Most employees assume that once they’ve been let go—especially if terminated without cause—the matter is closed. However, under Canadian employment law, employers may still raise what’s known as after-acquired cause, even after the termination has occurred. This legal concept can have a serious impact on an employee’s entitlement to severance or notice. Here’s what you need to know.…
When an employee is terminated in Ontario, their entitlements are governed—at a minimum—by the Employment Standards Act, 2000 (ESA). The ESA sets out statutory minimums for both notice of termination and, in some cases, severance pay. While calculating notice entitlements is relatively straightforward, severance entitlements can be more nuanced—especially when it comes to determining whether an employer meets the payroll threshold required under…
In Ontario, employers have a legal duty to accommodate employees based on family status under the Ontario Human Rights Code. This includes obligations that arise from caring for aging parents—a responsibility increasingly common among working adults. A recent decision from the Human Rights Tribunal of Ontario (HRTO) reinforces this point: employers must not dismiss or discipline employees for eldercare responsibilities without…
