Employment Lawyer Burlington

Employment law claims are subject to strict deadlines. Under the Limitations Act, 2002, most civil claims—including wrongful dismissal—must be commenced within two years of the date the claim was discovered. ESA complaints to the Ministry of Labour have their own timelines. Human rights applications to the HRTO generally must be filed within one year of the last incident of discrimination. UL Lawyers helps you identify which deadlines apply to your situation so you don’t lose your right to pursue a claim.

• Two-year basic limitation period for wrongful dismissal and most civil employment claims under the Limitations Act, 2002
• ESA complaint deadlines: generally within two years of the alleged violation, but earlier deadlines may apply for certain claims
• Human Rights Tribunal of Ontario: one-year limitation period from the date of the last alleged incident of discrimination
• Contractual notice periods or internal appeal deadlines that may shorten your time to act
• The importance of not delaying: evidence deteriorates, witnesses move, and employers may restructure

This is the Burlington employment lawyer page for employees in Burlington, Aldershot, and Halton. Toronto employees should use employment lawyer Toronto. If you were dismissed, handed a thin package, or accused of cause, start on wrongful dismissal lawyer Burlington. Do not sign the ESA floor. Employment lawyers in Burlington help employees who have been terminated, received a severance offer, need a contract reviewed, or are inside a workplace investigation. Call 905-744-8888, email info@ullaw.ca, or request a free 15-minute consultation. This page is for people who need Ontario process explained before they sign a release or reply to the employer. Ontario employment lawyers ↗ work from the Employment Standards Act, 2000 and common-law reasonable notice; this Burlington page applies that same provincial framework locally. Typical first documents include a termination letter, a severance and release package, an employment contract, and investigation correspondence. If the employer alleged just cause, termination for cause ↗ is part of the Ontario test described later on this page. If the workplace is closer to Hamilton than to Burlington, the Hamilton employment lawyers ↗ page may also be relevant as a neighbouring city—not as a replacement for this one. Estimate a first range on the Ontario severance pay calculator. Unpaid call-in pay is a different ESA file — see Ontario's 3-hour rule. Request a confidential Ontario consult so UL Lawyers can review the documents you already have and explain options. This page does not promise a result, and it does not tell you to start a lawsuit.

• Wrongful dismissal in Burlington, Aldershot, or Halton: get advice before you sign
• Terminated employees and people reviewing a severance offer before they sign
• Employment contract review before you start or after a change in terms
• Workplace investigation correspondence and for-cause allegations
• Confidential Ontario consult to explain options—no promised outcome

An employment contract lawyer in Burlington reviews the agreement you are being asked to sign—or the one you already signed—not an insurance own-occupation test. Employment contracts can try to limit you to Employment Standards Act, 2000 minimums instead of common-law reasonable notice. They can also add probation, bonus forfeiture, and post-employment restrictions. Employment contract review ↗ is the Ontario service page for that work; this Burlington page applies the same ESA versus common-law analysis to a local file. Signing a new offer, a promotion letter, or an updated agreement after years of service can change what you are owed if the relationship later ends. UL Lawyers can review the clause language at a confidential Ontario consult before you sign. This page does not promise that a clause will be struck down, and it does not tell you that you must sue.

• Termination clauses that try to limit you to ESA minimums instead of common-law notice
• Probation, bonus, and post-employment restriction language in a new offer
• Review before you sign a new agreement, promotion letter, or updated contract
• Confidential Ontario consult to walk through the clauses—no promised outcome

The period right after termination is critical. Employers often pressure employees to accept a severance offer quickly, sometimes with a deadline attached. Before you sign any release or cash a cheque, you need to know whether the package reflects your full legal entitlements. UL Lawyers helps Burlington employees pause, gather the right documents, and get an independent legal opinion on what their termination really means.

• Do not sign a release or accept a severance offer until a lawyer reviews it
• Request a copy of your employment contract, termination letter, and any severance proposal
• Document the timeline: date of hire, termination date, and any performance or disciplinary history
• Avoid giving a recorded statement or written response to the employer without legal advice
• Contact UL Lawyers for a free 15-minute consultation to identify your deadlines and options

Many Burlington employees assume their severance entitlement is limited to the minimums set out in Ontario’s Employment Standards Act, 2000. In reality, unless your employment contract validly limits you to ESA minimums, you may be entitled to common-law reasonable notice—which is often significantly more. UL Lawyers reviews your contract language, your length of service, your age, your position, and the circumstances of your departure to calculate a realistic severance range and negotiate for what you’re actually owed.

