Employment Lawyers
- Serving Clients Across Ontario
- Practical Advice. Strong Representation.
Employment Lawyers
- Serving Clients Across Ontario
- Practical Advice. Strong Representation.
Leading Lawyers in Employment and Labour Law
Workplace pressures often lead to disputes and disagreements between the employer and the employee or among the employees themselves. At Nanda & Associate Lawyers, our employment legal team has more than 20 years of experience in handling the whole range of issues related to employment and labour law, both at the federal and provincial levels. Whether it is drafting or reviewing employment contracts, resolving wrongful dismissal claims or wage disputes, or developing effective and compliant workplace policies, our employment lawyers will meet your requirements and exceed your expectations always. Contact our legal team for a consultation today!
Smart Contracts. Smarter Compliance. Stronger Business.
Our Employment Law Services
For Employees
- Wrongful Dismissal and Severance Disputes
- Severance Package Review and Negotiation
- Employment Contract Review
- Human Rights and Discrimination
- Disability Claims (Short-Term and Long-Term)
- Workplace Bullying and Harassment
- Defamation and Intentional Interference with Economic Relations
For Employers
- Human Rights Defence
- Employment Standards Appeals
- Occupational Health and Safety Defence
- Employment Contract Negotiation and Review
- Workplace Investigation
- Custom Workplace Policies and Procedures
Empowering Employees with Strategic Legal Support!
How can our employment lawyer help you?
If you are an employee facing wrongful termination or workplace issues, do not hesitate to contact our employment lawyer for legal guidance and support. As experienced employment lawyers, we can assist you in protecting your legal rights at the workplace and safeguarding your financial interests in a wage dispute or unfair dismissal. We will act on your behalf in negotiations with your employer and represent you in court when needed.
If you are an employer dealing with a disgruntled employee or a workplace dispute, our employment legal team can offer you pragmatic legal solutions tailored to your organization’s requirements. Our lawyers have more than two decades of experience in dealing with the legal requirements of businesses of varying size, scale, and structure. Whether it is a small family-run business or a large-scale enterprise, we will help you comply with labour laws and protect you from expensive litigation and employee disputes.
Connect with our employment lawyer today!
With more than 20 years of stellar track record, our legal team is well-known for our client-centred approach and attention to detail. We will defend your rights and fight for your disputed wages, denied severance, or termination pay. Our legal team can help protect your business from costly litigation and help you implement workplace policies to ensure a compliant and productive work environment for your employees. Get in touch with our legal team today for legal guidance and assistance!
Frequently Asked Questions
When should I hire an employment lawyer?
You could approach an experienced employment lawyer at any stage. For example, even before you join your next employer, it is always best to consult your lawyer to review the employment contract. After you join, you might encounter unfair treatment, workplace discrimination, or harassment or enter into a dispute with your employer. You will need the services of an experienced employment lawyer to legally represent you if you are planning to take legal action in such cases. If you are being terminated, it is always best to seek the guidance of a lawyer to challenge the termination if it is unfair or to negotiate your severance package.
Can an employment lawyer assist in my severance package negotiations?
Yes. If you are convinced that your severance package is lower than what you are legally entitled to, you need to consult an experienced employment lawyer to protect your rights and financial interests in the matter. Your lawyer can confirm how much you are legally entitled to and negotiate on your behalf with your employer.
I was wrongfully terminated from my job. Can an employment lawyer help me in my case?
If you have valid grounds to believe that you were wrongfully terminated from your job, you may approach an employment lawyer seeking legal remedy in your case. An experienced employment lawyer will assess your case and fight to obtain the full amount of termination pay and severance pay you are entitled to. If there were a serious violation of your rights in the process, your lawyer will also help you seek damages applicable in your case.
What is constructive dismissal?
Constructive dismissal refers to a situation where the employer changes the terms of the employment, leaving the employee no choice but to resign. This is legally considered a termination by the employer. For example, if the employer were to reduce the employee’s pay by 20% or transfer the employee to another city without the employee’s consent, this could be treated as a constructive dismissal.
Is my employer allowed to fire me while I am on medical leave?
Legally, the employer is not allowed to fire you because of your medical leave. However, they are allowed to terminate you for other valid reasons while you happen to be on medical leave. If legally challenged, the employer will have to prove that your medical leave had nothing to do with your dismissal. For example, while you are on a medical leave, the employer is legally allowed to terminate you as part of a corporate restructuring.
Can my employer terminate me without cause?
Yes, your employer may terminate you without cause by giving you sufficient notice or payment in lieu of notice, as well as severance pay if the employee is eligible.
How is the severance pay calculated in Canada?
The employee qualifies for severance pay if they have worked for five years or more with the employer. The amount is calculated as one week’s pay for every year of service, including partial years. However, the total amount should not exceed 26 weeks’ pay. For example, the severance pay for an employee earning $1000 per week with a total employment of 5 years and 6 months will be calculated as follows:
Severance pay = weekly pay * total years of service, including partial years.
Weekly pay = $1000; Years of service = 5.5 years (i.e., 5 years, 6 months)
Therefore, the statutory severance pay = 1000*5.5 = $5,500.
What is the difference between termination without cause and termination with cause?
In the case of a termination without cause, the employer must provide the employee with a sufficient notice period or payment equivalent in lieu of notice, as well as severance pay, if the employee is eligible.
In a termination with cause, there is no need for the employer to provide notice or severance pay to the employee. However, this can be done only in serious cases such as theft, fraud, or gross negligence, and the burden of proof will be on the employer to prove this claim if the employee legally challenges it.
Am I legally required to provide two weeks’ notice to my employer before resignation?
While there is no legal requirement for the employee to provide such a notice to their employer before quitting their job, such a condition might be mentioned in your employment contract. Also, it is generally considered a common courtesy for the employee to provide enough notice to the employer to find a replacement. If such a notice period is mentioned in the employment contract, you are well-advised to stick to this notice period to avoid possible legal action from your employer.
What are the new long-term illness rules in Ontario?
The new Ontario long-term illness rules came into effect in June 2025, allowing employees to take a long leave of up to 27 weeks. However, this is subject to certain conditions.
- Must meet the eligibility criteria: The employee must have completed at least 13 weeks of employment in the company. They must be suffering from a serious illness affecting their ability to work.
- Duration of the leave: The employee is allowed to take a total of 27 weeks of unpaid leave within a 52-week period. These weeks need not be taken consecutively. However, even a part of the week taken as leave may be considered a full week by your employer.
- Proper medical documentation: The employee must submit proper medical documentation from a qualified medical professional clearly mentioning the fact that the employee’s condition is serious enough to warrant such a long duration of leave. The certificate need not mention the name of the illness, but the seriousness of the illness and the prescribed period of leave must be stated clearly.
- Eligible to return to work: After the long leave, the employee is eligible to return to the same job as before or a position of a similar nature if the job title no longer exists in the company.
- Employer’s contribution to benefits: The employer must continue their contribution to the employee benefits throughout this period unless the employee also stops their share of the contribution. If the contribution is to be discontinued by both parties, the employer must obtain a confirmation in writing from the employee regarding this.
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