Quick answer
What you need to know first
An employment lawyer in Burlington reviews your termination letter, employment contract, and severance offer against the Employment Standards Act, 2000 and common-law notice before you sign. This page is for Burlington, Aldershot, and Halton employees. Wrongful dismissal files start on wrongful dismissal lawyer Burlington. Call 905-744-8888, email info@ullaw.ca, or book a free consultation. Run the Ontario severance calculator for a first range. This page does not promise a result.
Employment Lawyer Burlington: Who This Page Is For
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 book a free consultation. This page is for people who searched for a lawyer—not a news story—and 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. Book 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 — dedicated hire page 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
Employment Contract Review in Burlington
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
What to do immediately after a termination in Burlington
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 consultation to identify your deadlines and options
Severance packages: ESA minimums vs. common-law reasonable notice
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
Termination for cause: when your employer denies you severance
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
Constructive dismissal: when you’re forced to resign
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
Employment contracts, non-competes, and restrictive covenants
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
Workplace harassment, discrimination, and human rights claims
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
Deadlines and limitation periods in Ontario employment law
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
How UL Lawyers helps Burlington employees move forward
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
Related paths
Follow the issue through the next steps
Legal problems in Burlington rarely stay in one box. The useful next step may be a deadline check, an evidence guide, a calculator, a related benefit, or a narrower issue page.
Issue path
Employment law decision path
Start with the document or deadline in front of you, then move into the narrower issue that controls leverage.
Claim
Wrongful dismissal
Review ESA vs common-law notice, cause allegations, constructive dismissal, and claim deadlines.
Read moreBrampton
Wrongful dismissal lawyer Brampton
Dedicated Brampton hire page for severance review after a Peel Region dismissal.
Read moreBurlington
Wrongful dismissal lawyer Burlington
Dedicated Burlington hire page for severance review after a Halton or Aldershot dismissal. Call 905-744-8888.
Read moreKitchener
Employment lawyer Kitchener
Kitchener-Waterloo termination and severance. Don't sign the ESA floor. Call 905-744-8888.
Read moreBefore you sign
Employment contract review
Review termination clauses, bonus language, restrictive covenants, probation, and new-offer risk.
Read moreDismissal
Termination for cause
Challenge a just-cause allegation before it damages severance, references, or reputation.
Read moreCalculator
Ontario severance calculator
Estimate ESA minimums and a rough common-law notice range before accepting a package.
Read moreDon't sign
Free severance calculator Ontario — don't sign
Free ESA vs statutory severance vs common-law. Don't sign the floor. Then call 905-744-8888.
Read moreStress claim
Can I sue my employer for stress in Ontario?
Yes — if harassment, a poisoned workplace, or a bad-faith firing. Hire an Ontario employment lawyer: 905-744-8888.
Read moreCall-in pay
Ontario 3-hour rule: sent home early? Still paid
Sent home early? Generally owed 3 hours at your regular rate. Slow night is not an exception. Call 905-744-8888.
Read moreDon't sign
How to negotiate a severance package
ESA vs common-law notice, 5–21 day deadline. Don't sign yet. Call 905-744-8888.
Read moreEvidence
Constructive dismissal evidence
Understand what proof matters when pay, role, hours, location, or working conditions change.
Read moreHRTO
Human rights complaints
HRTO application is free. File within one year. Reprisal is illegal. Call 905-744-8888.
Read moreComplaint
File a complaint against an employer — MOL vs HRTO
MOL/ESA (generally two years), HRTO (generally one year), or a lawsuit. Reprisal is illegal. Call 905-744-8888.
Read moreAccommodation
Fired while on medical leave
Review the overlap between termination, disability accommodation, LTD, and human rights remedies.
Read moreWSIB
Workers' compensation benefits
Ontario WSIB pays 85% of net earnings plus health care. Denied? Call 905-744-8888.
Read moreWSIB coverage
WSIB insurance Ontario
Form 6 in six months. LOE is generally 85% of net. Hire a WSIB lawyer. Call 905-744-8888.
Read moreWSIB appeal
WSIB lawyers in Ontario
Denied claim, LOE cut-off, or WSIAT appeal? Call 905-744-8888 before the 30-day or six-month clock runs.
Read moreDenied claim
WSIB denied? File Intent to Object
Return-to-work often 30 days; many others 6 months. File Intent to Object. Call 905-744-8888.
Read moreThird party
Workplace injury lawsuit — can't sue employer?
Usually you can't sue the employer after WSIB. You can often sue a negligent third party. Call 905-744-8888.
Read moreLeave
Mental health leave Ontario
No separate ESA leave. 3 unpaid sick days, then Human Rights Code accommodation. Denied? Call 905-744-8888.
Read moreFees
Employment lawyer fees Ontario
Typical hourly or contingency on recovery. Free consult, then a written quote. Call 905-744-8888.
Read moreDismissal
Wrongful dismissal in Ontario
Don't sign the ESA floor. Too little notice or pay in lieu. Bardal vs ESA. Call 905-744-8888.
Read morePayout
Wrongful termination payouts in Canada
ESA floor vs common-law notice, often months—up to about 24. Call 905-744-8888 before you sign.
Read moreESA
Employment Standards Act termination
Ontario ESA termination pay is usually 1–8 weeks—the floor. Don't sign. Call 905-744-8888.
Read moreForced out
Signs of constructive dismissal
Pay cut, demotion, toxic workplace. Don't resign first. Call 905-744-8888.
Read moreIssue path
Employment tools and overlap issues
Employment disputes often touch wages, disability, immigration status, and civil litigation at the same time.
Wages
Overtime pay calculator
Estimate unpaid overtime when hours, salary status, or exemptions are disputed.