• ESA minimums: up to 8 weeks of termination pay and up to 26 weeks of severance pay, depending on payroll and years of service
• Common-law notice: can range from a few months to 24 months or more, based on the Bardal factors (age, tenure, character of employment, availability of similar work)
• Contractual limits: we review whether your employment contract contains a valid termination clause that restricts you to ESA minimums
• Bonus, commission, and benefits continuation: common-law notice often includes the value of lost bonuses, commissions, and benefits during the notice period
• Release review: we identify overly broad releases, non-disparagement clauses, and restrictive covenants that may harm your future employment

Employers sometimes allege just cause to avoid paying any severance at all. Under Ontario law, just cause is a high threshold—it requires serious misconduct, such as theft, fraud, insubordination, or persistent neglect of duty, that fundamentally breaks the employment relationship. If your employer has accused you of misconduct and is refusing to pay severance, UL Lawyers can assess whether the allegation meets the legal test for cause and advise you on challenging the denial.

• Review the employer’s allegations and any investigation report or disciplinary record
• Assess whether the conduct, even if proven, meets the legal test for just cause under Ontario common law
• Determine whether the employer followed a fair investigation process and gave you an opportunity to respond
• Advise on a demand letter, negotiation, or wrongful dismissal claim if cause is not defensible
• Protect your reputation and future employment references during the dispute

Not all terminations come with a formal letter. If your employer has unilaterally and substantially changed a fundamental term of your employment—such as cutting your pay, demoting you, changing your hours, relocating you without agreement, or creating a hostile work environment—you may have been constructively dismissed. UL Lawyers helps Burlington employees recognize constructive dismissal, document the changes, and decide whether to treat the employment relationship as ended and pursue severance.

• Identify whether the employer’s change is a fundamental breach of the employment contract
• Advise on whether you must continue working under protest or can treat the employment as terminated
• Document the timeline of changes, your objections, and the employer’s responses
• Calculate the severance you may be owed if you resign in response to constructive dismissal
• Avoid the risk of the employer claiming you voluntarily resigned without cause

The employment contract you signed—sometimes years ago—can have a huge impact on your rights today. A poorly drafted termination clause may be unenforceable, opening the door to common-law notice. A non-compete or non-solicitation clause may restrict where you can work next. UL Lawyers reviews your contract to identify clauses that limit your severance, your ability to compete, or your post-employment obligations, and advises on whether those clauses are legally enforceable in Ontario.

• Review termination clauses for compliance with ESA minimums and Ontario case law
• Assess non-compete, non-solicitation, and confidentiality clauses for enforceability
• Identify any probationary, fixed-term, or independent contractor misclassification issues
• Advise on negotiating contract terms before you sign a new employment agreement
• Explain the risks of breaching a restrictive covenant and the potential for injunctive relief

If you’ve experienced harassment, discrimination, or a failure to accommodate a disability or medical condition in your Burlington workplace, you may have rights under the Ontario Human Rights Code and your employer’s own policies. UL Lawyers can advise on filing a human rights application, negotiating a departure package that includes compensation for injury to dignity, and addressing reprisals or a poisoned work environment.

• Assess whether the treatment meets the legal definition of harassment or discrimination under the Ontario Human Rights Code
• Advise on internal complaint procedures, investigations, and employer obligations to provide a safe workplace
• Explain the option of filing an application with the Human Rights Tribunal of Ontario (HRTO)
• Negotiate a separation package that includes general damages for human rights violations
• Address medical leave, return-to-work accommodation, and employer reprisals for asserting your rights

Every employment file is different, but the process UL Lawyers follows is designed to give you clarity, protect your rights, and pursue a fair resolution—whether through negotiation, a demand letter, or litigation. We start by reviewing your documents, identifying your legal options, and explaining the practical risks and benefits of each path. Our goal is to help you make an informed decision and, where possible, resolve the matter without the cost and delay of a trial.

• Document review: contract, termination letter, severance offer, correspondence, and policies
• Severance calculation: ESA minimums, common-law range, and contract-specific analysis
• Strategy session: negotiation, demand letter, mediation, or litigation—what fits your goals and budget
• Advocacy: representation in negotiations, at the Ministry of Labour, the HRTO, or in Ontario courts
• Burlington accessibility: meet with us locally or consult virtually from anywhere in Halton, Peel, or the GTA