Top Questions and Answers

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

I received a termination letter on March 3, 2026 (effective Apr.30th). An accordance to ESA provisions, I was given 8 weeks’ notice because of a group termination and an additional 6 weeks for years employed. In addition, I received an offer of additional severance equal to 4 weeks' pay which they want signed within 10 days. Is this a fair offer? I am 55 years old and have worked for the company for 6 years. Can I request a better severance offer without risking the current 4 week offer? If I personally try to negotiate by sending a letter asking for a better offer and they refuse or revoke their initial offer, does it prevent me from trying again with the use of legal representation? Please explain the process involved to negotiate a better offer and an estimate of the costs involved. Thanks

i have a termination clause during job offer that i didn't think much of at the time needed the job that was in 2020 now I have been terminated as of march 2025 and after 48 weeks on layoff I inquired about severance and as per the clause they are only offering 4 weeks and vacation owed. Can they enforce the clause ? the clause said termination with out cause as per ESA minimum and and no pay for cause.

I have returned part time from a 3 month layoff period to my employer of 6 years. While on layoff, I made plans for a trip in May. During the recall correspondence, I was open about my upcoming availability the month I plan to be away. My employers said they do not approve my request. While I was on layoff, they updated their vacation request policy, however I more than meet the required request notice window, as well as schedule availability notice which is required to be communicated two weeks in advance and 4 weeks in peak season which they have stated starts in June. I restated that my plans are concrete, but I am available to respond to my recall and am available to work. The situation is at an impasse, as they have denied my request but my plans have not changed, and I’m concerned when May comes around, they will try to fire me for not being available even though they recalled me with my availability disclosed. Could they fire me and argue with just cause?

Can one be fired for not complying with in-office policy (e.g. must be in office twice a week)? Although the policy has been in place for a while now it hasn’t really been enforced or policed that I’m aware of. However, that could change at any time presumably. There is a possibility of getting an exemption but I have yet to explore this process (not wanting to draw attention to myself).

I have worked for a company since Jan of 2024. I am hourly paid and I am not in an union. In 2024 I worked overtime and was paid 44 hours at regular pay of OT and another 18 hours at time and a half. in 2025, I worked 103 hours of ot paid at regular wage and an additional 38 hours at time and a half. This yeat I have work 7.5 ot at reg pay and 12.5 at time and a half. In the middle of Feb the manager said effective immediately no more OT at all. Most of the OT I have worked the last 2 years is late night presentations and weekend trade shows . Now they still want me to work the late night meetings and weekend trade shows but for example if I attend a trade show on a Saturday for 8 hours they want me to not work 8 hours of the week before (from my regular 8 to 5 shift)so my total weekly hours is 40. The same would apply to the nightly meetings and not work the day of for the same amount of hours that the meeting is. Can this not be considered a constructive dismissal as they are changing my regular work days potentially?