Standing up for employees, across Canada.

Wrongful dismissal happens when you're let go without proper notice or cause. Constructive dismissal happens when your employer unilaterally changes a fundamental term of your job — pay, role, or location — significantly enough that it amounts to ending the employment relationship, even though you were never formally fired.

In most cases, yes — an employer can generally end your employment without cause, provided they give adequate notice or pay in lieu, subject to exceptions like human rights protections and the terms of your employment contract.

The Employment Standards Act sets minimum notice and severance requirements — a floor, not a ceiling. Common law "reasonable notice," determined by a court based on factors like age, position, and length of service, is often considerably higher than the ESA minimums, unless a valid, enforceable contract limits you to the statutory minimums.

You're not required to, but initial offers typically reflect only what an employer believes it can get away with. A lawyer can quickly assess whether an offer is fair and negotiate for what the law actually supports.

Deadlines vary by claim type — wrongful dismissal claims generally fall under a two-year limitation period, but other claims, like Human Rights Tribunal applications, have shorter windows. Speak with a lawyer as soon as possible after a dismissal to avoid missing a deadline.

The Code prohibits discrimination and harassment in employment based on protected grounds including race, sex, age, disability, family status, and religion, among others. This can include unequal treatment, a poisoned work environment, or a failure to accommodate.

We'd recommend against it. Once signed, a severance agreement is typically final and difficult to undo, even if the offer was less than you were entitled to. Most employers build in a review period specifically so you can get legal advice before signing.