Employment Lawyers in Toronto

Generally, a valid claim arises if your employer has breached employment standards legislation, human rights law, or your contract. In a wrongful dismissal, consider whether you have been granted appropriate notice or severance. To prove harassment or discrimination, you must show that the behavior involved was related to protected grounds of discrimination under Ontario's Human Rights Code. If your employer has imposed significant, one-sided changes to your job (such as new duties or reduced pay) without your agreement, you may be looking at a constructive dismissal situation.

Fee structures depend on the complexity of the case. You may be asked to pay an hourly rate, a specified flat fee for certain services (such as contract review), or a contingency fee (percentage of compensation award). Many firms will provide flexible terms to suit your payment needs.

Yes, we offer a free initial consultation so that we can learn about your circumstances, outline possible options, and explain your rights. This also lets you make an informed choice about moving ahead before you incur any costs.

This depends on whether your case settles at an early stage through negotiation (which can take anywhere from a few weeks to a few months), or proceeds further to litigation (from a number of months to possibly years). Most employment disputes are settled before trial through mediation or structured negotiation.

All our communications will be protected by solicitor-client privilege. We use a secure platform to share documents and keep discussions confidential unless instructed otherwise.

Reprisal for exercising legal rights is forbidden by Ontario's Employment Standards Act and Human Rights Code. Our lawyers can support you by issuing a cease-and-desist letter, initiating an urgent application, or suing for damages in response to a retaliatory measure.

• Your employment contract or job offer letter
• Your letter of termination (if applicable)
• Your pay stubs and benefit records
• Any emails, texts or journal notes relating to the employment incident
• Names and contact information for potential witnesses (if any)

We will review the strengths of your case, the amount of compensation at stake, and any potential downsides (such as being ordered to pay legal costs or being hit with a counterclaim from your employer). If you are open to negotiation, we will coach you on how to conduct talks in an organized fashion to get to a fair result without litigation.

Sometimes yes. If you signed under coercion, did not receive legal advice prior to signing, or the agreement falls short of minimum legal requirements, the document can be ruled invalid. Our lawyers will examine anything you have already signed and determine whether you have grounds to take further action.

• An additional severance award
• An award of damages for discrimination or harassment
• Reinstatement to your job (in rare cases)
• New or changed workplace policies
• Monetary awards for lost pay or benefits

Our lawyers will help you draft and submit your complaint to the appropriate body, ensuring the deadlines and procedural rules are followed. For a Ministry of Labour claim, this may involve calculating the proper amount of wages or severance owing. For a human rights claim, it includes describing how the breach relates to protected grounds of discrimination.

We provide updates at regular intervals in whichever way you prefer (email, phone, or in person). We may establish regular times to meet or speak, and will respond promptly to any time-sensitive questions.

Yes. Our lawyers will flag any problematic clauses (such as overly restrictive provisions regarding termination or non-competition) and bargain for changes that are consistent with your rights under Ontario law.

We prioritize urgent cases by seeking immediate court orders or fast-tracked negotiations preventing a wrongful dismissal or enforcing payment of compensation.

• Lawyers with experience dealing with cases similar to yours
• Lawyers who communicate clearly and often
• Lawyers who are open to negotiation before suing
• A firm fee structure

Yes. Our lawyers act for groups of employees with respect to workplace issues involving discrimination, large-scale layoffs or severance packages, unpaid wages and more. We work with the group to ensure an efficient and unified legal approach with shared resources.

• Maintain a detailed written record of events with times, dates and any witnesses present
• Preserve emails, texts or performance appraisals that reference the conduct
• Report incidents to HR (by email or in writing) and keep a record of their response

We can review contracts, advise on employment standards compliance, and resolve contract or regulatory disputes (through mediation or targeted legal action) with minimal interference to your business.

Yes. A toxic workplace that breaches Ontario's health and safety rules or human rights law can amount to constructive dismissal, making you eligible to claim a severance package or other remedy.

• Formal mediation or arbitration
• A government complaint to the Ministry of Labour or the Human Rights Tribunal of Ontario
• A civil court action for wrongful or constructive dismissal