correlations between certain factors and job offers in the formal recruit. The data does not suggest that these factors caused these outcomes, nor that a student must have certain qualities (such as a specific GPA) in order to be successful. Important factors, such as personality and interviewing skills, are not accounted for in this analysis.
On Wednesday, October 25, the 2026 Official 2L Toronto Recruit came to an end. Following tradition, Ultra Vires sent our annual survey to the University of Toronto Faculty of Law’s Class of 2027 to collect recruit data and students’ thoughts and experiences. The purpose of the survey is to better inform future applicants, raise awareness on matters of student concern, and provide a historical record of year-to-year changes or trends associated with the recruit.
This year, 90 students representing 39% of the class responded to this year’s survey. The survey provided for abstention across all questions. Of the participants, 85 respondents were in the JD program, four were in the JD/MBA and one was in a different JD combined program. 60 students identified as female, 29 as male and one individual as non-binary. In addition, 41 students identified as racialized and 49 students as non-racialized.
A total of 80 students participated in the recruit. 74 respondents (92.5%) disclosed accepting an offer through the Toronto recruitment process. Six respondents (7.5%) indicated they received no offers.
Among students who accepted offers, 56.8% are headed to a large firm, 9.5% to a mid-size firm, 27% to a boutique firm and 6.8% accepted positions in government.
Students
expected debt load was of “no influence” and “5” meaning that it was the “primary influence.” 63.3% responded that their expected debt level was of no influence on their recruitment decisions. In contrast, only 2.5% of students expressed that their debt load was the primary influence.
Students were also asked how helpful they found the Career Development Office (CDO) in preparing for the recruitment process. A response of “1” meant “not at all helpful” while “5” meant “very helpful.” One student rated the CDO as “not at all helpful,” and the vast majority (70.1%) found the office to be somewhat or very helpful.
90.1% of students engaged in networking before applications were due. However, only 61.7% of students indicated that they networked with the employer from which they accepted an offer. The preferred method of networking amongst students was conducting coffee chats.
Correlations Between Grades, OnCampus Interviews (OCIs), In-Firm Interviews, and Offers Received
Only 75 responses of the 90 total were included in this section, as the remaining responses had incomplete reports of 1L grades. As in previous years, we expect that students who performed better academically or were satisfied with the outcome of the recruit may be more likely to participate in the survey. As a result of this selfselection bias, students with HHs and Hs are likely to be overrepresented at the expense of those reporting Ps. The expected grade percentage is based on the Faculty’s grade distribution guidelines.
When conducting our analysis, we assigned a numerical GPA to each letter grade (i.e., HH = 5, H = 4, P = 3, LP = 1, and F = 0) and treated courses as equivalent in weight under the assumption that employers do not take into account each course’s weight.
From our sample, the median U of T Law applicant in the 2026 Toronto 2L Recruit had a GPA of 26. The 25th percentile was 24, the 75th percentile was 29, and distinction standing was 30. This year, the median GPA and 75th percentile were higher compared to last year’s results (25 for the median and 28 for the 75th percentile). However, the 25th percentile and distinction standing GPAs remained the same.
were asked whether their debt load affected their final choice of employer, with an answer of “1” meaning that their
As in previous years, there is a general upward trend in the average number of on-campus interviews (OCIs) received as GPA increases. However, the rate at which applicants received in-firm offers did not differ significantly between GPA quartiles.
Using the Spearman rank correlation test, the relationship between GPA and application-to-OCI conversion rate was statistically significant.1 In comparison, neither the relationship between GPA and OCI-to-in-firm conversion rate 2 nor the relationship between GPA and in-firm-to-offer conversion rate was statistically significant. 3
Upon reviewing the factors that impact obtaining an offer of employment through the recruit, logistic regression revealed a statistically significant association between the number of in-firms received and employment, 4 the number of in-firms attended and employment 5 and between the number of OCIs received and employment. 6 There was no statistically significant correlation between a student’s GPA and employment. 7 The data indicated that students who both received and attended more in-firm interviews were more likely to secure employment.
As was the case in previous years, the results suggest that students with higher GPAs tend to secure more OCIs. However, GPA alone is not a strong indicator of whether a student is likely to secure an offer.
Effect of Gender and Race
We used 75 survey responses for this section of our analysis. Responses that did not provide the necessary gender or race information were excluded. Of the 75 responses, there was an overrepresentation of female students who completed the survey (68% versus 56%). There was a slight underrepresentation of racialized students (45.3% versus 50%). These numbers were compared to the U of T Law Class of 2027 profile statistics.
Gender
When analyzing the effects on recruit success, females were slightly more successful at every stage. The difference at each stage, however, was not statistically significant under the Mann-Whitney U test. The application-to-OCI conversion rate for females was 62.6% and 54.3% for males. 8 Per survey respondents, the rate at which males converted OCIs to in-firm interview offers was 52.2% compared to 54.9% for females. 9 A slightly higher percentage of females converted in-firms to offers (38.3% for females and 36% for males).10 Overall, the percentage of females and males who secured employment was essentially the same (92.2% for females versus 91.7% for males). This small difference in overall employment rate was not statistically significant.11
Race and Gender Combined
Race
Non-racialized students were more successful at most stages overall. However, these results were not statistically significant under the Mann-Whitney U test. The rate of converting applications to OCI offers for non-racialized students was 64.9% compared to 53.4% for racialized students.12 Non-racialized students were also more successful at converting OCIs to in-firms (56.4%) compared to racialized students (51.1%).13 In contrast, racialized students had a slightly higher rate of converting in-firms to employment offers (39.2%) than non-racialized students (36.4%).14 As for overall employment, non-racialized students were more successful, by a small margin, in securing a position (91.2% for racialized students versus 92.7% for non-racialized students).15 This result was also not statistically significant.
In analyzing the effects of gender and race combined, the data did not illustrate any statistically significant results. Based on the survey responses, non-racialized females had the highest application-to-OCI stage and OCI-to-in-firms conversion rate compared to all other groups (65.4% and 57.1% respectively). At the in-firm to offer stage, racialized females were the most successful at 40%. Overall, non-racialized males had the highest employment rate (100%).
Editor’s Note: Analysis was limited to male and female genders due to the limited number of non-binary responses.
CREDIT: UNSPLASH
At least 59 students were hired this year in the Calgary 2L recruit. This number is an increase from the 30 students reported last year. Of these students, 4 are returning summer students.
Amongst the employers that responded, the Alberta Crown Prosecution Service and Norton Rose Fulbright hired the most number of students, hiring 11 and 9 2L students respectively. There are 14 2L
students from the University of Calgary who have secured positions in the Calgary recruit—making this law school the most successful based on our data.
In the Calgary recruitment processes, some firms (especially the larger firms) actively discourage their 1L hires from returning in their 2L summer, suggesting that they seek out other experiences instead. Thus, these results may not wholly
represent the number of students ultimately returning to a firm for articling and potentially associateship. At the time of publication, 11 employers out of the 17 UV reached out to respond, establishing a 64.7% response rate.
Editor’s Note: Visit ultravires.ca for the most updated spreadsheets with information provided by employers after the time of publication.
The Ottawa intellectual property (IP) recruit concluded on October 23, 2025, with at least 14 students hired. Six firms participated, recruiting both 1L and 2L students. Four of these firms shared their results with UV. MBM Intellectual Property Law indicated that they received applications, but ultimately decided not to hire any students.
Gowling WLG hired the most students this year, with eight in total, the same as last year. Of the eight, four are
1L students. Borden Ladner Gervais LLP hired three students, down from four students hired last year. Similarly, Brian Raffoul LLP hired fewer students, with two students hired this year compared to last year’s four.
Regarding school rankings, the University of Ottawa had the most students hired (five), followed by TMU with three students hired. Osgoode and Dalhousie tied for third place with two students hired from each.
Similar to last year, UV asked about
the number of applications each employer received and the number of interviews they conducted. In an effort to promote more transparency and informed decision-making, we hope this additional information will provide students with a clearer picture of how the recruitment process functions.
Editor’s Note: Visit ultravires.ca for the most updated spreadsheets with information provided by employers after the time of publication.
YUHA KHAN (2L)
Vancouver Summer 2026
2L Recruit Results
At least 124 students hired, a decline from the previous year
YUHA KHAN (2L)
This year, Ultra Vires reached out to 46 employers that participated in the Vancouver summer 2026 2L recruit. At the time of publication, 36 firms had responded, resulting in a response rate of 76.3%.
At least 139 students were hired this year, down from the 160 students reported in last year’s survey. This decrease
may be attributed to the fact that several firms declined to participate in the recruit this year. However, several firms also hired fewer students than reported in the 2025 Vancouver recruit.
Students from the University of British Columbia’s Peter A. Allard School of Law dominated the Vancouver recruit, securing 51 positions. The University of
Victoria and Thompson Rivers University retained their second and third rankings, with 22 and 20 students hired, respectively. Dalhousie University closely followed, with seven students hired.
Among the responding firms, Blake, Cassels & Graydon LLP hired the most students with 15 2L hires, an increase from the 13 2L students hired for summer
2025. McCarthy
the second most 2L students with 12
Lawson Lundell LLP and Borden Ladner Gervais LLP placed third, hiring 11 2L students each.
Of the 24 employers that provided data, three reported having returning 1L students and many firms noted that they do not hire 1L students.
Tétrault LLP hired
hires.
UV Toronto 2L Recruit Student Opinions
U of T Law students tell all…
YUHA KHAN (2L)
As part of Ultra Vires’ annual recruit survey, we asked the Class of 2027 to participate in a survey providing their general thoughts and experiences about the Toronto 2L recruit. Selected responses to those survey questions were edited for clarity, anonymized, and reproduced below.
The Career Development Office
Respondents gave an average of 4.23 out of 5 when rating how helpful they found the CDO in preparing them for the recruitment process. Most respondents consulted with Theresa Chan, followed by equal amounts of consultation with Aglaia Lowo and Lindsay McKay. Generally, most respondents reported that the CDO was helpful at all stages of the process. Some respondents expressed their desire for fewer notifications from the CDO office and harsher critique of their application and/ or interview materials.
Do you have any comments on the CDO’s services for the recruitment process (regardless of whether you participated)?
The CDO is amazing!:
Fast response times. Great information sessions. You can tell they care a lot and take the time to address your individual circumstances.
The cover letter and resume review with Theresa was very helpful! The mock OCIs were also great practice.
The CDO goes to great lengths to make themselves available throughout the recruit, and their constant support and check-ins were remarkably helpful.
They're all very reassuring and helpful. I really appreciated their time and availability (especially as our class is massive) throughout this process.
I found that the CDO did a fairly good job of providing reassurance with questions I had, while simultaneously reminding me that there are not many certainties in the recruitment process.
The best resource that Jackman has to offer the students, far and away! The CDO cannot receive enough funding in my opinion!
Supportive and kind and always available for help during a stressful period.
Really great for general career coaching and mock interviews!
The CDO was great at reviewing my materials in a timely manner and it was reassuring to have different eyes on my resume and cover letters.
I only applied to boutiques and they were still helpful with feedback on my application materials and how best to frame my story during interviews
I did not do any consulting with the CDO, either in person or virtually. However, the resources on the UTLC site were fantastic.
Suggested Improvements:
Only complaint is that they seemed behind the times when it came to the NY recruit, specifically on the timeline. Things have moved up a lot in the past few years, to the point that 2L recruit starts as early as first semester now, and the bulk of it takes place in Jan-April. While this change happened quickly, the CDO's timelines still felt 2-3 years out of date. Hard to get appointments.
Please be harsher when editing cover letters, I’m glad to they’re so nice but I want them to really get in there and tear it up.
During the July application stage, it was difficult to get clear answers about how many firms to apply to or what my chances were. That’s understandable, though, since no one can predict outcomes and it makes sense they wouldn’t want to give misleading advice.
I wish that the CDO would be more transparent regarding the success rate of 2L Recruit -- I know many people who struck out completely, and I don't know if the CDO did enough to help those people understand that it can be a common and natural (though unfortunate) part of the process.
The timing of CDO Events could be improved.
I wish they didn’t have the form during recruit week as responses were heavily delayed to a point where they were no longer useful.
I wish the CDO could have some specified resources/panels for international students.
Honestly, I wish they'd been more critical and had more input on shaping my expectations, because I didn't have a good grasp on which firms I was more likely to hear back from and where to direct my energy.
NETWORKING
90.1% of respondents engaged in some form of networking before applications were due. Coffeechats were the most common form of networking. Firm tours (virtual and in-person), and open houses were also popular. Of those who networked, 61.7% of respondents said they networked with the employer from which they accepted an offer.
Some respondents found networking helpful, especially for determining firm culture and fit. However, there were mixed responses on whether it was helpful for receiving offers.
Do you have any comments on networking?
Recommend it:
Do it!! I think it helped me in this process.
Exhausting, but worth it. It was a really nice opportunity to actually speak to professionals in a candid manner.
The one place I happened to have the most connections with was the place I accepted my offer. I have no idea if it made a difference.
The upper year students and articling students graduated from UofT law were particularly helpful.
Networking is important if you want to work in corporate law. There is also a benefit for you beyond trying to secure a job - you can learn a lot about firms by talking to people. As someone who knew no lawyers before coming to law school, I almost wished I networked MORE before the recruit, because the conversations I had during in-firms were so helpful in making my decision.
Networking is a great way to learn about the market and explore what you might be interested in. It’s an opportunity to pick the minds of professionals, not just getting someone to advocate for you.
Networking gives you an easy way to bolster your cover letter and some easy things to talk about in interviews. But most importantly, I think it's genuinely useful in helping you decide what you're looking for in employers and getting a preliminary sense of the culture at various firms.
The upper year student directory was very useful in reaching out to former summer students at the firms I was interviewing with. I was pleasantly surprised that almost everyone I cold-emailed quickly replied and agreed to chat!
Coffee chatting is key for firms with smaller offices; less important for larger ones.
Not necessary for securing the offer:
I felt underprepared going into the recruit with no networking experience (no coffee chats or firm tours), but I don’t think they’re necessary. It helps, but it’s not a dealbreaker.
People overrate how important it is (especially if you have a strong application package otherwise).
Networking before applications were due seemed to not have any effect on securing OCIs. I did not get OCIs with any places I networked with people from prior.
Ironically, while I networked for the firm I ultimately landed at, it was very minimal networking (I only really talked to one student who landed there the summer before).
Networking really isn’t that big for government. It just helps you get an idea of the substantive interview and whether you’d want to work in the office.
I don't think it's the be-all, end-all of the recruit. I got OCIs and in-firms from firms I didn't network with whatsoever.
Networking before OCIs and in-firms is recommended:
Networking before OCIs with firms you are interviewing with seemed way more helpful to me to understanding the firm and building connections (and have people vouch for you). It also helped me to understand the firms and my assessment of them.
I did not network with every firm I applied to pre-OCIs, but I made sure to coffee chat at least one person from every person I in-firmed at. I found it very helpful for prioritizing and navigating firms at the in-firm stage.
A must for me. It really helped me discern which firms I
was most interested in prior to call day for interview week and I could then slot interviews at times that correlated with my interest level on call day. This was a clear expression of interest to the 2 firms for which I accepted interviews on Monday morning.
I found networking to be very helpful for getting a sense of a firm's culture. I did not network with every firm I applied to pre-OCIs, but I made sure to coffee chat at least one person from every person I in-firmed at. I found it very helpful for prioritizing and navigating firms at the in-firm stage.
I didn't do much networking compared to other people. I don't think networking helps with the odds of you receiving an offer. I think networking helps most for students who need to decide on a first-choice.
