Information About Employee Rights Blog

“Severance package” is commonly used to describe any payment offered when employment ends.  Ontario employment law uses more precise categories. Termination pay and statutory severance pay are separate entitlements under the Employment Standards Act, 2000 [ESA]. Many employees may also have a claim … Read more »

A serious workplace change can force an employee into a difficult legal position.  Resigning immediately may allow the employer to characterize the departure as voluntary. Continuing to work without objection may support an argument that the employee accepted the new terms.  The correct response dep … Read more »

Being on long-term disability leave does not make an employee immune from termination. It does, however, make the termination legally sensitive.  An Ontario employer cannot terminate employment because of disability, medical leave or the need for accommodation. If disability was a factor in the deci … Read more »

A layoff without severance can be lawful in some situations. In many others, it is a termination or constructive dismissal dressed up as a layoff.  In Ontario, the result depends on the facts. The key issues are whether the layoff is temporary or permanent, whether the employment contract permits te … Read more »

Employees often describe repeated criticism, exclusion, yelling, humiliation or undermining as workplace bullying. In Ontario, the legal issue is not the label. The legal issue is whether the conduct meets a recognized legal standard.  Workplace harassment has a specific definition under Ontario’s O … Read more »