Employment
About This Practice
Most people in Ontario are owed more than the bare minimum when their job ends. The Employment Standards Act, 2000 sets a floor — notice or termination pay based on your length of service, plus severance pay for longer-service employees at larger payrolls. But the common law often entitles you to "reasonable notice" that can stretch to many months, especially for long-tenured or senior staff.
You do not have to be fired outright to have a claim. Constructive dismissal happens when an employer makes a major change to a core term of your job — a real pay cut, a demotion, a forced relocation, or an ongoing toxic environment — without your agreement. The law can treat that as a termination.
We work with people on both sides of the table across Brampton and the GTA: employees who suspect their package is too low, and small employers who want to handle a termination correctly the first time. We also look at the Ontario Human Rights Code, since a protected ground like age, disability, or family status can change everything.
How We Work
We start by reading your actual employment contract, your offer letter, and your termination paperwork — because a single termination clause that violates the ESA can quietly entitle you to much more. We explain your options in plain English, weigh the costs against the likely range, and tell you honestly where you stand before you commit to anything.
Contact the firm to speak with a lawyer in this practice area.
Frequently Asked
There is no rush. Severance offers often reflect only the ESA minimum, not what the common law may entitle you to. It is worth having the offer reviewed before you sign, because signing usually closes the door on asking for more later.
It might be. Under Ontario law, a significant unilateral change to a fundamental term of your job — like a real pay cut, a demotion, or a forced relocation — can amount to constructive dismissal. The change has to be substantial, and timing matters, so it is best to get advice before you resign.
Generally yes. Ontario’s "duty to mitigate" expects you to make reasonable efforts to find comparable work during the notice period, and income you earn can reduce what your former employer owes. You do not have to accept a job beneath your training, and keeping a record of your search helps.
Generally no. You are usually entitled to time to seek legal advice. A short review can confirm whether the offer is fair before you sign.