Employment issues often require both legal clarity and a realistic plan for what comes next. Our Employment Law team works with employers and employees to assess the situation, understand the risks, and pursue practical strategies through negotiation, mediation, or formal proceedings where needed.
Employment law issues can affect a business, a workplace, or an individual’s livelihood. We advise employers and employees on the legal rights, obligations, risks, and strategies that apply to workplace matters, with practical guidance tailored to the circumstances.
We help employers reduce risk, manage workplace obligations, and respond to employment issues with practical legal advice.
We help employees understand their rights and options when facing a termination, workplace dispute, or issue affecting their employment.
Employment law issues can carry significant financial, operational, and personal consequences. For employers, proactive legal advice can help reduce risk before a termination, contract issue, or workplace concern becomes a costly dispute. For employees, early guidance can help clarify rights, options, and the most effective path to recovery after a termination or workplace conflict.
Our approach is shaped by the specific facts and circumstances of each matter. Depending on the situation, this may involve negotiation, early resolution, mediation, alternative dispute resolution, tribunal or administrative proceedings, litigation, or trial.
We assist employers with enforceable employment agreements, ESA-compliant termination provisions, workplace policies, and legally compliant termination planning to help reduce the risk of wrongful dismissal claims, unexpected liability, and avoidable litigation.
We help employees understand their rights and options following a termination or workplace issue, with a focus on identifying an effective and cost-conscious strategy to pursue fair recovery based on the circumstances.
Every employment matter is different. We assess the facts, legal issues, documents, workplace history, and client objectives before recommending a strategy for negotiation, mediation, tribunal proceedings, litigation, or another path forward.
We aim to resolve employment matters efficiently where possible, while remaining prepared to advocate through formal proceedings when the facts and circumstances require it.
Workplace disputes can move quickly and may carry financial, operational, and personal consequences. We help employers and employees understand the issues, assess the facts, and determine the most appropriate path forward.
Every employment dispute is different. Depending on the circumstances, the right strategy may involve early negotiation, mediation, alternative dispute resolution, tribunal or administrative proceedings, court litigation, or trial. Our role is to help clients pursue an effective and practical outcome based on the facts, risks, and objectives of the matter.
Here are some common questions about family law and how our firm can help you navigate your legal issues.
Common law notice refers to the reasonable notice, or pay in lieu of notice, that an employee may be entitled to when their employment is terminated without cause. The Employment Standards Act, 2000 sets minimum notice and termination pay requirements, but employees may be entitled to more than those minimums unless a valid and enforceable employment contract limits their entitlements. If a termination clause is unenforceable, the employee’s entitlement may be determined under the common law.
Just cause is a high standard. Termination without notice or termination pay is generally reserved for serious misconduct, such as wilful misconduct, disobedience, or wilful neglect of duty that is not trivial and has not been condoned by the employer. Whether just cause exists depends on the facts of the specific case.
A properly drafted employment contract can help clarify the terms of employment and reduce uncertainty if a dispute arises. Employment contracts can address issues such as compensation, bonuses, termination provisions, temporary layoffs, disability-related terms, non-solicitation obligations, and other expectations between the employer and employee.
Workplace discrimination may involve unequal treatment based on protected grounds such as race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status, or disability. Employers also have a duty to accommodate employees to the point of undue hardship. If an employee believes they have experienced workplace discrimination, legal advice can help them understand their rights and options.
