Employment Law

Termination Clauses Continue to Face Close Scrutiny For human resources professionals, termination clauses are often drafted with the goal of creating certainty. Employers want language that clearly defines what happens if employment ends without cause, and they want that language to be enforceable. Recent Ontario decisions, however, continue to show that wording matters a great … Read More

For decades, there was a kind of “rule of thumb” in Canadian wrongful dismissal employment law: if you were wrongfully dismissed, the most you could expect for reasonable notice was about 24 months. This wasn’t written in any statute, but it was treated as an unofficial ceiling by courts across the country. That rule, however, … Read More