Workplace Discrimination Lawyer in Toronto

You have suffered workplace discrimination if you have been treated poorly due to a protected characteristic under the Ontario Human Rights Code such as race, age, disability, gender identity, religion or family status. This could include inequality in hiring, promotions, pay or firing that is linked to an enumerated ground.

• Keep a record of incidents including dates, times, witnesses and specific facts.
• Retain emails, performance reviews or policy documents that show differential treatment.
• Witness statements and copies of internal complaints (e.g. reports to HR) also help prove claims.

• Gather evidence.
• File a claim with the Human Rights Tribunal of Ontario.
• Go through mediation or a hearing.

Proceedings can vary, but most cases take 6–18 months to resolve depending on complexity and settlement negotiations.

No. Any reprisal (e.g. demotion, firing) for initiating a claim is itself forbidden under the Human Rights Code. Good record keeping of retaliatory actions can form a separate claim.

Amounts depend on the complexity of your case. Firms routinely provide hourly and flat fee services, as well as contingency fees (where you only pay if you win). Most have free initial consultations to explain their fee structure.

• Your lawyer will review your evidence.
• Discussion of the legal process and likely outcomes.

Strong cases have clear evidence linking the discrimination to an enumerated ground.

Yes. Many claims settle through mediation or other negotiation to speed up the process and reduce costs. Settlements may include financial compensation, workplace changes or reinstatement.

Confidentiality is strictly maintained during the legal process. Facts are only shared with your permission (except when required for legal filings or negotiations).

Matters involving 'sensitive grounds' are treated with extra care to ensure emotional safety and preservation of evidence. Lawyers work with clients to develop strategies for responding to harassment or systemic discrimination.

Yes. There is a 1-year time limit for bringing a claim to the Human Rights Tribunal following a discriminatory act, with limited exceptions for ongoing discrimination.

Yes. Pursuing an internal complaint does not preclude legal action, e.g. where HR refuses to meaningfully pursue your complaint. Documentation of all efforts to resolve the issue internally should be preserved.

• Lost wages
• Reinstatement
• Damages for injury to dignity/humiliation
• Orders requiring workplace policy changes

Compensatory amounts vary according to the seriousness of the case.

Strict confidentiality is maintained during negotiations. Settlement terms often include a non-disclosure agreement, and most cases settle before a public court hearing.

Yes. Legal representation is provided regardless of union status, but unionized employees sometimes require counsel about interaction between collective agreements and human rights remedies.

Employer advice often revolves around compliance policies, workplace education and resolution of disputes (to reduce potential liability). Customized strategies address the need for inclusive workplaces and the resolution of employee complaints.

Yes. Legal action can address claims of wrongful dismissal due to discrimination, including while disciplinary issues are still ongoing. The earlier counsel is retained, the easier it usually is to find a resolution.

Most claims go through the Human Rights Tribunal or are otherwise resolved via settlement before reaching court. Litigation is only required if efforts at settlement fail.

Our team has many years of combined experience acting for employees/discrimination plaintiffs in negotiations, tribunal hearings and successful settlements across a broad range of sectors.

Free consultations are standard as well as access to educational materials (e.g. publications about employee rights in the workplace) to help you decide whether to proceed with your claim.

• Keep careful notes of all relevant incidents.
• Call us to set up a confidential meeting where we will review your file/evidence, explain options and suggest a way forward.