Human Rights Employment Lawyer Toronto

We handle claims relating to discrimination because of your race, gender, age, disability, religion, sexual orientation, family status or other protected characteristic under the Ontario Human Rights Code - including harassment, denial of accommodation, unjust termination and reprisal.

If your employer's conduct concerns a protected ground (e.g. race, disability) and has an adverse impact on your employment, it is likely covered. We can confidentially review the facts with you to help you understand whether there was a violation.

We consider strength of evidence, limitation periods and legal authority for your claim when advising at our meeting. No two cases are the same but if there is a clear record of discriminatory events and a connection to a protected ground, you likely have a viable claim.

Typically, it involves a complaint filed with the Human Rights Tribunal of Ontario (HRTO) that may proceed to mediation or a hearing. Timelines depend on complexity but most cases resolve within 12-24 months. We seek out efficiencies through negotiated or mediated settlements if possible.

Documents such as emails, witness statements, medical documentation (for disability accommodation), performance reviews, and your own written record of events with dates will be critical. We assist you to organize documentary evidence and present a compelling factual story.

The Human Rights Code makes retaliaton illegal. We work with you to keep a record of communications with your employer, to access evidence discreetly and to seek further remedies if you are penalized in any way after you file a complaint. Confidentiality is strictly observed.

Human rights claims must be filed within one year of the incident, subject to exceptions for continuing discrimination or good cause for a delay. We review your case to confirm that it is not time-barred.

The HRTO offers hearings and remedies only for human rights breaches (with the power to order reinstatement or damages), whereas the courts hear wrongful dismissal actions (for notice/severance money). We help you make this choice depending on the resolution you want.

Our practice is primarily on behalf of employees, but we also provide advice to employers on compliance or dispute resolution matters to encourage healthy workplaces for all.

Fee arrangements may include hourly rates, flat fees on some services or payment plans - our open discussions about legal costs set expectations and consider your resources.

Yes. Most cases are settled with the assistance of a tribunal mediator or through private negotiation, which speeds up the process and saves costs. We prepare every case for both outcomes.

All our client meetings and consultations are confidential. Tribunal proceedings are public, but we do our best to avoid publication of personal details and ask for orders to protect your privacy if needed.

Yes. Human resources departments work for the employer's interests. We offer you an objective perspective and independent representation to advance your entitlements.

You will be invited to share your story, provide evidence to strengthen your case, and receive legal options with no further obligation. Consultations are always free and are intended to give you clarity, confidence and next steps.

We'll explain the relevant law to you in plain terms, apply it to the facts of your case, and walk you through your legal choices whether you pursue a claim or seek a negotiated outcome.

No employer is allowed to hold it against you that you exercised your human rights. We will try to resolve the matter quietly and can provide confirmation for workplace protections to new employers when required.

Yes. We coordinate a claim for wrongful dismissal damages under employment law with a claim for extra damages under human rights law, to ensure that you receive full compensation and accountability for harms suffered.