Wrongful dismissal Claims

Lost your job without just cause? Under Ontario’s Employment Standards Act (ESA) and common‑law precedent, you may be owed far more than basic termination pay. Our wrongful‑dismissal team helps employees province‑wide recover enhanced severance, unpaid bonuses, commissions, benefits and even damages for bad‑faith conduct.

  • Rapid case assessment: We review your termination letter, employment contract and workplace history within 48 hours.

  • Severance valuation: Using up‑to‑date case law, we calculate your true notice period - often 4 weeks per year of service, capped only by precedent.

  • Negotiation first, litigation if needed: Many claims settle through strategic demand letters; we litigate when employers refuse fair compensation.

  • No‑win, no‑fee options: Ask about contingency arrangements so you can pursue justice without financial risk.

Severance Package Review & Negotiation

Most severance offers have a tight deadline—often 5–7 days—and are drafted to favour the employer. Our lawyers decode the fine print and leverage precedent to try and increase total compensation by 30–200 %.

Our 3‑Step Review Process

  1. Contract & policy audit – We check termination clauses, bonus plans and stock‑option agreements for hidden rights.

  2. Market‑based valuation – Using databases of Ontario court awards, we benchmark what courts would likely grant.

  3. Strategic counter‑offer – We present a fact‑driven demand, usually resolving matters before litigation.

What We Frequently Improve

  • Length of notice period

  • Continuation of health, dental and LTD benefits

  • Pro‑rated or full‑year bonus eligibility

  • Vesting of RSUs / stock options

  • Non‑disparagement & reference letter terms

Disability Accommodation

Ontario employers must “accommodate to the point of undue hardship.” Still, many deny modified duties, shortened hours or ergonomic equipment.

We Provide

  • Medical‑legal coordination: Translate doctor’s notes into clear accommodation requests.

  • Policy enforcement: Invoke the Human Rights Code and ESA leave provisions.

  • WSIB and STD/LTD liaison: Ensure benefits aren’t cut off prematurely.

  • Return‑to‑work plans: Negotiate gradual schedules, remote options and performance safeguards.

Results You Can Expect

  • Restored income and benefits during recovery

  • Workplace modifications funded by the employer

  • Compensation for discrimination or reprisal

Constructive Dismissal Advice

A sudden pay cut, demotion, intolerable workload or hostile boss can amount to constructive dismissal, entitling you to full severance as if terminated.

Warning Signs

  • Salary or hours reduced without consent

  • Key duties removed, undermining your role

  • Toxic culture creating health issues

  • Forced relocation or switch to independent contractor status

Our Approach

  1. Document review: Collect memos, emails, performance reviews.

  2. Risk analysis: We weigh staying vs. resigning with notice.

  3. Exit strategy: Craft a resignation letter that preserves rights, then launch severance negotiations.

  4. Litigate if needed: We file a wrongful‑dismissal claim to secure damages.

Workplace Harassment & Bullying Claims

Toxic workplaces erode mental health and productivity. Ontario’s Human Rights Code and the Occupational Health and Safety Act (OHSA) give you the right to a safe, respectful environment.

How We Help

  • Independent investigation: We gather emails, chat logs and witness statements to build an evidence‑backed narrative.

  • Human Rights Tribunal applications: Claim monetary compensation for injury to dignity plus lost wages.

  • Accommodation & return‑to‑work plans: We negotiate flexible schedules, role changes and manager training to stop future abuse.

  • Retaliation protection: Immediate legal action if your employer punishes you for speaking up.

Potential Outcomes

  • Financial awards up to six-figures for severe harassment

  • Binding orders for employer policy overhaul

  • Confidential settlements that let you move on

Employment Contract Drafting & Review

Whether you’re starting a new role, negotiating a promotion, or hiring key talent, the contract sets the rules. A poorly worded clause today can cost tens or even hundreds of thousands later in severance or litigation.

Services for Employees

  • Flagging risky termination, non‑compete and non‑solicitation clauses

  • Ensuring bonuses, commissions and equity are clearly defined

  • Adding remote‑work, intellectual‑property and privacy protections

Services for Employers

  • ESA‑compliant termination language that survives court scrutiny

  • Custom policies for overtime, hybrid work and data security

  • Template offer letters and onboarding packages that scale

Our Edge

  • Plain‑language drafting that reduces disputes

  • Flat‑fee packages for predictable budgeting

  • 72‑hour turnaround for urgent offers