Top Questions and Answers

Ask your question and an employment lawyer in Ontario, BC or Alberta will answer in minutes

I've been on medical leave since the end of November 2025 due to a surgical procedure and have been receiving employment insurance. Due to the stress of the procedure, an old non-work-related injury flared up, causing my period of leave to extend as I could not safely perform my regular duties until I recovered. My employer was aware of this injury prior to my surgery and it had been well under control for years leading up to now. During my period of leave, I made an attempt to return to work under Doctor-prescribed limitations to which my employer had no modified or alternative duties available, so I remained on medical leave. I made a later attempt with fewer limitations as my recovery progressed, to which my employer then expressed concerns over safety and liability due to the nature of my injury and recommended I remain on medical leave until I was certain my injury would not be a risk. My employer also expressed that I may not be allowed to return to my regular duties due to insurance reasons, but no other information regarding this was provided. As of now, my employer has contacted me and is urging me to resign my position and claim I owe upwards of $800 in employee insurance premiums accumulated during my time on leave that had not been discussed with me prior to taking leave. I've requested an itemized breakdown of what I owe for insurance premiums and documentation regarding employee premium obligations but have yet to receive a response. I have been employed with this company for 2 years. What are my rights or obligations in this situation? And are there any concerns regarding severance, employer accommodation obligations, or the manner in which my employer is seeking to end my employment?

For my work, I’ve being presenting from time to time the functional ability form to support my working from home, and now the company hired a 3rd party where they sent me a form (claim form) requesting authorization to all my medical information (collection, use and disclosure) They added that I can refuse but that may affect eligibility

I have been on LTD for almost 2yrs. I was asking to see if I could get extra money for my physiotherapy when my Manulife case working said call me when your coverage for it runs out, well I thought it dud by my calculations but it really hadn't. He then put me in touch with an occupational therapist with Manulife. The call I had with her, she pushed me to go back to saying oh its good for you etc. I thought she made a point and since I was working from home thought doable since I can't drive and haven't driven for almost 2yrs from my accident. I am feeling now that I was pushed to go back to work so my employer could terminate me sooner than later. My LTD would have ended in January 2027. Well, it turned out that on the scheduled day of my slow start time to return to full time work I was terminated. I was told my department was all moved off shore. They are honoring the 7weeks return to work schedule then my 44 weeks severance starts. It has a mitigation clause which i have never seen before. I have been there for 8yrs 3 months. I feel that they owe me more as I thought you couldn't terminate someone that was on LTD unpon returning to work? Isn't there another point to this i thought I read it somewhere?

Am a full-time permanent employee for 17 years in a large corporation. Lately the company decided to change the employment terms when there is a transfer or a change in compensation. They would say: "Your employment will continue subject to the following terms and conditions, which supersede and replace any prior employment agreement, offer letter, or related addendum or amendment relating to the matters addressed herein. Upon termination you shall receive the entirety of your minimum statutory entitlements on termination, beyond which no further payments or benefits continuation shall be required. For clarity, common law principles respecting reasonable notice on termination will not apply." How can I avoid signing it without any consequences or being penalized?

I have 25+ years of service with my employer, with the last 20 of those working from home full time. There is a 3 day RTO mandate coming. For reasons such as loss of productivity, parental duties, commute time, workstation ergonomics/equipment, I am strongly opposed to returning to the office. What are my options? Can I refuse?