Speaking with 2024 call right before in-firms gave me a lot of great talking points for a firm. Sometimes I would parrot them to show interest. It was especially good for the “your questions for us” portions of the interviews.
EVENTS DURING IN-FIRM WEEK
82.7% of respondents attended in-person events such as receptions and panels.
Do you have any comments on the events?
Highly recommend showing face:
Some firms are more stringent than others about attending events in order to secure an offer.
Events are miserable but absolutely crucial. I cancelled a lunch with one employer who I know for a fact was very interested in me and they cut me immediately because they realized I wasn’t going to accept their
offer. If you choose not to attend an event, beware of how employers will interpret it. HOWEVER — you can make up for not attending a specific event by offering another event (e.g. I had to cancel a reception but offered lunch the next day and got an offer).
As an extroverted and social person I thrived much more in the events environment vs in interviews (where I had more performance anxiety). I was very relaxed at social events and felt like I conducted myself well, but perhaps I was too relaxed.
Attending events is another opportunity to get an idea of what the firm is like and also for them to scope you out. I think overall if a firm you're interested in is offering an event, you absolutely should go to show interest.
Interviews provide the primary qualitative information through which firms seemed to make their decisions. However, I cannot imagine that I would have had the same success if I turned down any events or receptions I was invited to by the two firms I received offers from. The events are a very important way that employers gauge the applicant's interest in them. Furthermore, it was at a dinner event that I met an individual who ended up being super important to my recruitment experience, vouched for me, decided my following-day interviewers, etc.
If you decline an invitation from a boutique, there's a good chance they will no longer proceed with your candidacy.
I had a really nice time at both dinners I attended, and they were both at restaurants I would not have had the opportunity to go to otherwise. Receptions matter for government!
My Day 1 dinner made me a lot more certain that that firm was my top choice, after getting to interact with people in a less structured way. The social events really helped get a feel of the firms and informed my decision.
Continued on page 14
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Not necessary to attend:
As long as you are making an effort to attend, that is the most important thing - but not necessary.
I was able to attend all events, except for day 1 dinner with the firm I ultimately selected, so not sure what influence events really have.
The firm I landed at did not have any events which I honestly preferred as it made the recruit less stressful on my end.
Dinners and receptions are helpful only if you are very interested in the firm, or if THEY are very interested in you.
If you are a competitive applicant, firms know you are choosing. Declining events with firms did not affect my recruitment process but this may not be true for “weaker” candidates.
I found the events to be very helpful to get a sense of the firm culture, but I don't think they had much impact on the firm's decision making. I received offers to attend day 3 interviews from multiple firms I did not attend any events at.
Tips for attendance:
Lawyers/student recruiters will make you try to stay at events, so if you want to go to multiple events in one night (ex. reception 5:00-6:30, dinner 7:00), really try to keep an eye on time. It flies at events!
Other students during events can be vicious. I found some nice people and lawyers and they helped connect me with others during events.
With receptions, it felt like how long I stayed was being read into by the firm as a measure of my interest.
Helpful to later reference a conversation or experience I had at an event that made me interested or excited to potentially work at the firm.
Other thoughts and comments:
I wish less emphasis was placed on events. It's clear that firms read a lot into your decision whether or not to attend, but we have such limited time during the recruit and we have to make choices of which events to go to based on limited information. I appreciated firms that gave the option between Monday and Tuesday for dinner.
One firm I was interviewing with was doing nepo hiring so it wouldn’t matter how many events I attended or chose not to attend. I found most receptions very hectic and found it stressful to try to talk to as many people as possible in a short period of time. Seriously, do not drink too much, it’s easy to go a little overboard.
UNCOMFORTABLE ENCOUNTERS
Did any of the employers you interviewed with ask you inappropriate questions or make you feel uncomfortable?
“First-choice” language pressure:
There was a lot of pressure from several firms to first-choice them - asking many questions like "what more do you need to make your decision".
An articling student basically told me to use first-choice language with a firm (they were not explicit about it but they did) and then rejected me after using first-choice language.
My host (a third-year summer student) dropping consistent, very awkward hints--moments before my interview--that my interviewers would be anticipating first-choice language.
A sort of quiet, anticipatory disposition from the interviewers in questions. While they never pressured me into giving first-choice language, it was very clear to me that they were not particularly interested in answering any of my questions about the firm. They seemed to just be hanging on my words, waiting for me to give firstchoice language.
Trying to push for info about other firms I was meeting with to “help” me with my choice.
Awkward interviews:
During OCI was accused of lying when I said I enjoyed group work, and was heavily pressured to give first-choice to a firm that was not my first-choice.
Partners were on their phone while another lawyer answered my question.
I felt significant pressure to give firms first-choice language early on Tuesday.
Inappropriate questions and comments:
One firm asked me if I chose law school because I thought I would never be a successful writer (I have a writing degree).
A partner asked me which parent I stayed with after my parents' divorce. My parents are not divorced, and the question seemed to come out of nowhere. It made me feel really uncomfortable.
Asked if I would be comfortable representing the “big guy” - i.e. where the issues are typically bad for the company you’re defending. I remained steadfast in my answer and that I understand the importance of the right to defend, but I would draw a line depending on the case. This answer did not impact me in receiving returns for day 2.
Day 1 with a large Bay Street firm, I had two interviewers conducting my interview together. They barely asked me any questions, and when I would try to answer the questions they did ask, they would interrupt me to make jokes and tell anecdotes between themselves. They talked to each other more than they talked to me, with little opportunity for me to try to join in on the conversation.
Proceeded to reject me later that night.
One managing partner asked me an inappropriate question about the firm’s junior associates who I had been interviewing with.
One found out about another firm I was interested in, asked me why I was interested in them and said poor things about the other firm
Discrimination/Stereotyping:
During an interview, I off handedly mentioned that I was temporarily vegetarian for a religious festival. She started to talk about vegetarianism being the main thrust of Hinduism. A lot of what she was saying was incorrect but I felt uncomfortable discussing it because she was interviewing me and also because it was a discussion that warranted cultural intricacies that she (as a white woman) would not be privy to. It didn’t feel appropriate to talk about.
ADVICE, WISHES, AND MORE
When asked about their decision-making process, 56.3% of the respondents said their first-choice employer changed throughout the recruitment process. Out of these respondents, 13.5% said their first-choice employer changed during OCI’s, 21.6% said between OCI’s and in-firms, 54.1% said during in-firms. We also received a comment from an employer participating in the recruit regarding advice for future applicants.
What advice would you give to someone participating in the process next year?
An employer’s perspective:
To future law students, it’s important to emphasize that grades matter. The 1L grades are hard screened by a lot of firms even if they don’t admit. Meaning if you don’t hit a certain threshold they aren’t even reading your cover letter. Even at U of T Law. However, while grades open the door, they don’t close the deal.
In-firm specific advice:
Be prepared to face some pressure to tell a firm they’re your firstchoice — don’t give in unless they truly are your first-choice!
Wait to give your first-choice until Tuesday.
Focus on the people and the signs. Use the CDO they get back in such a quick time.
Go with your gut over your brain - it can help you recognize small things that are harder to process and explain about why you like a certain-firm or dislike another.
Be intelligent and passionate in interviews.
Be yourself! And it might be better to first-choice a firm that you’re confident will give you an offer rather than one you might like more but aren’t sure about.
I struggled with expressing interest in other areas of law. Do not let other interests in any other areas of law (than the employer does) show to employers.
Trust the process and have a 3L or non-participating 2L on speed dial. You need someone who understands the process and can give you an objective opinion to be able to take your call morning, noon, or night.
I did not feel that first-choice language was something that could "only help me" and "never hurt me." It felt as though some employers would exclusively extend offers if first-choice language was given, whereas some employers told me that they have an entirely merit-based recruitment process and thus I would have no negotiating leverage through first-choice language. I have heard several stories of people who have given first-choice language to a firm that left them hanging for too long, to the point where they were unable to give it to anyone else, thus undermining their own recruitment odds.
Have a good list of targeted questions that you genuinely want the answer to going in. I was surprised by how much time I had to ask questions and how few questions the interviewers asked me in some of my interviews.
You really have to push your first-choice employer for a clearer signal after you give your first-choice to them. Don't think you'll get an offer just because you first-choiced them and they responded positively. LOTS of people got played. They were led on by firms to think they would get an offer, but ended up getting ghosted. I know LSO rules prohibit employers from making early offers, but push them to provide as clear a signal as possible. Leave enough time for your first-choice firm to respond so that you know how to respond to other employers.
Pay attention to how you feel when you are at certain-firms and how they are interacting with their colleagues, not just the candidates.
If the head of the student recruitment team is hunting you down at receptions to introduce you to more people, this is a very good sign that the firm likes you a lot! Don’t focus too much on how many partners seem to like you — it’s the head of the recruitment team you want noticing you because they get the intel with regards to how well your interviews went and know where you stand in the firm’s eyes. Always say yes when they offer to introduce you to more people!!
During interview week, try to remember your interviewers. They will be people you can approach during receptions and who
can introduce you to more people. The more memorable you make yourself to them, the better your chances the firm will see you as a candidate that would do well in their firm culture.
Bring an extra pair of sneakers (especially if you are wearing new heels but applies to any new shoe). It takes 3 seconds to change shoes in the lobby before running off to your next firm and your feet will thank you!
Don’t self-select out! For the government specifically, don’t be afraid of substantive interviews. They know you are students and just want to see how you think.
When I got to in-firms, I was asked many times if there were more lawyers I wanted to meet during social events. Have a look at their website in advance and have some names in mind; if you can, ask former summer students via coffee chat about who works in your chosen practice area (and is friendly)!
Watch for the cues. Many, but not all, will give them. They will give you their business card. They will tell you “reach out at any time.” They will respond quickly to emails. Day 1 interviewers will check in with you on Day 2 and 3 even if they are not your interviewer. If that is genuinely your first-choice, tell them on Day 2 to gauge their reaction.
Have all the logistics for in-firms easily accessible on your phone.
Pre-write thank you emails!
Grades are not the end all or be all:
Grades are less important than they seem, especially if you have a lot of substantial experiences to speak to.
Don’t count yourself out with one bad grade.
Even if you weren’t the top of your class in 1L, and have mostly Ps on your transcript (like me!), you can draw confidence from the fact that you’re at the best school in the province, and these firms are well aware of that.
Grades are important, but they aren’t everything. Don’t be discouraged if you don’t have a lot of H’s. If you can get relevant work experience, demonstrate a genuine interest, and perform in an interview, you will be okay.
Start applications and prepare materials early:
Start working on resumes and cover letters early. Heavily prep for OCI stage, little to no prep for in-firm stage. When prepping behaviourals, speak to friends and family as they often can recall your experiences better than you. It is extremely helpful to have friends who are willing to be very open about the process and who you can tell your OCI and in-firm dilemmas to.
Start prepping well in advance.
Network before OCIs, you will learn about the firms you are actually interviewing with and that’s the only way I could tell if I would like a firm, before that I basically knew nothing. Talking to articling students or lawyers is very helpful.
Keep a positive perspective:
Just enjoy it. It is such an incredible experience to meet with so many skilled practitioners in such a short period of time, and chances are you will meet people you really connect with and enjoy sharing conversations with. I think it is important not to fall into the common perception and rhetoric of 2L Recruit as a brutal, exhausting, long-winded process. It can be a very fun three days if you go into it with a high-energy, positive outlook and lowered expectations.
Don’t be stressed if you’re not as stressed as everyone else, especially if you have a lower amount of in-firms with places that don’t really do second or third interviews. I was watching shows and hanging out with friends during interview week. Decompressing really helped me bring energy to the few in-firms I did have. There’s only so many times you can review your resume or scroll through a firm website.
Keep an open mind, I had a personal ranking of the firms before going in to in-firms and it was completely flipped by the end of day one.
Don’t take it too seriously, keep doors open and be transparent whenever you can! Trust your gut feelings if stuff feels off - you’re not awkward… usually it’s them.
Relax!! If you get an OCI the employer has accepted you onpaper, the hard part is done. The interviews where I relaxed the most, focused on being honest, open, and curious were my most successful.
Keep your energy levels high however you can, keep smiling, drink lots of water, remember to eat (take advantage of all the free food!), and just try to embrace the craziness of the process. Have some fun with it.
Don't stress, just do your best.
Be genuine:
Be yourself. As much as you want these firms, they want you. Be honest about who you are and what you want - the firms are receptive to students who are thinking longer term about their careers. Questions like - what is the five year outlook for an associate - were met with very positive reception since as much as you are investing in the firm, they are investing in you.
Be yourself! Being genuine in interviews got me much much further than reciting overly practiced answers to questions. It is so important to ultimately choose a firm where you feel like you would be welcomed for who you are.
Be likeable. Know yourself and be confident that you know yourself.
Other tid-bits:
Don’t feel pressure about getting under 10 OCIs. At the end of the day, you only need 1 offer.
Practice social scenarios. It’s a recruit made for extroverts. Hanging out and practicing with friends helps a lot. Overall, be kind to other students during the recruit. Employers will see that and will find it to be a positive trait. Be a friend!
Get good grades and everything will fall into place. Also, try to take the pressure out of the recruit. Enjoy the experience. The more comfortable you are, the more confidently you will carry yourself: which makes you more attractive to firms.
Have upper years to call and talk to.
You don’t have to apply to 20 or 30 firms to get a job. Being selective in your applications will help you end up at a firm you really like.
Networking is also less important than I anticipated, I received many OCIs and in-firms with firms I did not network with.
Being a U of T student gives you an automatic premium which is looked favourably on by all the employers I talked to.
Tip for scheduling in-firm lineups on call day: if you plan to take 4-5 firms in-firm week and your last ranked firm calls you first, don’t pick up. Wait until you’ve slotted in your first 1-3 choices at good times in the morning before calling back. Otherwise, you may miss a call from your first-choice firm while you’re scheduling your last choice firm and the prime spots in the morning may be filled by another candidate for your first-choice firm before you can get back to them.
Final Takeaways:
It’s a BS process that is extraordinarily stacked against visible minorities — whether you land a job or not, it is not a process that warrants pinning your worth onto, which is hard to do when it is so all-consuming. Firms, especially larger ones, do not care about you at all and see you as a number.
Exercising detachment is so important (although it is easier said than done). The recruit is NOT be all end all.
What did you not want your interviewers to know about you?
Personal Identity:
My sexuality (LGBTQ+).
My personal life. My mental health condition. Me as a person.
Interests and Long-Term Goals:
That I was interested in litigation but chose not to moot - no one even asked about mooting.
I’m not interested in corporate law whatsoever. Lied about it and it worked though so what now!!!!
That I had interest in other areas of law.
That I plan to start my own firm early in my career. I actually plan on moving back to BC relatively soon. That I was telling each firm that their size of firm was my ideal firm size just to cover all my bases when they asked “why us?” I really only wanted Big Law.
Other:
Politics.
My law school grades.
Political opinions that would be uncomfortable or divisive to share.
How little I knew about their firms. Where else I was interviewing.
What, if anything, would you change about the recruitment process?
Timing: I would make it in the summer.
It’s so compressed for no reason.
Call Day:
Call Day is cruel and unusual punishment in the era of online calendar apps.
Organization/staggering calls for call day for offers to come in-firm interviews.
Call day should be a portal system like OCI decisions.
I would change call day. I had to turn down an in-firm from a place I was interested in simply because of logistics.
I wish firms were required to ITC or PFO in advance. I didn’t know which firms would send out ITC. Knowing that I likely wasn’t going to be called on Call Day would have helped me preschedule.
Make call day less hectic!! Something like the OCI scheduling process would be ideal.
