Firing an employee the wrong way can cost your business thousands—or tens of thousands—in wrongful dismissal claims.
Whether you’re terminating for cause, planning layoffs, or navigating a difficult exit, we help Ontario employers minimize legal risk and handle dismissals strategically.
Most wrongful dismissal claims aren’t about whether the employer could fire someone—they’re about how it was done. Common mistakes include:
These errors turn routine terminations into expensive litigation
We draft severance offers that meet legal requirements while protecting your business from future claims. We calculate proper amounts under ESA and common law, include enforceable release clauses, and ensure payment terms minimize risk. We also review packages your HR team prepared before you present them.
Before you fire anyone, we assess whether you have grounds for just cause, what severance you'll owe, and potential human rights or discrimination risks. We review your documentation and identify cheaper alternatives. This upfront planning prevents costly wrongful dismissal claims.
We review and revise your termination letters to ensure they're legally sound. Poor wording in these letters creates liability and gives employees ammunition for wrongful dismissal claims. We fix the language before you send them.
When employees reject your severance offer or threaten legal action, we negotiate on your behalf. We counter inflated demands, resolve disputes before they become lawsuits, and settle fairly while minimizing your costs.
Depends on age, service, position, and job market. Common law often requires much more than ESA minimums—sometimes 18-24 months for long-service employees.
Yes, but you still owe severance unless it's "just cause" (rare). Poor performance = termination without cause with severance.
Without cause: Fire for any non-discriminatory reason but pay severance.
With cause: Fire for serious misconduct without severance. Most terminations should be without cause.
Common. We negotiate these disputes, often settling between your offer and their demands—saving you money versus court.
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