Read moreWages
Vacation pay calculator
ESA 4% or 6%. Unpaid vacation at termination? Estimate, then call 905-744-8888.
Read moreDisability
Long-term disability claims
Use this path when termination overlaps with disability leave, benefits, or insurer pressure.
Read moreCourt
Civil litigation
Review the litigation path when the dispute involves contracts, injunctions, debt, or court claims.
Read moreWages
Unpaid training Ontario — you must be paid
If the employer required the training, ESA says you must be paid—including trial shifts. Call 905-744-8888.
Read moreProof and next step
Check the firm signals before you book
These pages help you check real people, fee clarity, client feedback, representative outcomes, and the best way to start.
Trust
Client reviews
Read how clients describe working with UL Lawyers before you book a consultation.
Read moreProof
Case results
Review representative outcomes and the context behind past files.
Read morePeople
Meet the team
See the lawyers and staff who may review your documents and next steps.
Read moreFees
Legal fees | Free consult | 905-744-8888
Contingency, flat-fee, and hourly. First 15 minutes free. Call 905-744-8888 or email info@ullaw.ca.
Read moreConsultation
Start with the right documents
Send the denial letter, contract, insurer forms, refusal letter, or court document so the first review is practical.
Book a consultationFAQ
Frequently asked questions
This URL is the Burlington hire page for employees in Burlington, Aldershot, and Halton Region. Toronto employees should use employment lawyer Toronto. Call 905-744-8888, email info@ullaw.ca, or book a free consultation.
If the issue is a termination, a thin severance offer, or a for-cause allegation, start on wrongful dismissal lawyer Burlington. This employment page covers the broader workplace file, including contracts and investigations. Compare a first range on the Ontario severance calculator, then call 905-744-8888. This page does not promise a result.
Do not sign anything. Call UL Lawyers at 905-744-8888, email info@ullaw.ca, or book a free consultation. The office is 552 Brant Street, Burlington, ON L7R 2G8. Bring your termination letter, employment contract, and any severance offer if you have them. This page does not promise a result.
An employment lawyer in Burlington typically starts with the termination letter, the employment contract, the severance offer and any release, and correspondence from a workplace investigation if there is one. The first review is about ESA minimums versus common-law reasonable notice, and whether a for-cause allegation meets the Ontario test—not rankings, reviews, or predicted outcomes. UL Lawyers uses that review at a confidential Ontario consult to explain options in plain language. Bring the documents you have; a confidential Ontario consult can identify gaps without requiring you to start a lawsuit.
A severance offer is the employer’s opening position, not a finding of what you are owed. Once you sign a release, you typically give up further claims—even if the package is only ESA minimums and common-law notice would have been higher. Ontario employment lawyers ↗ review the contract language, length of service, and the offer itself before you sign. A confidential Ontario consult with UL Lawyers can compare the package to ESA and common-law ranges and explain options. This page does not tell you that you must sue, and it does not promise a result.
Yes. Employment contract review ↗ before you start is often about the termination clause, probation, and any restriction on future work—not about rewriting the whole offer. Signing a new agreement can try to limit you to ESA minimums instead of common-law notice if the job later ends. A confidential Ontario consult can walk through the clauses you are being asked to accept. This page does not promise that a clause is unenforceable, and it does not tell you that you must sue.
No — not before a lawyer reviews it. Once you sign a release, you typically give up your right to pursue further compensation, even if the offer is only the ESA floor. Call 905-744-8888, email info@ullaw.ca, or book a free consultation. UL Lawyers can review your package, often on short notice, and advise whether it should be negotiated. This page does not promise a result.
It depends on your age, length of service, position, and the terms of your employment contract. ESA minimums provide a floor, but common-law reasonable notice can be much higher—sometimes 18 to 24 months’ worth of pay and benefits. A lawyer can calculate a realistic range based on your specific facts.
Yes. Just cause is a high legal bar. Employers must prove serious misconduct that fundamentally breaks the employment relationship. If the allegation is weak, exaggerated, or based on a single incident, you may still be entitled to full severance. UL Lawyers can assess the evidence and advise on your options.
Termination clauses that try to limit you to ESA minimums are often unenforceable if they are poorly drafted or contravene the ESA. Ontario courts have struck down many such clauses. UL Lawyers can review your contract to determine whether the limitation clause is valid or whether you can claim common-law notice.
A unilateral, fundamental change to your employment terms may amount to constructive dismissal, entitling you to treat the employment as terminated and seek severance. You should document the changes and speak with a lawyer before resigning, as the steps you take can affect your claim.
Generally, you have two years from the date of termination to commence a wrongful dismissal claim under the Limitations Act, 2002. However, other deadlines—such as those under the ESA or for human rights claims—may be shorter. It’s important to get legal advice early to preserve all your rights.
Show 3 more questions
Yes. Ontario employment law applies to employees who perform work in Ontario, regardless of where the employer is headquartered. UL Lawyers regularly assists Burlington employees whose employers are based in Toronto, Mississauga, elsewhere in the GTA, or even outside Ontario. We can advise on jurisdiction and the proper forum for your claim.
During the consultation, UL Lawyers reviews your key documents—termination letter, employment contract, severance offer—and provides a preliminary assessment of your legal position, potential severance range, deadlines, and next steps. It’s an opportunity to understand your rights and decide whether to retain us, with no obligation.
You can work with any Ontario-licensed employment lawyer. UL Lawyers offers the convenience of local familiarity with Burlington and Halton Region while also providing virtual consultations across Ontario. The substantive law is the same, but having a lawyer who understands the local courts and community can be an advantage.