Straightforward advice for employees and employers on dismissal, severance, and workplace rights in Ontario.
Employment
Employment relationships in most of Toronto's private sector are governed by Ontario's Employment Standards Act, 2000 (ESA), which sets minimum standards for notice, severance, and other entitlements, alongside the common law of wrongful dismissal, which often provides greater protection than the ESA minimums alone. Civitas Law reviews termination packages, advises on whether a severance offer is fair, and represents clients in negotiations and, where necessary, litigation or claims before the Human Rights Tribunal of Ontario.
We work with both employees navigating a job loss and small business owners trying to manage their obligations correctly.
Direct access to your lawyer at every stage, with clear, honest advice about your options.
We assess whether a termination was lawful and pursue reasonable notice under the common law where an employee was let go without just cause.
We review termination offers and severance letters to determine whether they reflect a fair entitlement before you sign.
We advise employees who have faced a significant unilateral change to their role, pay, or conditions that may amount to constructive dismissal.
We review and negotiate employment contracts, including termination clauses, for new hires and existing employees.
We advise on claims involving discrimination or harassment under the Ontario Human Rights Code.
We advise employees and small employers navigating internal workplace complaints and investigations.
We help small business owners understand their notice, overtime, and termination obligations under the ESA.
Ontario's Employment Standards Act, 2000 sets out minimum entitlements for termination notice, severance pay, overtime, and vacation, but these are floors, not ceilings; the common law of wrongful dismissal frequently entitles a terminated employee to significantly more notice than the ESA minimums, calculated based on factors like age, length of service, position, and availability of similar employment. Employees who believe they've faced discrimination or harassment related to a protected ground can bring an application to the Human Rights Tribunal of Ontario under the Ontario Human Rights Code, a process separate from a wrongful dismissal claim.
Most wrongful dismissal claims in Toronto are pursued through the Ontario Superior Court of Justice or, for smaller claims, the Small Claims Court, and there is generally a two-year limitation period to bring a claim. Employers with unionized workforces or federally regulated businesses (such as banks or telecoms) are subject to different regimes, so confirming which framework applies is an important first step in any employment matter.
Plain-language answers to the questions we hear most. Every matter is different, so treat these as a starting point.
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