Losing your job, or being pushed out of one, is rarely just a financial event. It affects your income, your reputation, and your sense of security. I act exclusively for employees across Toronto and the GTA, providing clear, practical advice to protect your rights and secure the compensation you're entitled to. I do not act for employers, so there is no conflict and no divided loyalty, my focus is entirely on you. Consultations are available in English and Tamil.
I handle matters including:
In Ontario, most employees who are dismissed without cause are entitled to reasonable notice of termination, or pay in lieu of that notice. The statutory minimums under the Employment Standards Act are only a floor; your common law entitlement is often far greater, taking into account your age, length of service, the nature of your position, and the availability of similar work.
Many employers offer a severance package that reflects only the bare statutory minimum, or rely on a termination clause in your contract to limit what they pay. These clauses are frequently unenforceable. Before you sign anything or accept an offer, it is worth having the package reviewed. The difference can amount to many months of additional pay.
A single defective sentence in an employment contract may entitle you to substantially more compensation than your employer is offering. Ontario courts closely scrutinize termination provisions, and a clause that fails to comply with the Employment Standards Act, even in a part of the contract your employer never sought to rely on, can be struck down entirely.
I review employment agreements, termination clauses, and offer letters, both when you are presented with a severance package and before you sign on for a new role.
You do not have to be formally fired to have a claim. When an employer unilaterally makes a fundamental change to your job, such as a significant cut in pay, a demotion, a forced relocation, or a toxic and hostile work environment, the law may treat it as a dismissal even though you were never told to leave. These cases are fact-specific and time-sensitive, and how you respond matters. Early advice is essential before you resign or accept the change.
Every employee in Ontario has the right to a workplace free from harassment and discrimination based on protected grounds under the Human Rights Code. Where these rights are violated, remedies may include compensation for lost wages and damages for injury to dignity, feelings, and self-respect. Claims can be advanced before the Human Rights Tribunal of Ontario or, in appropriate cases, alongside a civil action.
If you have been presented with a severance offer, you are usually under no obligation to accept it immediately, regardless of any deadline your employer sets. I review the offer against your true entitlements, identify where it falls short, and negotiate on your behalf, often resolving matters efficiently without the need for litigation.
It is unlawful for an employer to punish, demote, or dismiss you for asserting your rights, raising a health and safety concern, or refusing unsafe work. The Occupational Health and Safety Act and the Employment Standards Act both prohibit reprisals. If you have been penalized for speaking up, you may be entitled to reinstatement, compensation, and other remedies
Don't sign a severance offer or resign before getting advice. Give us a call.
+1 (647) 766-8080 Book a Consultation