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Ontario

Ontario Employment Law News

Recent employment law news from across Ontario — wrongful dismissal decisions, severance and termination developments, and workplace rights — plus guidance on protecting your entitlements when your job ends.

Updated May 19, 2026 ET • By Sunish Rai Uppal, Managing Lawyer

Recent Ontario Employment Law News (Updated regularly)

A running log of recent employment law news and rulings, with the full story behind each headline.

May 2026

April 2026

March 2026

November 2025

October 2025

Know Your Rights as an Ontario Employee

Most Ontario employees have stronger protections than employers admit. Key points to know:

  • Most non-unionized employees are owed reasonable notice (or pay in lieu) far beyond the Employment Standards Act minimums
  • A termination "for cause" sets a very high bar — most dismissals are without cause and require a package
  • Severance is negotiable; the first offer is usually not the full entitlement
  • A fundamental change to pay, role or location can be constructive dismissal
  • Strict deadlines apply — get advice before signing a release or accepting an offer

What to Do If You Are Dismissed

  1. 1

    Do not sign anything right away

    Termination packages often include a release that waives your right to negotiate. You are not required to sign on the spot — take it for review.

  2. 2

    Collect your employment documents

    Gather your offer letter, employment contract, pay records, bonus/commission plans and the termination letter. These determine what you are actually owed.

  3. 3

    Record the circumstances

    Note the reason given, any changes to your role before termination, and how it was communicated. This matters for cause and constructive-dismissal arguments.

  4. 4

    Do not assume the ESA minimum is the limit

    Common-law reasonable notice is frequently many times the statutory minimum, depending on age, length of service and position.

  5. 5

    Speak to an employment lawyer before responding

    A short review can tell you whether the package is fair and what a reasonable counter looks like — usually before any deadline in the offer.

Understanding Your Rights

When your employment ends in Ontario, you may be entitled to far more than the minimums in the Employment Standards Act. Common-law reasonable notice considers your age, length of service, position and the availability of similar work, and is often several months of pay. Before you sign a release or accept a severance offer, speak with UL Lawyers — deadlines in termination letters are frequently shorter than your actual entitlement window.

Frequently Asked Questions

How much severance am I entitled to in Ontario? +

It depends on your age, length of service, position and ability to find similar work. Common-law reasonable notice is often well beyond the Employment Standards Act minimum and can reach many months of pay. Have a lawyer assess your specific situation before accepting an offer.

My employer says I was fired "for cause" — what does that mean? +

Just cause is a high legal bar reserved for serious misconduct. If it does not apply, you are likely owed notice or pay in lieu. Many "for cause" terminations do not hold up, so get advice before accepting that you are owed nothing.

Should I sign the severance offer my employer gave me? +

Not before legal advice. First offers are commonly below full entitlement, and signing the release usually ends your ability to negotiate. A lawyer can review it, usually within the deadline stated in the letter.

What is constructive dismissal? +

When an employer makes a fundamental change to your job — a significant pay cut, demotion, or forced relocation — without your agreement, it can amount to constructive dismissal, entitling you to the same compensation as if you were terminated.

How much does an employment lawyer cost? +

UL Lawyers offers a free initial consultation to review your situation and explain your options before you commit to anything.

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