Call day is foolish. Get ready for that. Don’t burn your 8am slot.
In-Firm Specific: No receptions please.
I would introduce a requirement for firms to communicate that they are not going to be moving forward with you. I had multiple firms just ghost me after a certain point and not reply to any emails. While I didn't first-choice those firms (which probably led to the
ghosting), I was unsure of my place and would have appreciated just hearing a "no" if that was their opinion of me so that I could move forward knowing exactly which firms to focus my efforts on.
There should be no larger group dinners on the first day, employers should NOT be sending emails expressing how interested they are in you, shouldn’t be 3 days long (only 2).
I wish there was a period between day 1 and 2 that allowed for a cool off. Speaking with many peers, they felt the same. The packed day 1 and quick ramp to day 2 is insufficient for students to reflect on what / who they want or to even formulate questions to make a decision. I struggled with this a lot. I wish I had more time before the Day 2 interviews to think and reflect - I probably would’ve eliminated more firms on Day 2 and paid attention to those I wanted.
No group dinners please.
First-Choice Language:
No first-choice language.
First-choice language should be abolished.
When a firm is given first-choice language by an applicant, they should have an LSO-mandated duration of time in which to either affirm the first-choice language (indicating that they are in the position to extend an offer at 5pm on Wednesday) or deny it (indicating that they will not be moving forward with the applicant). This would provide applicants with much more information through which to time and strategize giving their first-choice language.
Firms took way too long to respond to first-choice language, making it an ineffective tool. One firm straight up never replied. I think that is a very bad look for a firm, as it doesn’t take long to send even a copy pasted message rejecting a student so they can use firstchoice language on their next firm.
Use of first-choice language, lack of transparency from employers, hostility of other students in events.
Toronto should adopt the Vancouver policy on first-choice.
The use of first-choice language.
Way too much pressure from firms for “first-choice language,” especially on day 2. Firms should be respectful of that and not actively pressure students for the language.
I would either prohibit first-choice language or adopt the Vancouver market's approach, which outlines when students can give first-choice and when employers must respond. To have an employer receive first-choice language and not respond to the student within the same day causes serious harm to the student's job prospects.
Other:
I think the whole process is very unfair to students. The LSO should change their rules because while I believe they were enacted to protect students, they are genuinely doing the opposite. Firstchoice language is our only so-called "power move" but once we give it up we are so vulnerable (meanwhile firms are allowed to be very vague with us about their intentions).
Ban employers from phoning students. Have them send out offers electronically at 5pm on offer day (and even after OCI’s for in-firm’s) so that students can view all their offers and make a decision.This could be an Ontario-wide portal. It is incredibly silly to have these employers call sequentially and potentially pressure students into decisions without knowing all their options. I know you can take time to consider all your options, but there is pressure to say yes on the phone then and there.
I think it would bring more peace of mind if employers could verbalize that they were going to offer you a position. Not knowing is so stressful!
It needs to be more objective, especially when it is dominated by non-racialized people. “Connection” is not a real thing and is a scapegoat for “I don’t see myself in you.”
I think firms should be able to interview candidates and make offers as they wish, with the additional requirement that offers be left open for a reasonable amount of time. This would give students flexibility to interview with more firms and give them more time to weigh all of their options.
I would make the process 4 days long so day 1 interviews could be stretched out over 2 days.
Did you experience any employers not following the LSO Procedures? If yes, how?
At a seven sisters firm, a student was told by the Chair of the firm they would be receiving an offer and to cancel all other interviews. They received an offer.
Calls at 7:58. I won’t say who. 1 minutes can be chalked up to a difference in second hands. 2 is intentional, especially when they ask you for 8am.
Do you have any comments on the LSO Recruitment Procedures?
Even if they can’t explicitly ask for first-choice, many firms still will do so in a very obvious way.
Very outdated and needs a serious overhaul.
Everyone at the LSO should be in prison for forcing the recruit to happen this way.
Employers should be required to respond in a timely way to first-choice language so that students can use it effectively and know how to proceed with other firms.
There should be a deadline for communication on each day of in-firms. The days are long and exhausting; it sucks having to stay up late to anticipate an email or a call.
Again, it needs to be changed. New York was far more relaxed and honestly more student-friendly in my opinion (yes, the earlier and earlier timelines are stressful, but other than that the entire process is so much better to students).
This was the worst way this process could have been completed. They make it very difficult to explore opportunities with firms not participating in the recruit, because of the very long blackout period. Many firms also prohibit lawyers from mentorship during this time, which was a real drawback.
It seemed to be a little too serious/intense for a process that realistically is meant to get 4 month summer jobs for students. Some of these firms take it so seriously, you would think their reputations live and die on the backs of their 2L summer associate population.
Incredibly stressful and unneeded for both students and firms. A cool off period before day 2 is desirable to allow candidates to reflect and ensure students are not just continuing through the process (i.e. wasting employer time) because they are uncertain.
The way the process is set up forces students to make many difficult strategic decisions in a very short amount of time. I also really don't like the pressure to give first-choice language. This only exacerbates the power imbalance between firms and students that is already present, and it felt like I had to put all my eggs in one basket. I know students do get multiple offers in the recruit, but that requires having a lot of luck on your side. A less structured process (with certain baseline rules) could help alleviate the pressure on students in making these decisions.
LSO should allow employers to send out early offers. The current situation only enhances power imbalance between students and employers because students have to commit to their first-choice firms while employers can keep students in the dark and lead them on intentionally.
First-choice language sucks. It also sucks that you have to keep coffee chatting and interviewing firms after giving first-choice elsewhere. It makes the conversations more awkward/nerve-wracking.
First-choice language is SUPER important. Use it for someone that you would choose above anyone else. If you don’t, you’re wasting it.
Are you satisfied with the outcome of the recruitment process?
90% of respondents expressed satisfaction with the outcome of the recruitment process.
Satisfied:
Did not expect to have all firms pursuing me heavily at the infirm stage. I was able to weigh and make my own decision about which I liked best.
All my in-firms didn’t cut me, let me make an educated choice rather than feel limited to just taking a job. I chose somewhere where the people felt kind, not hostile or competitive, while at the same time doing the transactional corporate work I wanted.
I got a job with the employer I was frankly embarrassingly obsessed with. I just wish I could go back and tell myself not to do events for a million other firms lol but hindsight is 20/20.
I got my first-choice firm.
Received a job at a firm I am very happy with.
I ended up at my first-choice firm and got to meet tons of kind lawyers who I will hopefully get the chance to work with in the summer! The recruit process itself is probably the most stressed I've ever been in my entire life, but ultimately I think the work paid off in the results.
I got my first-choice employer and am excited to work in an area of law that I got an interest in from the beginning of law school.
I got a job!
I had a large, full-service firm as my first-choice going into infirms. Throughout the week, my confidence and interest in the firm was only substantiated by meeting plenty of charismatic, intelligent people from the firm. They extended an offer, and I accepted.
I got the best job. Can’t ask for more!
I got a job at one of my top 3. No complaints with the outcome.
Ultimately I ended up getting an offer from my top choice and found the firm very supportive through the recruit process.
It became clear to me over the 3 days which firm I liked the best and they also seemed to really like me. I’m now going to my top choice firm with full confidence I made the right choice.
Clearly vibed with the firm I received an offer from.
I was a stress case for the literal entirety of 1L and I got my prestigious Big Law job. Relieved.
I landed my top choice firm, a large full service bay street firm. I wasn’t sure what to expect because I only had 1 H, but the recruit worked out for me.
Not Satisfied:
I was led on by a firm and rejected in an untimely manner. I was unhappy that I attended so many follow up social events and they seemed to express interest but then not make an offer. And one firm just never replied at all to my first-choice email. Very unprofessional.
Not much you can do about the lack of positions available in a small subfield.
My top choice firm in the city did not participate in the formal recruit and offered me an in person interview the day after I accepted my position.
I’m insanely happy with the firm I ended up at. However, I am extremely displeased by the way I was treated by another firm, and it soured the entire recruitment process for me.
I accepted an offer from a firm as they were the only ones to give me an offer at the end of the process, but I wish I had more opportunities with firms that had wider practice areas I was more interested in.
Do you have any mistakes or accidents that you would like to share?
Interview mishaps:
Absolutely botched my first OCI as I was so nervous - they never got back to me. Luckily it was one I wasn't interested in working at!
Not knowing the clientele of a firm during OCIs (talked about being passionate about union-side L&E to a management-side L&E shop).
I definitely made a mistake in one big firm interview. I was asked about my favourite case that I read during an RAship, and blurted out one dissent because it was the first thing that came to mind and I did genuinely find it interesting. I was then asked what the substance of the dissent was, and... let's just say I definitely forgot and could not answer LOL! Ultimately I did not give firstchoice to this firm and did not receive an offer from them, so who knows. I do think it probably hurt my chances lol.
My interviewer told a long, niche legal joke that requires knowledge of multiple SCC cases. I laughed hysterically, pretending to get the joke. He hadn’t even reached the punchline.
I mixed up one of the upper year students that I spoke with. I accidentally assumed that he worked for a different firm than he actually did. Not a huge deal but lightly embarrassing.
Misspoke during OCI and said another firm name while in the interview…almost did it again and caught myself but the interviewers could tell.
Sometimes, I forgot who else I met with from the firm in previous interviews when asked by subsequent interviewers.
My alarm rang in the middle of my interview. I had put my phone on "do not disturb" but I guess the wake-up alarm bypassed that.
During in-firms, I asked an associate "what's your least favourite thing about the firm?" with a partner in the room. The associate obviously gave me a bullshit answer, it was kinda awkward.
Scheduling:
I had a first interview with a firm on the second day, tried to reschedule them (which seemed to annoy them), and then came late because I was running from another interview. Not sure if this counts as a mishap, but they could definitely tell I was not interested. At this point, I had strong feelings about my top firms, so I wasn't worried about this particular firm, but would suggest not arriving late to an interview where the interviewers know you don't want to be there lol.
I forgot to schedule OCI’s for the firms after applying and the CDO had to save me and do it for me after the deadline had ended … somehow managed to get a job, I wouldn’t hire myself tbh.
I told a firm I would be at their reception and left another reception early to get to the second. I left my bag at the office of the first firm and had to RUN back to get it. By the time I retrieved it I had run out of time to get to the second reception. I emailed to say I would not be able to make it. This was on Day 1. I was scheduled for an interview at the latter for Day 2. When that interview came they only had me speak to the host for a bit and then told me I could leave. I did not hear from them further. Then I forgot my bag at a reception on Day 2 as well. Don’t drink too much.
Double check your OCI times !!! I missed an interview because I mis-scheduled my calendar :(
Lateness:
Was 10 minutes late to my first in-firm interview (my top choice). Still got the job though!
I showed up late to a first round in-firm with a small boutique. They were very gracious, and actually they went out of their way to reassure me that I wasn't out of the running because of it. I still was invited back the next day, and was told I almost got the offer (for only one position) so I believe them. Don't count yourself out!
I was so behind on thank you emails, I sent a thank you email for a firm I met with on Day 1 in the middle of the night on Day 2. There's a firm I never ended up emailing. People say you should keep a draft "thank you email" ready. You should also have the interviewers' email addresses ready!
I got to an 8am interview like 5 minutes late because my Uber missed a turn. I told the interviewers I mistakenly went to the wrong building.
I went to the firm rather than the restaurant for lunch. They were super nice about it, although I had to run there and was 10 minutes late.
Other:
This wasn’t my accident but the firm I ended up accepting an offer from sent a reply to my post-OCI thank you e-mail that was OBVIOUSLY intended for a different U of T law student. And yes I knew who it was for immediately. All was forgiven though obviously lol.
The head of recruitment at a firm chased me down on a day 3 breakfast and asked to introduce me to more people. I had another overlapping reception to go to and glanced down at my watch and she instantly knew I was headed somewhere else. She was very friendly in saying goodbye but later called to say they would not be
extending an offer. I realized my turning down her invitation to meet more people at the firm was a clear indication to her that her firm was not my top choice, and thus they cut me!
I sent my first-choice place an email with a typo. I wrote acomodating instead of accommodating. I freaked out for no reason. You will be fine!
I stayed way too late at a Blue Jays Watch Party and was a zombie on Day 2.
I got on an elevator not realising that you needed a pass to get to the law firm's floor. So I was stuck on the elevator for like 2-3 minutes until someone pressed G.
I was so tired at my first night dinner that I literally apologized to my dinner companions for being no fun at all and they were like omg no haha you were fine… (I was not fine).
While I was leaving a voicemail accepting a second interview with firm B, someone working at firm A (where I was interviewing in 10 minutes) saw me hiding in the stairwell and came to ask what I was doing there, ruining the voice mail. Then when I sent an email to firm B to apologise for the chaotic voicemail and to once again confirm the second interview, there was a typo in the email! I still got an offer from firm B.
Closing Thoughts?
I was surprised at how impressed interviewers kept telling me they were with me. I think we have a tendency to underestimate our abilities and qualifications, but trust that you are a hardworking and deserving individual and be confident!
Never have I been in a worse state of mind to meet a bunch of people I respect, need to impress, and would otherwise be thrilled to meet. If you told me on a random Wednesday I could have free lunch with a bunch of Blakes partners I’d be like wow thank you so much. Yet in the context of the recruit I actually would rather be driven over by a semi-truck.
The process is tiring but it’s also incredibly fun. You’re going through this intense process with all your friends, talking to really amazing people, and figuring out your future. 10/10 would do again.
Every white student I know got a job. I myself as a visible minority only know of other minorities who did not receive an offer from the recruitment process. I think that speaks for itself. There is an overrepresentation of certain minorities who did not receive offers (from those I know). I think there is a lot of Islamophobia inherently at play as well.
I was so anxious throughout the whole thing about the whole process and I wish I could have told myself to try and look at things objectively. After I gave my first-choice language, I got very strong hints from the firm that they were accepting this language by saying things like "we'll definitely be in touch" and "you have been the most impressive candidate this week". Yet, I was still riddled with anxiety and second-guessing how the firm viewed me. In hindsight, I should have really looked at things objectively and been like hmm what are they actually saying here? Because if I had done that, I would have probably realized that they were sending very strong signals that they liked me and reciprocating first-choice language. If I had been a bit more cool, calm, and collected about analyzing my interactions with employers, I think it would have made me a bit less anxious.
The recruit is a marathon, and it starts in the early summer. Pacing yourself, and more importantly, rewarding yourself throughout the process is important. I actually enjoyed the busyness and the later stages of the process because I could chat with friends and feel supported throughout.
Fun experience! I learned more about legal practice in those three days than in the entire year of 1L. Nobody should be deterred from the recruit by their fears or apprehensions -it is a rewarding time, and even if nothing comes of it, you will be richer for the experience.
Peer pressure is high. But our school does seem to have a really good reputation!
Such a physically demanding week.
I was very selective with the places I applied to. I’m public-interest focused and I knew that, except the government, many opportunities lay outside of the official recruit for me (which reduced my anxiety). I had a great time because I got to talk about areas of law I’m passionate about with people who are doing cool work. I even enjoyed studying for the substantive government interview because it let me learn more about a subject I care about. If you’re not being true to yourself throughout this process with the people you choose to interview with, it’ll be ten times more exhausting.
Don't settle. Don't be afraid to chase what you really want.
CDO = the GOAT
Just be yourself. You don’t want to work at a firm that doesn’t allow you to be you. Working long hours and masking continuously is a perfect recipe for disaster.
