Losing a job is stressful enough on its own. If it happened without proper notice, with inadequate severance, or under circumstances that felt deeply unfair, you may have more options than you realize.
Ontario's employment laws protect workers in meaningful ways. But those rights only help you if you know about them and act on them. Whether you were terminated, forced out, or are still in a difficult workplace situation, understanding where you stand is the first step.
You may be entitled to more than you were offered
Many termination packages offered by employers meet only the bare minimum required by the Employment Standards Act, or sometimes less. Common law entitlements, which depend on factors like your age, length of service, position, and how specialized your role is, can be significantly higher.
Before you sign anything, it is worth understanding what you may actually be entitled to. Once you sign a release, that door generally closes.
Most employees in Ontario are governed by the Employment Standards Act, 2000 (ESA), which sets out minimum entitlements including notice of termination, severance pay (for qualifying employees), vacation pay, public holiday pay, and protection from certain forms of retaliation.
These are minimums. Depending on your employment contract and the circumstances of your termination, your actual entitlements at common law may be considerably higher, particularly for longer-tenured employees or those in more senior roles.
The Ministry of Labour enforces the ESA through a complaint process that is free to access. However, more complex situations, including larger wrongful dismissal claims, may involve different forums and require different strategies.
Tell us what happened
Submit your free intake and describe your employment situation, what happened, when, how long you worked there, and what you received (or didn't receive) on termination.
We review your intake
A representative will contact you to discuss your situation, what your rights may be, and what options are available to you.
We explain your options clearly
We will tell you honestly what we think your situation looks like, what you might be entitled to, and what path makes the most sense given your circumstances.
We act on your behalf
If you decide to proceed, we handle the paperwork, communications with your employer, and any proceedings, so you can focus on what comes next.
Employment claims in Ontario have filing deadlines. Under the ESA, complaints generally must be filed within two years of the issue arising. Common law claims have their own timelines. The sooner you get clarity on your situation, the more options you have.
If you are still employed but facing a situation that is becoming untenable, getting early advice can help you understand your options before making any decisions that could affect your entitlements.
Wrongful dismissal in Ontario generally refers to a termination where the employer did not provide proper notice or pay in lieu of notice as required by the Employment Standards Act or the employee's common law entitlements. It does not necessarily mean the dismissal was unfair, it means the process did not follow the law. If you were fired without sufficient notice or severance, you may have a claim.
Not without understanding what you are entitled to first. Employers sometimes offer severance packages that are less than what the law requires, and once you sign a release, you typically give up your right to claim more. It is worth reviewing any offer before you agree to it.
Constructive dismissal happens when an employer makes significant changes to your job, such as drastically reducing your pay, changing your role, or creating a hostile work environment, without your agreement, to the point where continuing to work there is unreasonable. In some circumstances, you may be able to treat this as a termination and claim entitlements.
Licensed paralegals can represent employees and employers at the Ministry of Labour and in Employment Standards Act proceedings. For matters that involve the Ontario Labour Relations Board or civil courts beyond the Small Claims limit, they can assist and refer appropriately. We can help you understand your options and determine the right path forward.
Under the Employment Standards Act, minimum notice is based on years of service, starting at one week for less than one year, up to eight weeks for eight or more years. However, common law entitlements (which a court might award) can be significantly higher. Many employees are entitled to more than the statutory minimum.
If your employer has not paid wages, vacation pay, or other amounts owed, you can file a complaint with the Ministry of Labour. This process is free and does not require a lawyer or paralegal, although having representation can help navigate more complex situations. There are time limits for filing, so it is worth acting sooner rather than later.
Just cause is a high legal standard. It means the employer is claiming your conduct was serious enough to justify terminating you without any notice or severance. True just cause situations are rarer than employers sometimes claim. If you believe the just cause allegation is unfair or exaggerated, your situation is worth reviewing.
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The information on this page is for general guidance only and does not constitute legal advice. Every situation is different. Submitting an intake does not create a legal relationship.
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