Harassment Lawyer Toronto

We cover cases that involve sexual harassment, verbal harassment, discrimination (racial, sexual, disability, etc.), bullying, and inappropriate physical contact, including when the employer ignores the harassment or takes action against the employee for complaining.

Harassment is characterized as conduct that is unwelcome to the point of creating a poisoned, frightening, humiliating, or offensive atmosphere for you at work. It can include persistent remarks, actions, or threats adversely affecting your dignity, security, or well-being. If the behaviour reasonably disrupts your ability to function on the job and is serious or recurring in nature, it likely satisfies the legal test.

1. Record the incidents: Maintain a written log of dates, specifics, and witnesses.
2. Report them internally: Use your company's prescribed harassment policy if available.
3. Take legal action: If still unresolved, you may file a complaint before the Human Rights Tribunal of Ontario or commence a civil suit. We walk you through every step, protecting your rights.

Fees depend on your case complexity. We offer clear billing: hourly or contingency agreement (no fee unless we win – in eligible cases only), and can set up a payment plan to ease your financial worries.

We review your case in confidence, explain your legal recourses, and propose practical steps to protect your rights should you proceed. This could include advice on next steps, further evidence to gather, and what to expect as you pursue your claim.

We handle urgent cases first, responding within one to two days. Emergencies such as retaliation or risk to your safety are acted on immediately.

• Emails, texts, or messages relevant to the harassment
• Names/numbers of potential witnesses
• Dates/times of all relevant events
• Medical documentation if you suffer stress
• Copies of past complaints or HR communications.

Ontario legislation provides that it is illegal for an employer to seek revenge against an employee who complains of harassment. If the employer does so, you also may embark on a wrongful dismissal claim or constructive dismissal claim. We assist in invoking these statutory protections.

All lawyer-client communications are privileged. Only the involved case team will ever see your file, and your consent must be obtained before it is viewed by anyone else.

Yes. We provide in-house language services and can work with an interpreter if necessary. Documents can be translated upon your request.

Yes. We take cases involving academic institutions, landlord-tenant, or public harassment, including those that constitute criminal harassment (stalking) charges under the Criminal Code.

Some cases are finished in months, some take years, depending on complexity, strength of your evidence, and length of the court/tribunal backlog. The majority are concluded by mediation or negotiated settlement before ever reaching trial.

Human rights complaints normally must be launched within 12 months of the incident. Civil suits have a limitation period of 2 years. We urge you to act quickly both for evidentiary and legal reasons.

Such actions are not permitted. You may claim reinstatement, payment for lost wages, or punitive damages for emotional pain and suffering if the court awards it. We assist with claims to the Ontario Labour Relations Board or civil court.

We make referrals to counseling services and see that your legal representation minimizes emotional pain. Your mental health and well-being are always considered, and alternative ways of communicating with our office are accommodated.

Yes. A failed HR attempt will not prevent you going legal on your matter, or on deficiencies in the employer's response, or for compensation for injury resulting from that failure.

Contact us immediately. Where appropriate, we escalate your claim to the proper regulating authority, i.e. the Human Rights Tribunal, or commence civil/restitution proceedings to ensure those responsible are held to account.

We utilize contingency fee billing, reduced rates for financial hardship, and a complimentary first case evaluation. We never turn a client away for lack of funds.

Yes. Most claims are concluded by negotiated settlement, alternative dispute process (mediation), or resolution before an administrative tribunal. Attempting this approach is always our first priority as it saves cost, time, and potential trauma for the client.

You are given all necessary contact information for regular communication with your lawyer whether in person, by phone and/or email, or by Zoom. Occasional summary reports update your file's progress. All contact is replied to within 24 hours.