In-firm week is super super hectic. Make sure you pack a lunch you can eat on the go if you have a busy day (eg sandwich) and stay hydrated!! It does not take that long to have a bite or two and chug some water between firms but trust me if you don’t your end of day interviews may go very very poorly.
The worst part of the recruit is the anticipation between each stage. It doesn't feel so hard when you're actually doing OCIs or in-firms
It's a crazy process, but just embrace the chaos and try to have fun.
A Conversation with Supreme Court Justice Sheilah Martin
Shifting from academia, writing for the losing party, and finding confidence amid doubt
HARLEEN GREWAL (2L)
Note – This interview has been edited for length and clarity.
Ahead of this year’s Grand Moot, I had the pleasure of sitting down with Honourable Justice Sheilah Martin of the Supreme Court of Canada and her law clerk and U of T alumnus, David Côté. We spoke about her teaching experience, writing for the losing party, and finding confidence amid doubt.
Harleen: Thank you for taking a moment to speak with me today. I know you have a busy day with the Grand Moot, and I really appreciate your time.
Martin J.: It’s been busy, but the good kind of busy. The moot presents a truly stupendous problem that raises many great questions. Every moot needs balance. Hearing from both sides today will be interesting.
Harleen: One hundred percent—shout out to Navya Sheth and Kate Shackleton, this year’s Grand Moot problem writers!
Let’s dive right in with a fun question.
Over your legal journey, you’ve lived in Montreal, Calgary, Toronto, and now Ottawa. What part of Canada do you find most beautiful?
Martin J.: That’s a difficult question because Canada is so diverse and beautiful in so many different ways. I’ve studied in Edmonton, taught in Toronto and in Calgary, and grew up in Montreal—each place is unique in its own way.
When I was moving to Calgary, people around me asked how I could leave a metropolitan city that stays up until 2am. It was a big shift! But I found that Calgary has so many redeeming qualities that people tend to overlook.
One thing about me is that I love to fly into a place, get a car, and hit the road. When I was teaching at U of T and would drive to Osgoode as a visiting professor, it would take me an hour and fifteen minutes, just whiteknuckled on the 401. In Calgary, I’d already be in Banff by then!
Harleen: And you can’t beat driving with the mountains in the background, I bet.
Martin J.: Exactly. My goal is to see Canada from
sea to sea to sea. I’ve made it a mission to explore Northern Canada and have had the privilege of spending time there, appreciating all its beauty. I’d urge everyone to explore Canada—there’s so much to see.
Harleen: You spent fifteen years in academia at the University of Calgary. What’s one thing you miss most about teaching that you can’t quite replicate as a judge?
Martin J.: The students and the community. Having taught for so many years in Calgary, my mom would joke, “We can’t go anywhere without meeting someone you know,” and it was true!
I’ve taught hundreds, if not thousands, of students over the years. I’d watch them arrive on the first day with their mom and end with a degree and cap in hand. Watching the students grow was so energizing.
Harleen: As a former teaching assistant, I completely relate. It’s special to follow your students’ journeys and know you’ve played a small role in helping them realize their potential.
Martin J.: Absolutely. I’ve had former students reach out years later saying, “I don’t know if you remember me,” and I always laugh because how could I not? I taught you four courses in a small faculty over three years—of course I remember you! It’s always wonderful to reconnect with students and see where life has taken them.
Harleen: Who do you picture as your audience when you sit down to write a judgment? Academics, law students, or the public?
Martin J.: First and foremost, we write for the public. The law should be accessible. That starts with understanding who will read your judgment and adjusting accordingly.
I tend to write for the losing party. This isn’t a tip, but a general good practice. I aim to engage meaningfully with their arguments and explain why they did not prevail.
It also depends on the legal issue being raised. In the context of family law, where claimants are often selfrepresented litigants, I make a point of writing in plain language. This means explicitly laying out the test and
repeating it at the end of the decision. That’s part of our public duty: ensuring the law is accessible to those it affects most.
Harleen: During your years teaching, you undoubtedly critiqued judicial decisions. Now that you’re on the other side, how does it feel when your own judgments receive criticism?
Martin J.: As a starting point, criticism and critique are welcome. That’s how we grow as writers and thinkers—by recognizing where we can improve.
What is less useful is criticism from those who have not read the entire judgment. Taking a single line or paragraph out of context without understanding how it fits in with the whole can distort its meaning. But thoughtful critique that challenges us to reflect, stay accountable, and fosters improvement is invaluable.
Harleen: Is there a specific moment where feedback changed the way you approach writing?
Martin J.: It’s not one single moment, but rather a collection of moments that underscore a similar lesson. Sometimes you’re so close to a judgment that you assume your reasoning is clear. You share it with the people who know the case well, and they agree—only to realize later that readers might take away something different than you intended.
Now, I try to have someone in my chambers who is unfamiliar with the case read the decision. That’s often how you discover gaps in clarity. It helps make sure the reasoning is accessible and the decision communicates what you intended it to.
Harleen: Shifting gears—Justice Moreau’s appointment in 2024 marked the Supreme Court’s first women-majority bench. How does it feel to be part of such a historic moment? Do you think the bench dynamic will change?
Martin J.: It was a remarkable moment for Canada, and it brings me back to another historic moment.
When I was around 16, I remember my dad picking me up from the train after school and saying, “Sheilah, I have good news and bad news. The bad news is you won’t be the first woman appointed to the Supreme Court. The good news is that Justice Bertha Wilson just was.” That moment has stayed with me ever since.
Justice Wilson later famously quipped, “eight more to go.” It’s incredible to see how far we’ve come since then.
As for whether the bench dynamic will change, we’ll have to wait and see.
Harleen: From the Persons case to Justice Wilson’s appointment to now having a women-majority bench—it really shows how much Canada’s values have evolved.
Martin J.: Completely. And there’s still work to be done.
Harleen: Do you ever experience imposter syndrome despite sitting on the highest court in Canada?
Martin J.: I think everyone experiences imposter syndrome at some point.
I felt it teaching my first class as a professor—I honestly thought I might throw up (laughs). And I felt it again appearing as Counsel at the Supreme Court for the first time.
Many young women, especially first-generation lawyers, tell me they worry they’re not smart enough or good enough. To them, I always say: you are. It can be hard to start something when you want it to be perfect, but you have to push past that and just do it.
Over time, that doubtful voice tends to get quieter. Every accomplishment—every success—is proof that you are good enough. You are smart enough.
My advice is simple: keep doing what you are doing and trust that it will work out.
Harleen: You recently spoke at the University of New Brunswick about how increasing access to justice requires innovating, not just
renovating. What’s one area of law that you believe needs true innovation?
Martin J.: To improve access to justice, we can’t simply tack on solutions to old frameworks. Whether in family law or housing, we need to design reforms that address the root problems, not just the symptoms.
Harleen: Exactly. We need to move away from adhoc fixes and start with a holistic analysis to build solutions that truly meet people’s needs. Do you have any advice for how to approach this issue?
Martin J.: You’ve captured it perfectly. It’s about understanding where the gaps lie in the current system and crafting solutions that genuinely serve the people they’re meant to help.
Harleen: On a lighter note—if you weren’t practicing law, what would you be doing? And you can’t say teaching!
Martin J.: I’d probably be an architect. If I had any musical talent, maybe something in music, but let’s just say I’ll stick with architecture!
I’d love to design spaces that are livable and accessible, that capture the light as it moves throughout the day. A place that fosters community and makes people feel human.
Harleen: When you think of great architecture, what comes to mind?
Martin J.: The Sagrada Familia in Barcelona. It captures that movement of light in the most magnificent way. On my most recent trip, I went every day for a week at different times just to watch how the light shifted through the space.
Harleen: I visited this summer and completely resonated with that feeling. My camera couldn’t capture the beauty of the light pouring in from the stained glass, but experiencing that alongside others was such a grounding experience.
Martin J.: Exactly. Creating a space that captures that feeling would be ideal. Venice is another excellent example. The way light reflects off the water, the absence of cars—it’s a beautiful city.
Harleen: As we wrap up, what advice would you give to U of T Law students?
Martin J.: Be confident. Trust that your training has prepared you. And just because someone’s older doesn’t necessarily mean they’re smarter (laughs). Don’t be afraid to add your own analysis and challenge what’s put in front of you.
Harleen: I’ll end with a fun one. You’ve said before that you never planned to end up on the Supreme Court. What do you think your 12-year-old self would say if she saw you now?
Martin J.: I think she would be happy. And maybe a little mad that I don’t play sports as much as she did.
Harleen: What sports did you play growing up?
Martin J.: Almost everything! I loved being active, but it’s harder to fit in now.
David Côté (SCC Clerk): Let’s try to change that this year.
Martin J.: (laughs) I’ve been trying for eight years! We have a Justices vs Clerks softball game every summer and that can be a fun, spirited game. We always win—but I suspect that the clerks let us. So, it doesn’t feel like a real win.
David Côté: Not this year. The clerks are going all in.
Harleen: Are there any fun team names or traditions?
Martin J.: One year, we made some jerseys! Each Justice picked their favourite Charter section as their jersey number.
David Côté: What was yours?
Martin J.: Section 15—equality! It also happened to be my basketball jersey number all through high school, so there were a few good reasons to choose that number.
Harleen: Well, that brings us to the end of our conversation. Thank you so much for taking the time to speak with me, Justice Martin—it was a true pleasure.
THE HONOURABLE JUSTICE SHEILAH MARTIN OF THE SUPREME COURT OF CANADA. CREDIT: SCC COLLECTION
International Exchange at U of T Law
U of T Law students are all around the world!
GRACE XU (3L)
Beijing: Each year, a significant portion of U of T Law’s upper-year cohort chooses to step outside the Jackman building and spend a semester immersed in another legal system. This year, the Faculty sent 39 students abroad. Interest in the International Exchange Program remains remarkably steady: 64 students applied for the Fall 2025 exchange cycle, nearly identical to the 63 applicants in the last cycle. This consistency underscores what many at the Faculty already know— international exposure has become a central part of the U of T Law experience.
To better understand this year’s results, Ultra Vires reached out to Sako Khederlarian, Manager of Student Programs. Over the years, student preferences have remained fairly predictable. The Centre for Transnational Legal Studies (CTLS) in London once again topped the list of most-applied destinations, followed closely by the University of Copenhagen and the University of Amsterdam. The National University of Singapore (NUS) also continued to attract strong interest.
One of the most striking takeaways from this year’s cycle is the exceptionally high match rate. Over 95% of applicants received their top choice, and virtually every student secured a spot within their top three choices. This is no chance, but the product of deliberate work: the Faculty collaborates closely with the Centre for International Experience and partner institutions to secure additional seats at the most in-demand schools. The result is a program that aligns closely with the international opportunities students actually want.
Currently, 39 U of T Law students are on exchange, a slight decrease from 44 last year. The gap is largely due to the to post-application withdrawals. Students sometimes decline their placements after receiving articling offers, reassessing their schedules, facing difficulties securing housing abroad, or deciding to remain in Toronto for their final year. While challenges such as local housing shortages do arise, most students eventually find suitable accommodations with the Faculty’s support.
The students abroad this year are spread across eleven partner institutions, representing 10 countries.
While each partner school offers a distinct academic and cultural experience, the process from nomination to registration varies significantly across institutions. For students attending Tsinghua University, the journey includes specific administrative steps.
The Tsinghua Admission Process: A Student’s Perspective
After receiving the Faculty’s nomination email, students heading to Tsinghua must independently apply for admission through Tsinghua’s online portal. This application requires several documents: an official transcript, the Faculty’s endorsement letter, and a signed application form, among other things. Once submitted, Tsinghua reviews the materials and issues an official admission letter, along with documents necessary for a Chinese visa application.
The visa process is relatively straightforward, especially for students who prepare documents promptly. However, one requirement that often surprises incoming exchange students is the medical check-up. Tsinghua requires a physical examination for international students, which can be completed either abroad before arrival or locally in Beijing.
In terms of expenses, Tsinghua remains one of the more affordable exchange destinations. Dormitories cost approximately $1100 CAD for the semester, and cafeteria meals—which are heavily subsidized—average around $100 CAD per month. Daily expenses in Beijing are generally low, especially compared to European destinations. Professors at Tsinghua strongly encourage international students to explore China, and travel within the country is both accessible and inexpensive.
Beijing itself has a rich cultural environment. As one of China’s historical “Four Great Ancient Capitals” (四 大古都)—alongside Xi’an, Luoyang, and Nanjing—it offers countless museums, heritage sites, and districts that reflect China’s deep historical layers. The city’s density and geographic layout make sightseeing easy, and the public transportation system is extensive and efficient.
Academically, the law curriculum at Tsinghua offers several specialized courses, including notable options in international arbitration, which may appeal to students interested in cross-border dispute resolution. That said, the Chinese legal and administrative environment operates on different technological and institutional assumptions than Canada’s. While no Mandarin proficiency is required for exchange students, basic familiarity with Chinese apps and systems is extremely helpful.
The essential ecosystem includes:
• WeChat: the core app for messaging, payments, translation, and travel bookings; for-
STUDENT EXCHANGE PARTICIPATION BY HOST INSTITUTION (2024-2025)
eigner-friendly with an English interface.
• Alipay: especially important for public transit and mobile payments.
• Amap: the Chinese equivalent of Google Maps, with e-ride services integrated.
• RedNote (小红书/Xiaohongshu) and TikTok (抖音/Douyin): platforms for reviews, restaurant recommendations, and cultural navigation.
• 12306 (accessible within WeChat): for booking high-speed rail and plane tickets.
For students who embrace the cultural shift, the learning curve becomes part of the adventure rather than an obstacle.
Looking Ahead
The International Exchange Program remains a cornerstone of the U of T Law student experience. With strong student demand, exceptional match rates, and a network of globally recognized partner schools, the Faculty remains uniquely positioned to offer students meaningful international opportunities. Whether in Europe, Asia, or Australia, U of T Law students continue to build connections across continents—and bring those insights back to the Jackman community.
The Law School’s Merchandise is Lacking Where are our obnoxiously coloured backpacks?
MATTHEW GRACE (2L)
Anti-consumerism be damned, I’d happily spend my tax refunds on some self-aggrandizing merchandise from the law school. Unfortunately, the pickings are slim. Upon entering the bookstore, there are a staggering three design choices of sweatshirts, hats and t-shirts. Of these styles, two of them feature a generic U of T logo with text saying “Faculty of Law” that is functionally invisible to anybody not named Hawkeye. If you want to display that you study law (like all law students do), you will have to say it with your chest and opt for the uninspired Faculty Major items. We all worked hard to get here, and the students deserve unique merchandise to reflect how special it is to study law at U of T. Other faculties and professional students
have bespoke merchandise that they can flaunt. They might not all be pretty, *cough* the CanMed backpacks that the SNAILs wear *cough*, but at least it’s iconic. Why can’t we have cool backpacks, too? We’re the ones who need to carry around massive treatises and casebooks, so you would think we would have faculty merchandise to at least make the pain bearable. It’s not practical to carry around briefcases, so how else are we supposed to identify ourselves? They get scrubs and stethoscopes, we get suits and carpal tunnel syndrome, and only one side can realistically display those in class. I think we deserve backpacks. No, I’m not jealous. Why do you ask?
