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Hello, I am returning to work after sick leave. I told my employer I can return to full time hours, but with my medical letter I can't return to same job. I am a mechanic (no union). I work flat rate (piece work), this means they only pay for what I can complete. I have tremors and can not safely work on cars anymore. but I can work on other things 8 hours a day 5 days a week. They have told me they only can let me return as a mechanic and they will not pay me straight time ( time I am at the job) for example 7-4pm. So if it now takes me 4 hours to do a job that pays an hour I will have a very hard time making a living. He also said " I can perhaps offer a few hours straight time here and there to help onboard new staff (for example, helping the new techs write up stories, use equipment, etc), however it wouldn't be significant " They won't end my contract or lay me off. I have been there 27 years. I can't just leave and not be able to collect EI. I know if I quit EI will not pay me. I don't know what to do. Thank you

I am a 58-year-old, non-unionized Community Services Coordinator with 5 years and 7 months of service at a non-profit, earning $54,600 annually. On June 8, 2026, I met with management and clearly stated that I was not resigning and wished to remain in my current role. The following day, HR confirmed in writing that I was not resigning but advised that organizational restructuring and funding changes had resulted in changes to responsibilities. On July 30, 2026, I received a letter advising that my position was being discontinued due to restructuring. At the same time, I was offered a new position titled Programs & Outreach Coordinator, with an acceptance deadline of August 7, 2026, after which my employment would end if I declined. I have evidence indicating that the new position contains substantially the same major duties and responsibilities as my current role despite the change in title, raising concerns that my position has not truly been eliminated. My employment contract also contains a termination clause that limits termination entitlements to the Employment Standards Act (ESA) minimums where funding is discontinued. I am seeking advice on whether this clause is enforceable, as I understand it may not preserve all statutory entitlements. I intend to formally decline the new position, confirm that I am not resigning, and request an appropriate common law severance package. I would appreciate your advice on: Whether the termination clause is enforceable. My potential common law notice entitlement. The legal implications of the restructuring and the new position. The best strategy before the August 7 deadline, including protecting my Employment Insurance eligibility. Thank you for your time. I look forward to hearing from you as soon as possible.

Received termination in ON without notice: letter states due to restructuring and references signed contract (they may not have a copy of). The employment was part time and wages for overnight pay scheduled on specific day over nine years. Although this does not appear clearly as clause they are allocating 8 weeks of the severance provided for in the contract in lieu of notice to reduce severance provided for by 8 weeks. Also limit pay in lieu of notice to base pay without regular pay in lieu of vacation & benefits and overnight pay. They also say it has been agreed that it will be paid out weekly -also unclear from the contract. They continue in the termination doc saying that this is with the employee's prior agreement. I have not signed or agreed to anything since the termination. Must I state that I am opposed to the termination letter in order to decide at a later time whether I would like to pursue recourse? If the employer makes payments as if I agreed does this imply agreement? Termination came directly after attempting to have pay corrected and receive documentation under ESA. What is the best course of action given that the weekly pay is minimal? Should I pursue backpay on my own or should I contact the labour board as this may have been throughout employment?

I left my previous job and was off due to a workplace injury. Now that I have quit my job, my employer assured me that I would receive my vacation payout, but now they say I will not be getting it because they used it while I was off injured. The company applied the first week of my absence as vacation without my knowledge. I was not receiving any WSIB benefits, as I was set to return with modified duties and was told that, therefore, that time off was considered unpaid leave. Is this permitted in Ontario? Are there any legal steps I can pursue in this situation?

I believe my position will be terminated due to restructuring soon, what precautions should I be taking?