Terminations without cause
Protect Your Rights During Unjust Termination
Losing your job without cause can be both stressful and disruptive, but it also comes with protections that safeguard your rights. At Workplace Sage Legal, we help employees navigate these situations by ensuring they receive proper notice, severance pay, and other entitlements. This page will explain termination without cause in Ontario and outline what notice or severance employees may be entitled to receive.
From reviewing your termination package to advocating for better terms, we work tirelessly to secure the compensation and benefits you deserve. Our human-first approach means we’re by your side every step of the way, helping you transition to the next chapter with confidence.
What We Offer
Termination Package Review
We analyze your termination package to ensure it includes all entitlements such as severance, benefits, and bonuses. Our attention to detail ensures that nothing important is overlooked.Severance Negotiation
We negotiate on your behalf to secure better severance terms, including salary continuance, extended benefits, and fair compensation for your contributions.Rights Advocacy
We ensure your employer complies with all legal obligations, addressing any oversights or missteps that could affect your entitlements.Supportive Representation
Should a dispute arise, we provide strategic representation to resolve issues efficiently and effectively, allowing you to focus on your next steps.
Termination Package Review
We analyze your termination package to ensure it includes all entitlements such as severance, benefits, and bonuses. Our attention to detail ensures that nothing important is overlooked.Severance Negotiation
We negotiate on your behalf to secure better severance terms, including salary continuance, extended benefits, and fair compensation for your contributions.Rights Advocacy
We ensure your employer complies with all legal obligations, addressing any oversights or missteps that could affect your entitlements.Supportive Representation
Should a dispute arise, we provide strategic representation to resolve issues efficiently and effectively, allowing you to focus on your next steps.
Termination Without Cause: Severance and Notice
Common questions from Ontario employees terminated without cause, including severance, notice, benefits, and next steps.
A termination without cause means your employer ended your employment for reasons not related to misconduct. In Ontario, an employer is generally allowed to do this, but only if they provide proper notice of termination or pay in lieu of notice, and in some cases additional severance pay. This applies when you are an employee and your employer decides to end the working relationship without alleging serious wrongdoing.
Yes, termination without cause is legal in Ontario in many situations, as long as your employer meets their obligations to provide appropriate notice or compensation. The main issue is often not whether they can end the job, but whether the severance package is fair and legally correct. Employees are frequently offered an amount based only on minimum standards, even when common-law entitlements may be significantly higher.
There is no single fixed severance amount. In Ontario, entitlements can include statutory minimums (under the Employment Standards Act) and, in many cases, additional common-law notice that depends on your age, length of service, role, compensation, and the availability of similar work. This applies when you are terminated without cause and are being asked to sign a release or accept a package.
Termination pay is compensation for not receiving working notice, and it is commonly offered when the employer ends employment immediately. Severance pay is a separate entitlement that applies to some Ontario employees who meet specific criteria, including length of service and employer payroll size. Many people understandably lump these together as “severance,” but the legal categories matter because they affect what you may be owed.
You generally do not need to decide on the spot. It is usually best to request the offer in writing, keep communication calm and brief, and avoid signing anything immediately. If you are an Ontario employee, a focused legal review can clarify whether the offer reflects minimum standards only or whether you may be entitled to more, so you can make decisions from a place of clarity rather than pressure.
It depends on what your employer offers and what your legal entitlements are. Benefits continuation is often an important part of a termination package, especially for employees who rely on health or disability coverage. In Ontario, benefits can be part of what must be maintained or compensated during the notice period, and they are frequently negotiable as part of a severance discussion.
Why Choose Us?
At Workplace Sage Legal, we are committed to empowering our clients through compassionate, informed, and thoughtful legal support. We understand that the decisions you make during this time may have a lasting impact on your financial and professional future. With our calm and empathetic approach, we turn stressful situations into manageable ones, guiding you with clarity and care every step of the way.
You don’t have to face this journey alone. Contact us today to schedule a consultation and take control of your career transition. Together, we’ll transform your challenges and you leave with confidence, clarity, and a clear path forward.