Better yet, the legal profession is full of
unique quirks and visual motifs that could work well for merchandising. There is plenty of untapped potential for icons to put on merchandise, yet the Faculty opts for text. Haven’t we read enough already? I am the furthest thing from creative, but I imagine there’s plenty to work with between the scales of justice, gavels, and Bora Laskin’s silhouette. In all seriousness, there are plenty of distinguishing graphics in law, and I’d bet that some would work seamlessly in creating merchandise that students would actually want to wear. Now might also be an opportune time to phase in new merchandise following the law school's rebranding. Much of the merchandise currently dons the old “University of Toronto Faculty of Law” moniker,
and the addition of a name to our faculty might lend some sophistication. Functionally, this means that new merchandise is inevitable, and I reckon it would make the most sense to introduce a new line of goodies to accommodate this change. Conversely, if you’re a fan of the current design and naming, it might be a good idea to buy something now before the “Henry N.R. Jackman Faculty of Law” bandwagon launches.
All this to say, the merchandise on offer right now leaves me wanting more. It’s also quite apt to introduce new merch at an inflection point in the law school’s life. That, and I just really wish we had complimentary backpacks like our apple-fearing counterparts do.
Despite our best attempts to touch grass during the 2L recruit, our hands met the cold concrete that lines Bay Street. While we recover from the tears, trauma, and lack
of environmental exposure (aka the grass near Bora Laskin), we can’t help but reflect on how important touching grass is postrecruit.
(5TH YEAR U OF T AEROSPACE ENGINEERING STUDENT)
Touch Grass Tuesday started as a small movement in the middle of summer 2025, when Romina was stressed about all things law school. She ran outside, touched some grass, and was pleasantly surprised to be joined by her classmates. This movement has since grown into a weekly gathering, with the central aim of bringing together the law school community in a united effort to, quite literally, touch grass. That’s literally what it is—once a week, every Tuesday, a group of us head outside to the field beside the library to touch a patch of grass. On the surface, Touch Grass Tuesday serves as a slice of slightly comedic relief in between our courses and commitments.
On a more profound level, however, Touch Grass Tuesday is about reminding ourselves that our worth is not tied to the metrics of success many tout at school— whether that be the recruit, grades, or the extra-curriculars you land. In this way, Touch Grass Tuesday provides a safe space for all students, free of judgment, to engage in collective reflections on the importance of mental wellness as law students. Even if you happen to be busy at 1:50 pm on Tuesdays, the principles of Touch Grass Tuesday are nonetheless important to all law students—especially in light of the Toronto 2L recruit that many of us just experienced.
The post-recruit reflection season truly hits different. While it would have been nice to touch grass at 5:30 pm on call day, we
should still keep the principles of “touch grass” in our minds. The job hunt can be an isolating experience for everyone, regardless of whether we come out having met our own expectations of success. Wouldn’t the world (and this school in particular) be a better place if we could all reflect on our emotions, high and low, and choose to decentre the arbitrary standards that cause these polarizing feelings to fester? “Recruit” is just a 7-letter word; “grass” is forever. This isn’t to say that you can’t be happy for yourself or your friends who landed jobs in this recruit. On the contrary, you should be proud of yourself for getting through a really intense and stressful process. What we want to emphasize in this piece is to be mindful of the fact that the recruit is one small part of your law school experience, and it need not define who you are or whether you will be successful in this profession. We hope this piece and Touch Grass Tuesday calls you to be more compassionate in your interactions with one another, and to remember that we are all complete people outside of the four walls here at Jackman Hall.
It doesn’t have to be 1:50 pm on a Tuesday; you have the freedom to touch grass whenever you want. It’s at times like these where we remember that Touch Grass Tuesday isn’t just a 10-minute meeting once a week—it’s a movement that seeks to make history and bring people together.
Take it From an American: The U.S.
Recruit isn’t Worth It Don’t be a sellout.
ANONYMOUS 1L
I was born and raised in the United States before recently coming to Canada as a young adult. I moved here to Toronto for a few reasons, but chiefly because I do not want to watch my country collapse from the inside. I will not spend my life under the control of the current government. I don’t want to fund the Trump Administration’s activities with my tax dollars.
I have been heartened by the manner in which Canadians have stood up to American depravity and aggression over the last year. With a few exceptions, Canadians of all stripes have shown backbone that most Americans simply aren’t capable of. When the president began threatening Canada, Canadians noticed it, interpreted it correctly, took it seriously, and changed their behaviour and voting patterns as a result.
As an American, seeing that phenomenon unfold was astounding. The American populace is no longer capable of identifying danger and reacting to it en masse. No matter how serious the threat, it would inevitably become politicized and half of the country would deny its existence or actively support it. In the immediate aftermath of the 2024 election, I was resigned to the idea that every democracy was bound to fall into the same trap and that soon enough we’d all be governed in perpetuity by the same type of morons who hold the levers of power in Washington. The people of Canada have proven that fear is incorrect.
That is why I was surprised to see how enthusiastic many students at the law school are to find a job in the United States. From what I can tell, we don’t harbour all too many Trump supporters
here. I’m sure there are a few who keep those feelings to themselves, but I believe most students at U of T Law have seen all of the appalling news stories out of the States and been taken aback. And yet, many are still interested in moving there and working there in the long term.
Of course, the primary reason for this is money. You can make more money as a lawyer in any of several American cities than anywhere in Canada. People want to be compensated for their labour to the greatest possible extent. I can’t argue with that principle. All things being equal, anybody would scratch and claw to obtain the best possible salary.
But all things are not equal. The President of the United States, the man attempting to exert ultimate control over all aspects of American life, has intentionally imposed harm upon Canada and destroyed tens of thousands of Canadian jobs because of his bizarre fixation with tariffs. He has publicly relished the fact that major Canadian industries have been wrecked by his economic policies. He has attempted to humiliate Canada and deny the legitimacy of our shared border. Like so many forms of cruelty pioneered by Trump, his contempt for Canada is now part of the MAGA movement’s orthodoxy and will persist long after Trump himself is out of office.
As you might expect, I am not personally given to extreme patriotism. But I cannot help but see it as a betrayal of one’s country and fellow citizens to watch how the Americans have treated Canada, and nonetheless jump at the opportunity to move there and fund their government through taxes. Canada needs its brightest young
minds to stay here and build an economy where the standard of living that Canadians expect and deserve can be maintained. For a high-potential young Canadian to move away after receiving the benefits of attending the nation’s foremost public university—and to flee to the country causing economic suffering to Canadians who are not privileged enough to simply leave Canada—is a stunning act of selfishness and a pathetic show of submission to a bully.
I expect some readers to be screaming, “pot, meet kettle.” I left my country only to watch it suffer from a better place. What’s the difference if Canadians do the same?
I do not believe the situations to be alike. Of course, there is the fact that I am here in search of peace, whereas a Canadian law student moving to the U.S. is doing so in pursuit of a payday. But more importantly, I haven’t surrendered my political power as an American. Despite living abroad, I can still engage in nearly every political activity I did when I lived in the U.S.—donating to crucial causes, phonebanking for candidates, and voting in U.S. elections. I lose out merely on my ability to engage in physical demonstrations like the No Kings protests, a regrettable but small sacrifice. In contrast, as a Canadian leaving this country, your labour, talents, and tax dollars are lost to the Americans. You pose no economic benefit to your home country at the time it needs you most. Your family, your friends, and your hometown will be worse off because you decided to leave.
It is more than reasonable for a migrant or refugee fleeing war or poverty to leave
their country behind and move to the United States. It is not justifiable for a future lawyer from Canada to make that decision. There is nothing to escape in Canada except a somewhat lower salary. Even the higher American pay comes with the risk of being treated like Jasmine Mooney—a Canadian on a work visa in much the same position as a law student working in the U.S.—who was imprisoned in ICE custody for twelve days, at times being forced to use a piece of aluminum foil in place of a blanket, due to minor errors with her visa application. If the wealth and status of being a lawyer in Canada is so insufficient that you are willing to flee to the U.S. under these circumstances, then you are living life for the wrong reasons.
It is not hard to give up that extra money. Before I moved to Canada, I knew of the disparity in salary between most high-earning Canadian professions and their American analogues. I was aware that I would likely have made hundreds of thousands of dollars more over the course of my life by following a similar career path in the United States. I understood that the financial consequences of my decision to immigrate to Canada would probably be nothing but negative. I didn’t care, and I still don’t.
And I don’t see why a reasonable person would care. Because it is not as though I have taken a vow of poverty by choosing to come to Canada.Canada. I am going to be a lawyer in one of the world’s wealthier countries. That is good enough for me. If that’s not good enough for you, then I think your priorities are shot.
The International Human Rights Program at the University of Toronto Faculty of Law An independent student-led publication
2025–26 Rights Review Editorial Board
Co-Editors-in-Chief: Rachel Brouwer (2L) and Mackenzie Birbrager (2L)
Senior Editors: Jeffrey Ma (3L) and Joy Cudjoe (2L)
Junior Editors: Jackie Tan (2L) and Sanaea Suntok (1L)
MY IHRP FELLOWSHIP
WITH THE GLOBAL JUSTICE LAB AT THE MUNK SCHOOL
Calling all 1L students wanting a Toronto summer research experience working on issues of global justice! For my IHRP Fellowship during my 2nd year of the combined J.D./Master of Global Affairs (MGA) program, I interned at the Global Justice Lab (“GJL”), a research lab affiliated with the Munk School that studies and supports justice systems under stress from political, organizational, and societal pressures. What the Global Justice Lab does
This summer, the GJL has mainly been focused on understanding police governance and how law enforcement oversight bodies function and position themselves. The GJL collaborates with many senior practitioners from Canadian justice institutions, which greatly shaped my work this summer. While much of the work originates from stakeholder requests—such as justice institutions, NGOs, and other civil society groups—the reports the GJL produces offer conclusions that are broadly applicable across institutions and organizations, increasing the overall impact of their work. While the topics the GJL addresses vary, its approach to research combines legal, sociological, and policy perspectives to provide a unique and comprehensive perspective to its stakeholders. Some of the key issues it has focused on include: the impact of policing practices on marginalized communities, community-driven justice initiatives and their effectiveness, comparative analyses of justice system reforms across different jurisdictions, and the role of data and empirical research in informing policy changes. The GJL derives critical information from surveys, interviews, ethnographic studies and scholarly research.
In realizing this mandate, the GJL has identified a gap that it can fill through an approach to research and analysis that blends policy, law and sociology. The GJL is often sought out by Munk School Senior Fellows, such as Ontario Court of Appeals Chief Justice Michael Tulloch, to pursue work requiring this expertise. The highlevel decision-making regarding projects the GJL wishes to undertake is primarily made by the GJL’s senior leadership, Ron Levi and Todd Foglesong, while most of the subsequent decision-making is made collaboratively with the rest of the team, which included myself and two research associates this summer.
Why an internship with the GJL I chose to pursue an internship with the GJL because I wanted to deepen my skills in policy analysis, research, and writing, with the goal of producing insightful reports on legal and social policy issues that have an international dimension. The GJL’s expertise in sociological, statistical, and policy-based research provided me with an ideal environment to develop my research
skills while learning new techniques. The GJL also allowed me to learn from some of the best sociologists and political scientists studying the intersection of law and social policy. The two main research projects I was assigned, relating to police governance and community-based justice, allowed me to develop subject matter expertise on law enforcement oversight mechanisms and community relations across multiple jurisdictions. My tasks throughout the summer mainly involved statutory research and policy analysis.
Personal Development
Not only have my supervisors, Ron and Todd, been highly committed to my career development, but the work I have done with the GJL has been instrumental in expanding my network of foreign policy and legal professionals, locally and globally. As an opportunity to grow my professional network, my supervisor introduced me to John English, who sits on the Board of Directors of the Canadian International Council (CIC). John invited me to attend a CIC National Chapter board meeting over the summer, where I had the opportunity to connect with multiple CIC members.
I was ultimately asked by two CIC members to moderate a panel at this year’s Couchiching conference, which took place on September 29, entitled “The Changing Global Order: Canada’s Role in a Post-Neoliberal World.”
This experience not only pushed me out of my comfort zone professionally but also enabled me to connect with distinguished political figures, including the Honourable Catherine McKenna, whom I have already sought out for mentorship and guidance.
I intend to support the development of a young professionals’ wing for CIC’s Toronto chapter by helping to plan events and facilitating a relationship between CIC and Munk School /Jackman Law students.
This internship was intellectually challenging as I learned about various topics and research methods I had not yet been exposed to. The skills and confidence I gained in academic research and writing this summer will be instrumental as I progress in my legal career. My time with the GJL was also an excellent opportunity to experience the intersection of law and policy outside of the classroom in a professional setting. It was useful to see how I could utilize the skills I am developing from both degrees in a professional context.
Connection with the IHRP
The GJL is closely linked to global affairs as it utilizes global scholarship and cross-institutional examples to frame its analysis and thinking around issues of interest. The projects I worked on throughout the summer involved examining police governance across various international jurisdictions to
explore different themes, including how law enforcement asserts legitimacy, gains public trust, and avoids conflicts of interest. As an IHRP fellow, I always approached the research and analysis I did with an international human rights lens, examining how IHRL frameworks can be employed to ensure law enforcement policies are aligned with their human rights obligations. For example, my work with the GJL on policing and community relations involved gathering firsthand accounts from migrant communities in Canada about their experiences with the police to inform local law enforcement practices and community relations. In this context, I used a Human Rights-Based Approach to review GJL recommendations to law enforcement. It was inspiring to see the GJL’s work as a trusted partner in understanding and advocating for global experiences and perspectives in
a local policy setting.
The GJL measures its success by its ability to realize the mandate it was given by its stakeholders and develop a conceptually interesting way to tackle a research problem. However, as was the case this summer, some questions undertaken can have disappointing results due to the lack of publicly available information and data to draw specific conclusions. As my internship ends, I have agreed to continue working with the GJL on a part-time basis this semester, developing our analysis of various issues of bias and legitimacy in police governance. By sharing the work I did this summer and the GJL’s expertise in creating innovative solutions for justice systems under stress, I hope other Jackman Law students will be encouraged to work with the GJL as IHRP fellows!
By Cassie Heward (2L)
MODERATING AT THE CHANGING GLOBAL ORDER: CANADA’S ROLE IN A POST-NEOLIBERAL WORLD. COURTESY OF CASSIE HEWARD
By Emily Walker
The International Human Rights Program at the University of Toronto Faculty of Law
An independent student-led publication
THE MYTH OF THE OPEN DOOR GROUND-LEVEL
LESSONS FOR REFUGEE RIGHTS REFORM AT THE CANADA–US BORDER
Canada has cultivated an image as a global leader in human rights and refugee protection. This reputation is not just symbolic: Canada is party to the 1951 Refugee Convention, the 1967 Protocol, and has enshrined equality and fundamental freedoms in the Charter of Rights and Freedoms . This country has positioned itself as a safe haven for those fleeing persecution from my early memories during elementary school, when we welcomed Syrian refugee families across the country. These memories and my recent role supporting the resettlement of an Afghan family of journalists fleeing the Taliban inspired my position this past summer at the Canada-US Border Rights Clinic.
Despite this “friendly” reputation, during my summer at the Canada–US Border Rights Clinic, I witnessed how Canada’s border practices fall short of this humanitarian narrative. The Safe Third Country Agreement (STCA), which results in most
asylum seekers arriving from the United States to be turned away, often leaves people stranded in detention, separated from their families, or denied reasons for their exclusion. For many, the promise of protection at the northern border is replaced by confusion, vulnerability, and exclusion.
Working intake calls, drafting opinion letters, and supporting clients in detention revealed how the fragility of Canada’s human rights reputation depends on whether the rights it proclaims are truly accessible in practice.
Legal Framework
The STCA governs the ability for migrants in either Canada or the US to claim asylum in the other country. In my work, once a migrant has claimed asylum, or had the chance to, in the US they must meet a certain few exceptions to the STCA to claim asylum in Canada or apply for a Pre-Re -
moval Risk Assessment (PRRA).
