Wrongful Dismissal Defence
Get ahead of the claim. Book now to speak with an employment lawyer and protect your company with a strong defence strategy.
How we help employers
Termination Planning
Before ending an employment relationship, get clear legal advice on termination, severance, notice periods, employment standards, human rights risks, and key documentation. Vanguard Law helps Ontario employers assess potential liability, avoid common mistakes, and reduce the risk of wrongful dismissal claims.
Whether you are terminating a short-service employee, long-term employee, executive, or employee on leave, we help you understand your obligations and choose a practical path forward before the dismissal happens.
Workplace Investigations
Workplace complaints require a fair, organized, and legally sound process. Vanguard Law helps Ontario employers respond to workplace investigations involving harassment, discrimination, misconduct, bullying, reprisals, or other serious workplace concerns.
We provide guidance on when an investigation is needed, how to structure the process, what documents to review, who should be interviewed, and how to move forward after findings are made. Our goal is to help employers manage sensitive workplace issues carefully and reduce the risk of further disputes.
Lawsuit Defence
When a former employee starts a claim, employers need clear advice quickly. Vanguard Law helps Ontario employers respond to wrongful dismissal lawsuits, employment-related claims, and workplace disputes by assessing risk, reviewing the evidence, and developing a practical defence strategy.
We assist with pleadings, settlement strategy, negotiations, mediation, and litigation where necessary. Our goal is to help employers protect the business, avoid overpaying where a claim is inflated, and resolve disputes efficiently.
Why Employers Choose Vanguard
Learn how we help employers respond to wrongful dismissal issues quickly, strategically, and with confidence.
Our Process
1. Book Your Consultation
Call our office or book online. You can schedule a free 30-minute consultation with the founder.
2. Complete Your Intake Form
After booking, you’ll receive an intake form. Please complete it before your consultation so we can review the key facts, documents, timelines, contracts, workplace policies, and business goals in advance.
3. Review Your Options
During your consultation, we’ll assess the issue, explain your legal risks, and outline practical next steps. Depending on the matter, this may include termination planning, responding to a demand letter, defending a claim, conducting a workplace investigation, or setting up ongoing employer-side counsel. We’ll also discuss the fee structure that makes the most sense for the work involved, including hourly, flat-fee, project-based, or monthly counsel options.
“I had the opportunity to work with Andre and was impressed by his professionalism, integrity, and attention to detail. Beyond his knowledge of the law, Andre is approachable, reliable, and genuinely committed to helping people. I trust him completely and would recommend him without hesitation.”
— E Shap Frequently Asked Questions
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Do not ignore it or respond impulsively. Preserve employment records, review the termination package, and get legal advice before replying. Early strategy can reduce risk and improve settlement positioning.
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Yes. Defence options depend on the contract, termination terms, compensation structure, mitigation issues, and surrounding facts. Early legal review helps assess exposure and build a response strategy.
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A workplace investigation may be appropriate when an employer receives a complaint involving harassment, discrimination, workplace misconduct, bullying, reprisal, or other serious allegations. Early legal guidance can help employers decide whether an investigation is required and how to structure the process fairly and effectively.
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Often, yes. A well-drafted agreement may limit termination entitlements and strengthen the employer’s position. However, termination clauses must be reviewed carefully before relying on them.
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Sometimes, but cause is a high legal threshold. Employers should assess the facts carefully before taking that position, because an unsuccessful cause allegation can increase liability.