Civitas Law
(647) 271-1646 Book a consultation
Toronto · Serving the GTA

Employment Lawyer in Toronto

Straightforward advice for employees and employers on dismissal, severance, and workplace rights in Ontario.

Book a consultationCall (647) 271-1646

30-minute consultation, $150 plus HST, paid when you book.

Employment lawyer in Toronto reviewing a severance package Employment
Overview

What a Toronto employment lawyer handles

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.

How we help

Employment matters we handle in Toronto

Direct access to your lawyer at every stage, with clear, honest advice about your options.

Wrongful dismissal claims

We assess whether a termination was lawful and pursue reasonable notice under the common law where an employee was let go without just cause.

Severance package review

We review termination offers and severance letters to determine whether they reflect a fair entitlement before you sign.

Constructive dismissal

We advise employees who have faced a significant unilateral change to their role, pay, or conditions that may amount to constructive dismissal.

Employment contract review

We review and negotiate employment contracts, including termination clauses, for new hires and existing employees.

Human rights and workplace discrimination

We advise on claims involving discrimination or harassment under the Ontario Human Rights Code.

Workplace investigations advice

We advise employees and small employers navigating internal workplace complaints and investigations.

Employer-side ESA compliance

We help small business owners understand their notice, overtime, and termination obligations under the ESA.

Ontario context

How Ontario employment law and the process work

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.

FAQs

Questions Toronto clients ask about employment

Plain-language answers to the questions we hear most. Every matter is different, so treat these as a starting point.

How much notice or severance am I entitled to if I am let go in Ontario?
Employees are entitled to at least the minimum notice or termination pay set by the Employment Standards Act, and longer-service employees at larger employers may also qualify for statutory severance pay. Many employees are also owed a greater amount of reasonable notice at common law, which depends on factors like age, length of service, position, and how hard it will be to find similar work. We review your situation to estimate what you are actually owed before you accept any offer.
What is wrongful dismissal and do I have a claim?
Wrongful dismissal happens when an employer ends your employment without providing the notice or pay in lieu that the law requires, not necessarily because the firing itself was unfair. If you were dismissed without cause and given less than your full entitlement, you may have a claim for the difference. We assess your termination terms and advise whether the package offered is reasonable.
What is constructive dismissal?
Constructive dismissal occurs when an employer makes a serious, unilateral change to a fundamental term of your job, such as a significant cut in pay, a demotion, or a forced relocation, effectively treating the old contract as at an end. In some cases a toxic or harassing work environment can also amount to constructive dismissal. Because resigning in response carries real risk, it is important to get advice before you act.
Should I sign the severance package my employer offered?
Not before you understand it. Initial severance offers are often below what an employee could reasonably claim, and once you sign a full and final release you usually give up the right to pursue more. We review the offer, explain what you may be entitled to, and where appropriate negotiate improved terms on your behalf.
What are my rights if I am experiencing harassment or discrimination at work?
Ontario's Human Rights Code protects employees from discrimination and harassment based on protected grounds such as sex, disability, age, race, religion, and family status, and the Occupational Health and Safety Act requires employers to have workplace harassment policies and investigate complaints. Depending on the situation, options can include an internal complaint, a human rights application, or a civil claim. We help you understand which path fits your circumstances.
How long do I have to bring an employment claim in Ontario?
Deadlines vary by the type of claim: a civil action for wrongful dismissal is generally subject to a two year limitation period, an application to the Human Rights Tribunal of Ontario generally must be filed within one year, and Employment Standards Act complaints have their own time limits. Because these deadlines differ and can be short, it is best to get advice soon after your employment ends or an issue arises.
What is an employment lawyer?
An employment lawyer advises employees or employers on workplace legal issues, including employment contracts, workplace policies, terminations, severance, and human rights or accommodation concerns. In Ontario, this work often involves the Employment Standards Act and common law rules about notice and severance on termination.
Do I need a lawyer to review my employment contract in Ontario?
A lawyer is not legally required, but employment contracts often contain termination clauses that limit entitlements to far less than the common law would otherwise provide. Having a lawyer review the terms before signing, or before relying on them after a job loss, helps clarify what is actually enforceable.
What is the difference between the Employment Standards Act and common law notice?
The Employment Standards Act sets minimum notice and severance entitlements for terminated employees in Ontario, while common law notice is a separate, often larger entitlement based on factors like age, length of service, and position. Many dismissed employees are owed more than the statutory minimum under common law.
Is it worth hiring an employment lawyer in Toronto?
Whether it is worth hiring an employment lawyer depends on the situation, but it is often useful when facing a termination, a severance offer, a workplace dispute, or when negotiating or reviewing an employment contract. A lawyer can explain your rights and whether an offer is reasonable before you respond.
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Straightforward legal advice from a Toronto lawyer.

30-minute consultation, $150 plus HST, paid when you book. Personal injury matters start with a free 10-minute case review with the lawyer. Consultations are confidential.

Book a consultationCall (647) 271-1646