These exceptions are as follows: having a direct family member in Canada (which excludes cousins), being an unaccompanied minor, holding other Canadian documents/ permits, being considered stateless, or being charged/convicted with a crime subject to the death penalty.
This agreement between Canada and the US has been in place for just over 20 years. There has been resistance to this agreement and calls to abandon it from refugee rights groups since its inception for its lack of protection of liberty. The statement summarizing this from the Canadian Council for Refugees is available here.
Client Experiences
I supported about 25 different clients throughout my summer experience. Most reached out to our clinic in advance of a potential border crossing for legal advice on how to proceed and prepare their documents for the crossing. Others did not receive reliable legal information or advice and were turned back from the Canadian border and placed in detention. I would like to share the experiences of three different clients who I will anonymize by using different names and redacting identifying details.
Andy was trying to immigrate to Canada and had more than 10 qualifying family members in Canada, including his wife and children already in the country who could serve as his anchor relatives. He had prepared all of his immigration documents before contacting us and had everything saved on his phone. At the border, he tried to access the documents in his phone and found a password box he did not recognize and did not know the answer to. It is likely that due to the high stress of the situation of this magnitude these kinds of small mistakes can happen. Once being turned back to the US, he was put in a jail and now faces deportation proceedings despite undoubtedly qualifying to enter Canada. This consequence will take him further from his family and he does not know when he will see them again.
Brad is a husband and father of four children in the US. He has worked as a truck driver without a day off for decades and now could face ramifications for his nonrenewal of his temporary status. His wife does not meet any exception to claim asylum in Canada. Families considering immigrating to Canada when they are no longer safe in the US face this problem daily.
Chidi feared persecution from US immigration officials and decided to cross the border irregularly, subsequently suffering frostbite, and was taken into Canadian custody. He did not have the document of his brother’s birth certificate to prove relation to his brother in Canada and was turned back to the US. Chidi actually took this story to the Canada Broadcasting Company, and you can read more about his story here. Had he received any legal information or advice before his attempted crossing, he could have had the birth certificates prepared for the officers. Chidi's lack of access to counsel cost him greatly.
These cases illustrate how the absence of
timely legal support and the rigidity of border policies can transform moments of hope into life-altering setbacks, leaving individuals and families stranded between two systems that fail to fully account for their humanity.
Policy Suggestions
While repudiating the STCA may take time, there are some short-term measures the government could take to support refugees. The government should have CBSA officers trained in asylum claims present at every border crossing. For example, at the Peace Bridge in Fort Erie, they have a refugee processing unit which handles claims. At the clinic we consistently saw well reasoned and better outcomes for refugees crossing at this bridge. However, this is only one port of entry of many across Canada. An expansion of this program and investing in training officers would make for better rights protections and outcomes for all migrants.
The first step when taking on a client who had previous interactions with border officials would be to file an access to information request with the federal government to find out from their perspective what happened. According to the 20212022 Access to Information and Privacy Statistical Report, Immigration, Refugees and Citizenship Canada (IRCC) received 79.7% of all access to information requests received in 2021–22. This is because in the situation of migrants, and for many other immigration proceedings, clients are not given their full reasons as to why they were denied entry to Canada. I clients would end up back in the US with no understanding of why they were denied entry or their rights for potentially returning to Canada later. Once we received the processing officer’s notes, we could know which identity documents were the cause of the denial and work on appeal to provide more evidence to satisfy the officer.
Even within the existing framework of the STCA, practical reforms in training, transparency, and accountability could meaningfully improve the fairness and accessibility of Canada’s refugee system.
Canada’s international reputation as a defender of human rights and refugee protection cannot rest on symbolism alone; it must be reflected in the daily realities experienced at its borders. My time at the Canada–US Border Rights Clinic revealed the profound gap between Canada’s commitments under international law and the lived experiences of those seeking protection. The stories of clients like Andy, Brad, and Chidi demonstrate how small missteps, lack of access to counsel, or rigid legal barriers can result in devastating consequences for families and individuals who otherwise meet the criteria for safety in Canada.
While the Safe Third Country Agreement continues to present structural barriers that may take years to dismantle, immediate reforms are both possible and necessary. Expanding specialized refugee processing units, improving officer training, and ensuring transparency through access to information are tangible steps that would bring Canada’s practices closer to the values it claims to uphold.
(3L)
HEADSHOT OF EMILY WALKER FROM THE SHOULDERS UP WEARING A BROWN DRESS AND SMILING. PHOTO COURTESY OF EMILY WALKER
The International Human Rights Program at the University of Toronto Faculty of Law
An independent student-led publication
UNCOVERING U.S. PRISON LABOUR IN CANADIAN SUPPLY CHAINS
LESSONS FROM IHRP IN-HOUSE FELLOWS' TRAVELS TO ALABAMA
Introduction
This summer, the International Human Rights Program (IHRP) In-House Fellows had the opportunity to explore new and exciting work in the space of international human rights. Part of our work included research and travel related to prison labour in the United States. Following the IHRP’s recent publication of the report Exports and Exploitation: US Prison Labour Hidden in Canadian Supply Chains which we co-authored alongside IHRP staff, we wanted to share reflections on our experience working on this report and how our field work in Alabama informed our findings.
Canadian law prohibits the importation of goods made using prison or forced labour, but these prohibitions often go unenforced by the Canada Border Services Agency (CBSA). Our report aims to underscore the lack of enforcement by the CBSA, and the impact this has on human rights across the Canada-US border. To examine the current situation of prison labour in the US and Canada, our research delved into the history of prison labour, dating as far back as slavery. For further research on the past and present situation of prison labour, the IHRP travelled to Alabama to connect with formerly incarcerated workers, lawyers, and experts.
Insights from Interviews and a Community Support Group
A highlight from our summer fellowship was travelling to Alabama to witness firsthand how exploitative the prison labour system truly is. While in Birmingham, we met with several community organizations, including the American Civil Liberties Union (ACLU), Jobs to Move America, and the Centre for Constitutional Rights — all of whom are advocating for more protections for incarcerated workers. Most importantly, we spoke directly to individuals who had worked in the prison system. During these conversations, we learned about their lived experiences of coercion, dangerous working conditions, and a cycle of parole denial, despite not being deemed a threat to their communities or themselves.
At a community support group for formerly incarcerated individuals, we attempted to explain why we had come to Alabama to investigate prison labour.
“We didn’t plan to focus on Alabama, but all roads seemed to lead us here,” we said.
“Almost all roads here lead to prison,” said a support group member.
His words, concise and poetic, perfectly encapsulated what we had found in our research. Prison labour developed from systems of slavery and convict leasing, evolving into a multibillion-dollar empire that sustains many state economies. No state illustrates the model of mass incarceration and prison labour the way Alabama does. Prisons in Alabama are disproportionately Black, and incarcerated workers often toil under harsh conditions without any worker protections. The opportunity to connect with communities and learn about their lived experiences was radically different than solely approaching prison labour from a theoretical standpoint. This experience was incredi -
bly fulfilling and reminded us of the real impact that international human rights law can catalyze.
Visit to Montgomery: An Inside Look at the Parole System
While in Alabama, we also travelled to the capital city of Montgomery to attend hearings at the Alabama Bureau of Pardons and Paroles. The experience mirrored much of the information we heard in our meetings. Some individuals were serving decadeslong sentences for crimes that are not physically violent, such as trafficking in illegal drugs like opium, and were consistently denied parole. Alabama is also one of the only states where incarcerated individuals are generally not allowed to attend their own hearings or advocate for themselves.
Organizations like the ACLU, Equal Justice Initiative, and Southern Poverty Law Center have reported on the sharp decline in parole grants, coupled with the racial inequalities among grantees. These realities spotlight a flawed system that directly tied into our work on prison labour. In the summer of 2023, over 86% of parole applicants who were assigned to work release facilities were denied parole, according to data gathered by the ACLU of Alabama over a ten-week window, even though the Alabama Department of Corrections recognizes that these individuals can safely work in communities. Based on the ACLU’s research, white parole applicants were also “more than twice as likely to be granted parole as Black parole applicants”, even when Black and white parole applicants were similarly situated.
While work release in some states offers a transition between incarceration and the free world, the situation in Alabama is different, especially in light of the above parole trends. As the IHRP explained in our recent report, “incarcerated workers can work in restaurants and auto body shops
across the state and experience a taste of freedom but are forced to return to their prison facilities at night, often without hope of being granted parole. High rates of parole denial in Alabama raise serious questions about the purpose of work release programs. If such jobs do not provide an avenue for incarcerated people to re-enter society—despite being assessed and deemed not a risk to themselves or their communities—who, or what, do they benefit instead?”
Canada’s Connection to Prison Labour
Though our trip focused on the prison labour system in Alabama, a large portion of our time over the summer was spent examining ties between the US prison labour system, and goods sold in Canada. Our research indicated that the Canadian supply chain has many likely linkages to prisonmade goods from the US, particularly in the automotive and food sectors.
When we looked into the auto industry, we noticed that many auto parts manufacturers are based in the southern US, with Alabama leading in auto parts exports in 2023. Since many companies in Alabama use prison labour, this pointed us to a potential issue. The auto industry relies on a complex supply chain, with parts often crossing the Canada-US border multiple times before final assembly—making it hard to track the origin of each part. However, some parts are only made in specific factories. If one of those factories uses prison labour, then any car sold in Canada that includes that part was likely produced using prison labour.
The food industry is another sector with many potential linkages to prison labour. In 2023, the US exported $32 billion in agricultural goods to Canada, which highlights the prominent agricultural trading relationship between the nations. The food industry is difficult to trace, due to the structure of the modern food supply chain. Raw
products produced using prison labour can be intermingled with other products and heavily processed before becoming a product for final purchase by consumers. Corn is a great example: corn might be harvested by incarcerated workers, and then processed into corn syrup, which is then used to make products like candy or beverages. Still, we were able to find links to food produced using prison labour at several major grocery stores and restaurants in Canada.
In addition to these primary industries, we found potential links to prison-made goods in the Canadian supply chain in home furnishing, pet stores, children’s products, and lumber companies, to name a few. Given the trade relationship between the US and Canada, it’s likely that prison-made products are a part of the daily lives of Canadian consumers—without them even knowing.
Conclusion
Our work on Exports and Exploitation: US Prison Labour Hidden in Canadian Supply Chains and our trip to Alabama were exciting and novel experiences for us but also provided an opportunity to reflect on the ongoing issues that incarcerated workers face, and Canada’s complacency. While the conclusions of our report focus on the high-level interactions of Canada-US trade, impacts are felt at the domestic, state, and individual level. Having the opportunity to learn about the experiences, emotions, hopes, and concerns of the individuals most affected by forced and prison labour in the US has only highlighted the need for increased worker protections, enforcement of the bans on importing goods made using prison or forced labour, and implementation of human rights due diligence obligations for companies. We are deeply grateful to all those who contributed to our field work and research, and hope that our and the IHRP’s advocacy on this topic will promote positive change in the future.
By Lola Bigioni (2L), Alysha Mohamed (2L), Iryn McMechan (2L), Julia Alvi (2L)
THE 2025 IHRP IN-HOUSE FELLOWS IN BIRMINGHAM, ALABAMA. COURTESY OF THE IHRP.
Totally real news from an totally studious law school
KATE SHACKLETON (3L) & SAKINA HASNAIN (3L)
Bora Laskin Library Launches Bora-bnb
Ever find yourself in a study room late at night, thinking about how you’ll be back in the morning and wondering—should I have just slept here? Fret not, students no longer have to hunt for empty classrooms for the night, library study rooms will now be available for rent on an overnight basis! Reservations will be processed through the same portal normally used for study room bookings, with clever booking names making students eligible for a 15% discount. Students must provide their own sleeping bags. Caution: no food allowed.
U of T Law Students Break Record for World’s Smallest Handwriting!
U of T Law prides itself on its groundbreaking excellence and innovation, and yet again, the brave approaches by the administration are unlocking new frontiers. Following the exam policy changes, students have proven that without AI, true academic progress can flourish. In fact, just this past month,
three U of T Law students broke the record for the World’s Smallest Handwriting. The students were driven by their fear of LP-ing following page limits on outlines. The student who achieved the smallest handwriting of 1.023 10 -867 mm is proud of her achievement and is reportedly considering a career change after realizing that real lawyers actually have access to legal resources.
Alert from the Intra Vires Advisory Council: Peak SNAIL Season Approaching
Intra Vires is issuing a special SNAIL advisory for the upcoming month. We forecast a significant influx of SNAILs and recommend all law students to take appropriate precautions. Early forecasting systems predict SNAIL levels will be highest in the fishbowl and at the exam snack table in the atrium. Please remember to mark your territory with SNAIL repellent and practice your disapproving sneer.
Office Hours Competition Heats Up
As exams approach, students are visiting the upper floors of Jackman Hall for the first time this year. Keen with questions about federalism, consideration, and easements, students are finding themselves unable to secure an office hours slot. One student reported encountering a lineup of 50 students outside Professor Borrows’ office. To ensure you can pester your professors and avoid the dreaded LP, the experienced authors of Intra Vires recommend lining up at least 24 hours before your prof’s scheduled office hours. Please note tents will be immediately removed by the university.
Fishbowl Grill Grand Opening
You may be under the impression that there is no food allowed in the Fishbowl. However, during exam season, the Fishbowl will transform into a top-rated dining hall. Beyond sustenance-level granola bars, law students in December have historically been spotted enjoying full dinners in the Fishbowl. Realizing that
resistance is futile, the Library has decided to capitalize on the hungry and stressed law students populating their halls. They will now be offering a full cafeteria service in the area where the printers are. Terima has filed a lawsuit for unfair competition and is currently seeking an injunction to prevent the Grill from opening. A standard dinner costs $65 USD, or can be received for capturing 5 SNAILS.
U of T Law Re-re-re-renamed
We are proud to announce that yet again, U of T Law is now getting a new new new new name. Following a generous donation of $80,000,004, the school will now be known as the Hasnain & Shackleton Faculty of Law. Hasnain & Shackleton narrowly outbid Khan for the ability to rename the school, though they maintain that the decision to shorten the name was “purely for aesthetics” and the distance from Khan was an amicable decision. Hasnain & Shackleton also have now made a statement that wherever they acquired the money for their donations is “totally legit.”
The Types of People in the Library
11 Profiles in Iffy Library Etiquette
JEANINE VARNEY (1L)
The Huncher:
The huncher stares, terrified at their laptop screen, hunched over the desk, with the whole weight of their head (and the world) propped up on the hand that is running through their hair at the root. There is always an essay that is due in 15 minutes or an exam later that day. This is what panic looks like when you are in the silent zone of the library.
Playing on Phone:
This person, in contrast to the huncher, seems to never have a care in the world based on how fixated they are on their phone. The law library is apparently more comfortable for scrolling than their living room couch at home from how long they have been playing on their phone in the library. It's a race to see what forces them to put down their phone: the eventual crush of the need to study, the closing time of the library, or the ultimate death of their phone’s battery.
Actually studying:
This person is in the library for a reason, actually studying for their classes. They’ve got the computer, they’ve got the textbook, the highlighter, and their favourite pen. They have not a care in the world except for the words of Lord Denning.
Takes up an entire table:
This person may have taken a place for everything and everything in its place a bit too literally. Their coat is flung across half the table, each textbook obviously needs its own chair, their bag must never touch the floor. There’s no spots left in the library? Well, you can’t sit there, the torts textbook needs its personal space. Be a good neighbour!
