Add Comment Question: I am seeking legal advice regarding recent compensation changes implemented by my employer and whether these changes could potentially constitute constructive dismissal or raise other employment law concerns. I have been employed with my non-unionized employer for approximately 36 years and am currently 62 years old. The company recently restructured the pay scale for my position, and the new compensation range is substantially lower than my current rate of pay. I have been advised that I will be “grandfathered” at my existing salary and will not experience a pay reduction. However, I have also been informed that I will not receive any future wage increases until the revised pay scale eventually reaches my current level. In addition, the employer is offering a one-time lump-sum payment of $2,500 in recognition of my service. Given my age, length of service, proximity to retirement, and the fact that I am also currently going through a separation, I am concerned about how these changes may affect: my employment rights, retirement planning, pension and future earnings, and any potential severance entitlements. I would appreciate your opinion on: whether this type of compensation freeze could amount to constructive dismissal, whether there are any age-related or other employment law concerns, whether I should avoid signing any documentation at this stage, and what steps I should take to protect my position and retirement interests. At this time, I have not resigned or formally accepted the changes. Answer: Hello, You should definitely not sign anything until you have had it reviewed by one of our lawyers at Samfiru Tumarkin LLP. Often, these documents include clauses that aim to limit your severance entitlements and which could cost you much much more than the $2,500 signing bonus they are offering you. Regards, Lluc Cerda Lawyer Your Comment * Your Email * Your Name * Your City Note, your name, city and email is not displayed on the website. It is used to notify you that we have approved your comment.