As soon as something changes in your employment relationship. If you have been dismissed, offered a severance package, pressured into signing a new contract, put on a performance plan, or treated unfairly by a current or former employer in wrongful dismissal cases or a constructive dismissal situation, it’s time to get legal advice. The earlier you consult experienced employment lawyers, the more leverage you maintain. Proactive advice can anticipate problems before they escalate. Many terminated employees come to us after signing away rights they didn’t know they had. A consultation provides practical advice, protects your options, and ensures you respond from a position of strength.

Yes. If your rights under Ontario’s Employment Standards Act or Human Rights Code were ignored, you may have grounds for legal proceedings. Not every case requires a lawsuit, as many employment disputes resolve through negotiation or mediation. But if litigation is the right path, our experienced employment lawyers have a proven track record representing clients before courts. We provide strong legal counsel and strategic advocacy when your rights are at stake, including on labour law issues, occupational health, disability accommodation, and workplace investigations where employers must act fairly and impartially. These matters may involve interviews, document reviews, and evidence collection, and can lead to discipline or policy changes. To learn more, watch our legal process videos.

Every case is different, and so is the cost. At Whitten & Lublin, most clients start with a flat-fee consultation that delivers clear next steps, while reviewing employment agreements, however, are billed hourly. Many firms offer a free consultation, but we believe clear fee structures matter more because they help avoid surprise fees. You’ll know exactly what legal services will cost before making any decision to retain us for your case. Our legal team is committed to transparency and providing value through practical advice that drives results.

There is no single answer. Ontario’s Employment Standards Act sets a minimum, but many terminated employees are owed more under common law. Employers must provide reasonable notice for terminations, and severance pay is tied to termination notice requirements. Employers often miscalculate severance owed, and packages may include more than statutory minimums. Age, length of service, job title, and the job market all influence entitlements. Our severance pay calculator can give a rough estimate, but only legal counsel can assess the full picture. Our experienced employment lawyers review your package and explain your rights, to help you make sure that you don’t settle for less than you’re entitled to under employment law.

In Ontario, most terminated employees are entitled to severance, but the amount depends on the circumstances of the termination. The Employment Standards Act sets out the minimums, but common law often provides for much higher amounts. This is why wrongfully dismissed employees often seek legal help, since wrongful dismissal is a common focus when terminations are challenged.

Layoffs are another matter. A temporary layoff may be permitted, depending on your employment contract, but if it extends beyond the statutory time limit, it can be treated as a termination. In that case, the employee would be entitled to severance.

If your employer alleges just cause, they may argue you are not owed severance at all. However, just cause is a very high legal standard reserved for serious misconduct. Supreme Court rulings continue to shape Canadian employment law on dismissal standards. In practice, it is not always upheld in legal proceedings, and some employees who were terminated for cause later secure severance after legal review.

An employment lawyer helps employees understand their rights and take action when needed. That includes reviewing employment contracts, negotiating severance, and resolving workplace disputes such as harassment or discrimination. It may also include workplace investigations, disability-related workplace matters, and other issues a labour lawyer can address. It may involve a single meeting for guidance or full legal representation through legal proceedings.

At Whitten & Lublin, our legal team combines expertise in employment law with a proven track record of results. We focus on giving you practical advice, assessing risks, and building a strategy that works in the real world.

Yes. Employment contracts often contain clauses that limit severance, restrict bonuses, or impose non-solicitation terms. These provisions may look standard but can significantly impact terminated employees later. Once signed, they are difficult to challenge. These agreements must comply with statutory and regulatory standards. Having an employment lawyer review the agreement before you commit ensures you know the risks and whether negotiation is possible. Our experienced employment lawyers regularly handle contract disputes and provide tailored advice that prevents problems down the road.

Start with focus, experience, and results. Employment law is complex, so you need legal counsel who works exclusively in this area. A lawyer who focuses on labour and employment law is more likely to stay current with Ontario law. Look for a proven track record, review client feedback, and avoid any lawyer who guarantees a win. Past clients and peers should recommend them. Whitten & Lublin is one of the most recommended employment law firms in Ontario.

At Whitten & Lublin, our legal team is widely recognized for experience in labour and employment, with over 180 years of combined experience and thousands of cases. We offer straightforward advice, clear costs, and strategies designed to resolve employment disputes effectively.