Million tabs:
This person strikes fear into the heart of your computer’s RAM. They only have one window up at a time, but it has 100 tabs. And they also have 6 other windows with the same amount. From across the room, you see their face of horror as their computer freezes and shuts down from their gluttony for websites.
Million windows:
Unlike million tabs, this person is the royalty of multitasking. They have 5 windows up, constantly switching where they’re typing or scrolling between them. It's a true dream of efficiency for them
and would be a nightmare for you. They have more familiarity with the exit full screen button than most of us have with the space bar.
Dazedly gazing at computer:
The opposite of the huncher, this person has not a care in the world about whatever is on their computer. It somehow doesn’t matter, there is no trouble in the world in their minds or on their screen.
5 Devices:
They’ve got the desktop computer, and the laptop, and the phone, and the iPad, and for good measure, another laptop. They came here to do battle with whatever problem troubles them and they brought an army of technology. The amount of devices is more suitable for a computer science major than a law student, but they are here anyway. Let’s see if they get kicked out on November 17th as a true test of their law student identity.
Stares out window:
Little did I know, but you can apparently learn more law by staring out onto Philosopher’s Walk than you can in actually looking at your textbook. This student certainly thinks so! You see, the breeze blowing through the tree branches gives them insight into property law, that us mere mortals can only dream of gaining. The coloured leaves on the ground whisper secrets about the nature of constitutional law while the paving stones are experts in property.
Wandering the stacks:
There must be something in the records of the Yukon legislature that they need to find, yet they never find it. They just keep wandering… wandering…wandering…
Stretches every 5 seconds:
This person can never get comfortable. First, their arms need to be stretched. Actually, it was their shoulders, which they proceed to roll dramatically. Then they have to crack their knuckles, then neck, then back. Then they have to change their sitting position. Oops! Now it’s time to stretch their arms again. If they had to wear judicial robes, they would look like a deranged, flapping raven.
THE HUNCHER, CREDIT: DAPHNE EMBRY, MODEL: JEANINE VARNEY
All I Want for Finals is You (to Pass)
Unwrap the month ahead with your holiday horoscope (no refunds or exchanges)
HARLEEN GREWAL (2L)
December arrives with snow, stress, and a faint scent of academic despair. The library is under siege: SNAILs claiming study rooms like terra nullius, 2L Recruit survivors asking if grades still “count,” and the 3Ls? Gone. Evaporated. Last spotted boarding a flight with no intention of looking back.
Fear not—the stars are here to rescue you from your suffering with the only language December understands: holiday songs
Aries
Last Christmas – WHAM!
Aries, you’re sprinting into December faster than students lining up for J’s Java. Slow DOWN before you repeat Last Christmas and give your heart (and sanity) away to things that don’t matter. A cold pillow and a full night’s sleep will save you from catastrophic decision-making. Redirect your fire inward: a nap, a breather, literally anything that doesn’t involve another self-inflected L.
Taurus
8 Days of Christmas – Destiny’s Child Taurus, your bank account is sending smoke signals this month. You’re out here living your 8 Days of Christmas fantasy, and bestie…the credit card bill is coming. We LOVE a treat yourself moment—but distinguish between “wants” and “needs” before buyer’s remorse sets in. True luxury is financial stability, not explaining overdraft fees during family dinner.
Gemini
Jingle Bell Rock – Bobby Helms
Gemini, December has you Jingle Bell Rock-ing all over campus—flirty, magnetic, and doing spins through Jackman like finals are a myth. Your social life is THRIVING. But you can’t keep using the chaos to dodge conversations (and feelings) you’ve been avoiding. Set boundaries before someone mistakes your charm for a committed relationship. Mixed signals are only fun in theory.
Cancer
Please Come Home for Christmas – Eagles Cancer, you’re in full Please Come Home for Christmas mode, quietly begging anyone with a pulse to rescue you from exam jail. Running on espresso shots and delusion, you keep insisting you’re “fine” while visibly holding on by a thread. Don’t let burnout creep up behind you like SNAILs trying to sneak into Jackman after-hours. Accept help! Say yes to that dinner invite—or at least a sweettreat study break. Solo suffering? Not the move
Leo Mistletoe – Justin Bieber
Leo, you’re in your Mistletoe era this month: flirty, festive, and aggressively ignoring your outlines. December is full of parties and admirers, which is fun until you remember exams are…still happening. Go out, be adored, kiss someone under some holly if you must. But maybe crack open a book in the midst of the chaos—we’ve heard you can be iconic AND prepared. It’s called range.
Virgo, December has you screaming Merry Christmas, Please Don’t Call from the rooftops…but nobody’s listening. Avoid the group chat drama you didn’t create, advice you didn’t ask for, and that “thinking of you :)” text after months of radio silence. Don’t psychoanalyze every text like it’s a fact pattern. Say yes to things that feel easy, no to emotional labour, and block anyone who only reaches out when they need something.
Libra
A Nonsense Christmas – Sabrina Carpenter
Libra, you’re living A Nonsense Christmas this month. Booked and busy—you’re buzzing between classes, parties, and one too many “quick drinks,” that derail your entire night. Set boundaries before your social battery files for bankruptcy. Say no (shocking, we know!), disappear for a night, remember what rest feels like. You can't pour from an empty cup, and yours is bone dry.
Scorpio
Santa Baby – Laufey
Scorpio, December has you deep in your Santa Baby era. Glowing, slow-blinking, and more unbothered than a 3L who hasn’t opened Quercus since September. You're manifesting with terrifying precision, so choose your targets VERY wisely. Don’t confuse desire with destiny and accidentally text someone who should've stayed in the digital graveyard. Remember: we don’t chase; we attract.
Sagittarius
All I Want for Christmas Is You – Mariah Carey Sagittarius, are you Mariah Carey’s whistle note? Because this month you are loud, iconic, and impossible to ignore. Love is centre stage, but so is your tendency to sprint toward the first thing that sparkles. Slow down! Before you start belting, “all I want is YOU,” ask yourself if you’re just trying to silence the void. Friendly reminder: cuffing season isn’t a sprint. Seek joy…not just the nearest warm body.
Capricorn Snowman – Sia
Capricorn, December has you holding it together like a snowman on a sunny day: smiling on the outside, melting on the inside. You're grinding in complete silence, pretending this level of stress is normal and sustainable. Newsflash: even YOU can't out-discipline burnout. Treat yourself before you hit emotional frostbite. The mandate is clear: human interaction, a spa day, or a holiday movie so dumb it's healing. Rest isn't weakness; it's maintenance.
Aquarius
Feliz Navidad – José Feliciano Aquarius, you’re literally Feliz Navidad personified this month—pure joyful chaos with zero impulse control. Plans, people, parties: you want it ALL, and you’re saying sí before
hearing the details. Embrace the chaos, but don't lose the plot entirely! Balance the fiesta with at least knowing what day it is. Fun and responsibility can coexist (who would’ve thought!).
Pisces
Happy Xmas (War Is Over) – John Lennon & Yoko Ono
Pisces, December is FINALLY letting you breathe again. Happy Xmas (War Is Over) hits different when you actually believe it. Retrograde season has released you from its chokehold and suddenly you’re a person again—intuition flowing, creativity renewed, emotions stable-ish. Stand on business, even if business is simply telling people “no :).” Cozy vibes with your people is the reset button your nervous system needs.
How to Repel S.N.A.I.L.s: A 4
Step Process
From the newspaper that taught you how to identify S.N.A.I.L.s, here’s your how-to guide on ridding yourself of the scourge that are the S.N.A.I.L.s.
JAKE ROGERS (1L)
Well, it’s that time of year. The tension is high, the school is bringing dogs in so you can remember what it feels like to be human, and the S.N.A.I.L.s. are getting sneakier than ever. However, fear not! If you spot a S.N.A.I.L., there is a tried-and-true method for keeping the holy Hal Jackman Faculty of Law pure.
Step 1: Make Yourself Big Remember, they’re more scared of you than you are of them. They’ll be quivering in fear when they realize they’ve been made. However, you have been
doing issue spotting; spotting a threat to the sanctity of the U of T Law is light work, and you won’t waver. So, puff your chest out with the confidence of a student who has been cold-called on a day that they didn’t do the reading, and stand your ground.
Step 2: Assert Dominance
Just so they know that you’re not messing around, pull out your Faculty of Law lanyard (with key-fob attached) and let the aura of someone who knows what Latin terms like de minimis mean do the work. *They should start to run at this step if done correctly.
However, if you are confronted with a particularly hardened S.N.A.I.L., proceed to step 3.
Step 3: Create Noise
Now, you can’t yell. The S.N.A.I.L. would sense your weakness—all of your aura would be lost, and the hard work you’ve done to get rid of them would be for naught. So, do the next best thing. Drop whatever books you have on you (don’t worry, 3Ls, this will still work if the wrapping is on them). The force of the books hitting the ground, equivalent to a Krakatoa event, will create a sound wave big enough to scare them away.
Step 4: Break Glass
If you have followed the first three steps and the S.N.A.I.L. hasn’t flinched, then you have found the Supreme S.N.A.I.L., a rare breed of donut stealer and coffee taker. This requires a sacrifice, something significant enough to show them your utter disregard for the value of human life. So, you must do something unthinkable. You need to find a way to lure them to Terima, and then you need to order a Mango Americano. Drastic times call for drastic measures; nothing less will suffice. Thank you for your service.
Ten Effective Ways to Provide Your First Choice to Firms
How to stand out during the recruit while tempting the LSO’s limits
MATTHEW GRACE (2L)
First choice language is one of the only times where the applicants have some power in the recruit process. It’s also invaluable in sealing the deal with your top choice.
1. Grovel and beg. It’s always a great idea to bring passion when using first choice language, and nothing says “I’m eager to work in law” like real tears.
2. Reject their rejection. If they start to warn you that you should begin considering other firms, dig your heels in and show them who’s boss. Let them know that the firm has made an excellent impression, but there were a lot of highly qualified firms already offering you a rejection in a competitive recruit this year.
3. Accidentally drop your HH-studded transcript and play it cool. Say something along the lines of “Oh haha, whoops,
how’d that get there?” as you sanctimoniously pick it up and shake the partner’s hand.
4. Spontaneously clutch your belly and act like you have a stomachache. Subtly complain that the food you ate at another firm’s reception wasn’t up to your standards and explain how you’d much rather dine at Canoe (or wherever your top choice takes its victims).
5. Give them your “tell me about yourself” speech one more time. Conveniently, you probably know it by heart at this point. Unfortunately, so will they. You can always emphasize that ever since you were a kid, you knew you wanted to coordinate regulatory approvals, ensure antitrust compliance, and draft complex purchase agreements.
6. Show your youthful side. Firms are al-
ways looking for fresh, exuberant figures around the office. Referring to your top choice as ‘goated’, or saying other firms are ‘chopped’ is the easiest way to demonstrate your aptitude for scrolling reels all day. (Boy, did this entry hurt to write.)
7. Dramatically declare your love for the firm. They’re taking you out for dinner, so it’s only natural to treat it like a date. Unlike a real date however, you need to say “I love you” on the first one. The utility in this option is that you can say it to multiple firms as opposed to saving your first choice language for only one firm. You’ll either get an offer or a restraining order, but the juice is worth the squeeze.
8. Get a buddy to deliver the news as your secretary. Getting others to do your bidding is the highest level of sophistication one can
achieve. It also shows the firm that you’re a people person.
9. Say that your favourite place to study is their sponsored area in the law school. Casually hinting that you like to spend your hours slaving away in the Osler, Hoskin & Harcourt LLP Atrium or the Blake, Cassels & Graydon LLP Student Services Wing is a nice subtle alternative to providing first choice language. Bonus points if you arrive to your interviews wearing firm-branded merch or chewing firm-branded gum. Show up and sell out!
10. Tell them they are certainly not one of your bottom choices. This is the easiest demonstration of your knowledge of effective legal writing. The more double-negatives you use, the more persuasive.
We wish you the best of luck on your future recruits and your LSO hearing.
How to Relax This Exam Season
As
we head into finals, here are some ways
JEANINE VARNEY (1L)
Stressed about finals or recruits or papers or extracurriculars or AAAAAHHHHHHH!!!!?
Here are some ways to relax as we enter this hectic time of year:
Do you find yourself getting too caught up in your head about everything you have to do? Go outside! Nature is healing, even in late fall and winter, so go out to Philosopher’s Walk or wander around campus and just stop, listen, and appreciate the nature around you. This will probably feel slightly more pleasant in spring finals season, but there is also something calming to early winter, especially when the leaves finally fall or if there is snow and a cool breeze through the branches. Being in nature is a nice space to relax and reflect, especially if you need just a few minutes to compose yourself. Simply stepping outside into the cold air might also be the shock to your brain you need to stop thinking about your obligations or worries for a while.
In a similar vein, if you have a total aversion to the cold, you could also try doing some cardio or other workout of your choice. One good option is the Hart House fitness centre, which is open to students and offers cardio equipment, a pool, spin bikes, group fitness classes, and more. Exercise can also improve mood, increase happiness, and help the body deal with stress, the benefits you need to maximize your success this exam season.
Another common problem around finals and recru-it seasons—especially on call day or when grades are released—is disappointment at not getting the opportunity you wanted. One way I cope and take my mind off these disappointments is through music. In these times, I tend to go for songs with the message that everything will work out in the end, because, ultimately, it probably will. I especially like Hakuna Matata or Que Sera Sera for their messages that every-
to take your mind off stress
thing will work out and that there’s no need to worry. Playing music can also be beneficial for getting some disappointment and anger out and for helping you focus on something that is not law school related.
Similarly, sometimes you just need to put down the casebook and pick up a book for fun. You can do this in numerous places around campus, such as the Hart House Library, where you can find non-academic books to read, but also a cozy environment to take your mind off of anything but your new friend, a fiction book. Other options for reading include nearby libraries, such as the University College (UC) Library, the E. J. Pratt Library, or the Kelly Library. Speaking of UC, Vic and St. Mikes both have small book shops and sales where you can get used books for very low prices, sometimes even for $1.
Studying over dinner? If you don’t have a final
tomorrow, put down the books, at least for 30 minutes. I would recommend taking a break over meals to make sure you don’t feel too overwhelmed or boxed in by your studying. Take your 30-minute break to talk to a friend over your dinner, or watch an old comfort show or movie. Taking a brief break from your studying could help you refocus when you get back to hitting the books. If a final is imminent and you have done all the studying you can, but you can’t stop stressing? I would recommend finding one go-to, rather mindless phone game to do if you need to calm down before tests. What makes the perfect game for this purpose is one that requires some level of in-game focus (think puzzle games), is somewhat competitive, at least with your own high score, and is relatively short. This way, the game takes your mind off your stress, still subtly hypes you up for your final with its competitive nature, and can be done anywhere with its short duration.
Holiday Traditions: A Ranking
For so many, the holidays are a time of joy; for the law student, it’s an opportunity to catch up on life. However, some things are better than others.
JAKE ROGERS (1L)
The Bora Laskin Library room booking schedule is full, patterned pyjamas are advertised everywhere, and Mariah Carey is almost ready to emerge from hibernation. The signs that the holidays are approaching are in full force. For the stressed law student, that means that exams are too. But after that comes that sweet time of year where 9:00 AMs don’t exist and equanimity is reached: winter break. Now, what are the best parts of having all the free time that comes with that break, you ask? Well, here are my (not so) definitive rankings:
1. Realizing that we live in a society.
You've finally escaped the fishbowl and discovered a whole world out there. Stay calm, it's just society. You
were a part of it once, before you knew anything about cricket or Lord Denning.
Pro tip: Society features something called “grass.” If you can’t remember the last time you were a part of said society, touching it may help you reconnect.
