Ontario Employment Lawyers

If you have been wrongfully terminated, or terminated in breach of your employment contract or agreement, you may be entitled to compensation.  Our lawyers can evaluate your particular circumstances and help you understand your options. 

We proudly offer representation for employment-related matters on a contingency fee basis in select cases. This means you don’t pay any upfront legal fees—our lawyers handle your case, and we only get paid if we successfully recover compensation for you. If you’ve been wrongfully terminated or face another serious employment dispute, we are invested in your success.

Few law firms provide this level of commitment to wrongfully terminated employees, but we do. If your case qualifies for contingency representation, you can move forward with confidence, knowing we are fully aligned with your best interests. If contingency representation is not an option for your case, we will advise you in our initial consultation and may offer representation on an hourly fee basis.  Learn more about no win no fee retainers.   

Ontario Wrongful Dismissal Law

Understanding Wrongful Dismissal in Ontario
Wrongful dismissal occurs when an employer terminates an employee's contract without providing reasonable notice or sufficient compensation in lieu of notice. In Ontario, wrongful dismissal is governed by both statutory and common law, ensuring that employees receive fair treatment when their employment is terminated.

Key Aspects of Wrongful Dismissal

• Reasonable Notice: Under Ontario law, employers must provide reasonable notice or pay in lieu of notice when terminating an employee without cause. The length of reasonable notice is determined by several factors, including the employee's age, length of service, position, and the availability of similar employment opportunities.
  
• Statutory Requirements: The Employment Standards Act (ESA) sets out the minimum standards for notice or termination pay in Ontario. Depending on the duration of employment, employees are entitled to a minimum notice period or termination pay ranging from one week to eight weeks.
  
• Common Law Entitlements: Beyond the ESA, common law principles may entitle employees to more significant notice periods. Courts often award longer notice periods than the statutory minimums, considering various factors such as the employee's length of service, age, and job market conditions.
  
• Just Cause for Termination: Employers may terminate an employee without notice if there is just cause, such as serious misconduct, insubordination, or breach of contract. However, proving just cause is a high standard, and employers must have clear evidence to justify the termination without notice.
  
• Constructive Dismissal: Constructive dismissal occurs when an employer unilaterally makes significant changes to the terms of employment, such as reducing salary, changing job duties, or creating a hostile work environment, forcing the employee to resign. In such cases, the employee may be entitled to claim wrongful dismissal.

Learn About Your Rights and How We Can Help

Do You Believe that You Have Been Unjustly Terminated from Your Employment?  You do not have to face the consequences alone.  We can Help You Anywhere in Ontario.  

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