2. Family Dinner
While you spent the past three months of your life buried in books, treatises and lecture notes, a whole world existed outside. Your family has probably been paying attention to it, maybe even living in it (oh, if one could be so lucky). Maybe you should ask them about it over dinner to catch up. Better yet, mention the sociopolitical state of the world. I’m sure that someone will be
able to talk about it for hours, and then it’ll almost be like the next three months couldn’t come sooner!
3. Reconnecting with Old Friends
Have a few hundred texts that you said you’d respond to after you were done outlining, but you never did? I definitely do. But the good news is that, over winter break, you don’t only have time to write an apology letter to the people you (accidentally) ignored, you can also see them in person! Like a good law student, though, make sure to remind them of how hard you’ve been working, so they really understand that it’s not them, it's you.
3. Sleeping In
Remember what this is? I heard it’s good. Must be something to it.
4. Leisure Reading
There simply isn’t much better than cozying up by the fireplace with your choice of hot beverage and burying yourself in a book. The fact that you’ll probably be opening a book that you just haven’t had time to read over the semester makes it only more satisfying. But even better? Coming to terms with the fact that 200 pages of reading a week has sucked the life out of reading. Remember, as the world has gone by, so have the memes. Break is your time to catch up.
Inject Some Holiday Cheer into Your Exam Season
The best festive films to get you out of your November funk!
SAHARA I. MEHDI (3L)
While the world around us is hanging up glittering lights and sipping hot cocoa, we law students have entered the dark days of exam season. As a fervent consumer of cheesy Hallmark films and a lover of all things Christmas, I truly believe that one of the best cures for the November dread permeating Jackman Law is a little holiday spirit. Below, you’ll find a list of my favourite movies to watch during the holiday season—whether you’re a fantasy geek, a full-time yearner, or an absolute Grinch, there’s something here for everyone. Take a study break and enjoy a festive film recommended by yours truly!
Home Alone (1990) – An all-time classic, Home Alone follows Kevin McCallister, who’s accidentally left behind while his family heads off on vacation. Full of hijinks and physical comedy, it’s perfect if you’re looking for a little prank inspiration.
Dr. Seuss' How the Grinch Stole Christmas (2000) – Jim Carrey delivers the performance of a lifetime as the Grinch. With some of the funniest lines in any Christmas film and a dangerously addictive rendition of “Where Are You Christmas?”, this is a yearly must-watch for me!
Elf (2003) – Will Ferrell plays Buddy the Elf, who travels to New York City to find his father. I quote this movie year-round and still giggle through every rewatch, even though I know the plot by heart—a true family-friendly classic with a fantastic soundtrack.
Love Actually (2003) – A British rom-com following several couples in completely different situations. Slightly raunchy, funny, and sentimental all at once, this movie will have you crying (I weep every year) and cackling at the same time.
The Holiday (2006) – Heartbroken at Christmas? Let Kate Winslet, Cameron Diaz, Jude Law, and Jack Black help you believe in love again. Set between Los Angeles and a cozy English village, two women swap homes for the holidays to escape their real lives and find something magical.
The Princess Switch (2018) – This movie will never win an Oscar, but if you’re looking for something delightfully silly to take your mind off exam outlines, this is it. Vanessa Hudgens plays two doppelgängers who swap places in the fictional kingdom of Belgravia. It’s cheesy, whimsical, and followed by two terrible (but entertaining) sequels on Netflix.
Noelle (2019) – This witty Disney film stars Anna Kendrick and Bill Hader as Santa’s children, struggling to keep the North Pole running after their father’s death. One of the few modern Christmas movies that feels instantly classic—and one that will have viewers of all ages laughing.
Happiest Season (2020) – Kristen Stewart plays Abby, who plans to propose to her girlfriend, Harper, at Christmas—only to find out Harper has told her family they’re “just friends.” A hilarious rom-com with just the right amount of holiday cheer.
Spirited (2022) – One of my more recent favourites, Spirited is a Christmas musical following the Ghost of Christmas Present (Will Ferrell) as he tries to reform a terribly selfish man (Ryan Reynolds). It’s funny, wholesome, and features an original soundtrack so good it’s on my year-round playlist.
Red One (2024) – For the non-romantics, here’s a fantasy-action film that will keep you on the edge of your seat. Santa has been kidnapped, and Chris Evans plays a rough-around-the-edges hacker hired to find him before Christmas. Hilarious and actionpacked!
Things to Look Forward to This Winter!
ALLIE FONG (3L)
It’s a dreary time of year. The weather is getting cold, exams are coming (yikes), and the end of daylight saving time is hitting harder than ever. But maybe there’s light at the end of the tunnel. Toronto is a great city full of things to do— even in the wintertime! Whether you want to take a break during exam season or plan a fun outing for after exams, here is a list of some activities to look forward to!
Wicked Part Two
It’s undeniable that the first part of Wicked was a worldwide phenomenon, and now it’s back for part two! Get ready for more amazing costumes, set design, beautiful singing, and emotional turmoil. It may cost like $30 to see a movie these days, but this genuinely might be worth it.
Wicked: For Good opens November 20!
One of a Kind Christmas Show (November 27, 2025 to December 7, 2025)
The event takes place at The Enercare Centre at 100 Princes’ Boulevard Toronto. You can learn more about the One of a Kind Christmas show here.
Distillery Winter Village (November 13, 2025 to January 4, 2026)
A classic wintertime Toronto activity! The Distillery Winter Village is a holiday staple. There are a bunch of vendors in cute little cabins, tons of Christmas lights, and a giant 55-foot
This year is the 50th anniversary of the One of a Kind Christmas Show. Since 1975, the show has brought together artisans from all across Canada to showcase their wares in Toronto. My family and I used to go when I was a kid and it was always magical, with rows and rows of vendors selling clothes, soaps, candles, jewelry, food, and more. This is a great opportunity to browse for a unique gift ahead of the holiday season. Unfortunately, they now charge for entry, so that’s something to keep in mind ($18 for a student ticket purchased online).
silver fir tree. There’s also delicious seasonal food and drinks that you can check out. One thing I didn’t know about this event is that they’ve also scheduled performances like the Toronto Mendelssohn Choir. You can learn more about the Distillery Winter Village here.
Wildlife Photographer of the Year Exhibit (November 8, 2025 to February 1, 2026)
For something a little less holiday-themed but no less enjoyable, you can check out the exhibit for the Wildlife Photographer of the Year! The Royal Ontario Museum (ROM) is showcasing 100 photographs from the finalists and winners of the annual Wildlife Photographer of the Year competition. The competition has been running since 1965 and is considered one of the most prestigious in the world. If you like animals, appreciate photography, or just want to see
something cool, this could be the event for you!
You can get more information and tickets to see the exhibit here.
Toronto Symphony Orchestra (TSO) I’d never been to the TSO before this October, and let me just say that it was a really amazing experience. My friends and I got to dress up, feel classy, and watch some worldclass live music. You might think that seeing the symphony is prohibitively expensive. However, the TSO has something called TSOUNDCHECK, where you can get really discounted tickets (starting at $22) if you’re between the ages of 15 to 35. Whether you’re a big classical music fan or just wanting to experience the symphony for the first time, I highly recommend checking out the TSO! You can find information about TSO programming and the TSOUNDCHECK program here.
The Saucy Intruder
Love, luck, and other afflictions
Saucy,
I’m a girl in law school and the universe doesn’t want me dating. Hinge, Tinder, Osler, Hoskin & Harcourt LLP atrium, friends of friends – I’ve tried it all, and none of it works. I’m worried I’m going to end up alone with nobody to share my love for Côté dissents with.
From, Sorry Spinster
Spinster,
You’ve come to the right place—you know I’ve got it going on. Unique problems require unique solutions, so here are Saucy’s three unorthodox tips to making sure you can be cuddled up by the fireside this cuffing season:
1. Approach networking differently. Why else would firms have pictures of their lawyers on their websites?
2. Your dateless days are likely because you’re too intimidating. Meekness is your new middle name! No more cold calling, no more oral advocacy requirement, no more following through on your admissions essay and uplifting the voices of those who struggle to access justice. After all, what are all those really worth in the face of a mid-distance, no commitment situationship where you’re both figuring out your dating goals?
3. Start targeting the SNAILs—neither in nor out of law school. Love in the liminal spaces. Follow these three tips, and you’ll be busting out that going out top in no time!
Cheers, Saucy
Saucy,
I know you. I know your column. I know who reads it. And everybody knows who I am. You’d be wise to put this note in your next issue. To all of you readers: You think you’re so smart. Not only are you at U of T Law, but you manage to pack your lunch too. And you’re so clever, aren’t you, keeping it fresh by putting it in the fridge.
Let it be known—you’ll never best me.
I’m going to keep taking your lunch. In fact, I'll take your lunch and leave you some leftovers. I’ll take your lunch and
take the container too. I’ll take the lunch that you put in the back of the fridge, thinking I won’t assess my options. I’ll take the lunch that you purposely made mediocre, thinking that I do this for taste. You act like you can try and guess my next move. You can’t. And you won’t.
You’re dying to know who I am, but even if you did, your lunches still wouldn’t be safe. Stay hungry.
Catch me if you can, Fridge Thief
Fridge Thief, Noted. To the rest of you, beware. Condolences, Saucy
Dearest Saucy, I didn’t get DLS, or even my top three ranked public interest groups. I P’d my first small group assignment. Whenever I answer questions in class, the professor doesn’t smile at me, and not a single student says “good job.” To make matters worse, my small group crush never looks my way. Does somebody have it out for me?
Signed, Noah Countability
Dear Noah, I think somebody does have it out for you! You’ve just listed some of the most career-damaging and life-ruining things that could ever happen to someone. It definitely looks like someone reached out to their local Etsy witch. Unfortunately, I’m an advice columnist and am not equipped to deal with the ancient arts of spiritual warfare. Have you tried sending multiple emails to your small group professor to bump your grade up? Hopefully things take a turn for you.
Cheekily, Saucy
Dear Saucy Intruder, After pushing myself through 1L and my summer job, I’ve finally reaped the gains by getting a job through recruit. As exams get closer and closer, the realization grows in my head that my grades no longer matter. At all. I don’t know what to do with myself anymore. I don’t even know who I am.
Sincerely,
Troubled 2L
Dear Troubled, You’re in a tight spot that I’m sure many before you have struggled to navigate—and who could blame you? Self-discovery is not an academic requirement at this school. I’m no John Keating—just a saucy little intruder—but I feel for you. Let me give you my perspective. I think it’s important to remember: Grades do matter. They will always matter. Even if you are now gainfully employed, grades will be the be all and end all until the end of time.
One day, the sun will explode and its blast will erase every last initial off the law school’s name. The scorched earth will carry the school’s remaining rubble and dust. There
Stages of Studying for Exams
The inevitable cycle begins
ALLIE FONG (3L)
It’s that time of year again: exam time. The time of year that is dreaded by all, except that one guy in your class who says he “actually likes exams” (what’s wrong with him?). In commiseration of this difficult time, Ultra Vires presents: the stages of studying for exams. Hopefully this helps you feel like you’re not alone (it will be okay, we promise!)
Stage -1: Looking at the Syllabus
Hopefully you’re past this stage by now. I’m going to be honest, you probably (almost certainly) should have done this earlier, but if you haven’t, all hope is not lost! Now is the time to take the bull by the horns (or, in this case, Quercus by the dashboard) and figure out when your exams are. (Please, I’m begging you, do it now!!)
Stage 0: Hope
They say “hope is a thing with feathers,” or a law student with a good outline. Unfortunately, you don’t have that outline yet, but you’re working on it, you swear! You’ve made the document, you put a funny heading up top, and you’ve got some cases in there. There’s work to be done, but maybe it can wait because this is Stage 0 and life is beautiful. You haven’t
done the readings in two weeks, but you skip the library and treat yourself to a seasonal latte (not from Terima) and enjoy the first snow. There’s no need to worry! You’ve got time.
Stage 1: Reality
Okay, so. Maybe there’s a slight reason to worry. Someone just brought up, like, three torts cases during your contracts review class (you don’t even have torts until next semester) and you’re feeling the full weight of the course looming. You’re realizing that 150 cases is a [redacted] number of cases. You’ve looked at an upper-year HH outline from 2023 and realized why theirs had to be 75 pages; too bad you’re only allowed five pages this year! You’re not panicking, but you’re realizing it’s time to lock in. You’ve made study plans with your friends and you have a study schedule all planned out. It’s going to be tough, but you’ve got this—onward and upward!
Stage 2: Despair
Unfortunately, at this stage, you’re feeling downward and done-ward.
You’ve spent the last three days in the library feel-
ing like Sisyphus pushing the criminal law boulder up the hill. Classes are done, but the work is never-ending. You’re having your third coffee of the day (from Terima this time) at 4pm and things are feeling pretty bleak. You’ve reviewed so many cases that they’re starting to blur together (was it Whiten v Bluett or White v Pilot Insurance—wait, that’s contracts, not criminal law). You’re starting to have desperate thoughts like: “What if I leave this all behind and open a café?” But hold that thought, maybe everything will feel better tomorrow.
Stage 3: Power of the Human Spirit
It’s tomorrow, and everything feels better. Something has clicked and things are starting to make sense. You’re not finished reviewing, but for some reason you have a renewed sense of confidence and hope. You saw an inspirational Instagram Reel at 2am last night about a sick dog overcoming the odds, and you realized there’s no way you can give up now. Your study playlist is hitting just right and you’re feeling super energized. Hopefully you can keep this good vibe going until the exam.
will be a radioactive river containing the liquified mutation of every part of all of us — body, mind, spirit—coalesced into one, endlessly flowing course. We—the students, the saucies, the people—will no longer roam this world, so the aliens will. And they’ll ask, in their extraterrestrial tongue: Who was Troubled 2L?
As the river’s spray splashes (or splooshes?) onto the eroded bank, the answer will come in a watery murmur: I knew Troubled. They got an HH in Lee’s Constitutional.
I hope that helps!
Sincerely, Saucy
Stage 4: Despair (round two)
You tried your first practice exam (you should have tried one earlier) and it didn’t go well. Your friend asks a specific question about the principled exception to hearsay, and you have no idea what they’re talking about. You stub your toe on your way into the Lerners LLP study room. [Redacted].
Stage 5: Acceptance
It is what it is. But what is it? You’ve got your outline together and you’ve prepped as much as you can. You’re exhausted and running on fumes, but the end is in sight. All you can picture is the relief you’ll feel when the exam is finally over. You know a lot, but you’re still nervous: what if it’s not enough?
Stage 6: Freedom
You did it!! The exam is done!! You practically run out of the exam room in order to avoid hearing people talk about question three (it was a doozy). You’re not 100% sure about how it went, but you know you did your best. It’s time to go home, watch some Netflix, and catch up on the sleep you’ve been missing for the last three weeks.
Sudoku Puzzle
& MATTHEW FARRELL
This 9 x 9 grid is divided into nine rows, nine columns, and nine 3 x 3 boxes. When the puzzle is solved, each digit from 1 to 9 will appear exactly once in each row, column, and 3 x 3 box. Some spaces have already been filled; use those digits to deduce the remaining spaces.
Julia, Martha, Rachael, Giada
Names: Grace, Hope, Joy, Prudence; Famous TV Cooks:
The terms in the 16 boxes below can be grouped into four categories. Each category will be based on a common trait shared by each term within that category. To complete the game, group each phrase into the correct category such that you have four groups of four terms apiece.
For easier gameplay, scan the QR code and play online! This will allow you to know when you have successfully identified a category.
The solutions can be found under the Sudoku puzzle on the previous page.
