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Employment Lawyer Ontario

Protecting Employee Rights
Across the Province

At Workplace Sage, we understand how stressful and overwhelming workplace disputes can be. Losing your job, receiving an unexpected severance package, or facing unfair treatment can leave employees feeling frustrated, uncertain, and unsure of their next steps. As an Employment Lawyer Ontario, our role is to provide clarity, protect your rights, and guide you toward informed decisions during challenging employment situations.

Ontario’s employment landscape is diverse, with strong sectors including healthcare, government, education, technology, finance, retail, and corporate services. Employers in these industries often have legal and human resources support to protect their interests. At Workplace Sage, our focus is different: we represent employees. We take the time to understand your situation, explain your rights clearly, and advocate for outcomes that reflect your full legal entitlements.

We proudly serve employees across Ontario, and strive to provide our local insight to ensure practical, informed guidance tailored to your workplace environment.

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Understanding Employment
Law in Ontario

Employment law in Ontario exists to balance the rights of both employees and employers, but navigating it can be daunting without guidance. The Employment Standards Act (ESA) sets minimum requirements for notice, severance, and leave entitlements, while common law protections often provide additional compensation.

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Termination With and Without Cause

  • Termination with cause occurs when an employer alleges serious misconduct such as theft, fraud, or repeated policy violations. These cases are often contested because employers may incorrectly claim cause to avoid severance obligations.

  • Termination without cause is more common. Employers can end employment without alleging misconduct but must provide reasonable notice or pay in lieu. Determining adequacy requires careful analysis of statutory requirements, common law principles, and your individual circumstances.

Employee Protections Against Discrimination and Harassment

Every employee in Ontario has the right to a workplace free from discrimination, harassment, or retaliation. The Ontario Human Rights Code protects employees from unfair treatment based on age, gender, disability, race, religion, family status, and other protected grounds. Employers must provide accommodations where possible, and failure to do so may constitute a violation of your rights.

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Severance, Constructive Dismissal, and Workplace Disputes

Many employees are unaware they may be entitled to severance beyond the statutory minimum. Factors such as age, position, length of service, and re-employment prospects are considered. Constructive dismissal occurs when an employer significantly changes your employment without consent, forcing you to resign. Examples include demotions, pay cuts, forced relocation, or ongoing harassment.

Understanding these distinctions is crucial to protecting your rights. At Workplace Sage, we help employees identify potential claims and navigate complex legal issues with confidence.

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Services We Offer

We service multiple areas across Ontario, including:

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Services We Offer

We provide comprehensive employment law services for employees across Ontario, including:

Negotiating Separation and Severance Packages Ontario

Receiving a severance or separation package can be overwhelming, especially when employers pressure you to sign quickly. Employees in Ontario’s competitive sectors, healthcare, technology, government, and finance are often entitled to more than the initial offer. We review packages thoroughly, identify missing compensation such as bonuses, commissions, or benefits, and negotiate on your behalf to ensure fair and full compensation.

Layoffs and Workforce Reductions Ontario

Layoffs are common across Ontario’s healthcare, education, government, tech, and corporate sectors. Even temporary layoffs can have legal consequences. We help employees understand whether a layoff is lawful, evaluate notice and severance entitlements, and advise on employer communications to protect rights during uncertain workforce reductions.

Termination Without Cause Ontario

If your employment is terminated without cause, employers must provide proper notice or pay in lieu. We review termination letters, calculate reasonable notice under common law, identify unpaid wages or benefits, and negotiate settlements. We ensure lawful treatment and fair compensation for Ontario employees.

Termination With Cause Ontario

Terminations for cause are serious and often disputed. Employers may allege cause to avoid severance, even when the legal threshold is not met. We review allegations, assess whether they meet legal standards, challenge improper terminations, and pursue compensation when cause is unjustified.

Wrongful and Constructive Dismissal Ontario

Wrongful dismissal occurs when an employer fails to meet legal obligations, while constructive dismissal arises when an employer significantly changes your employment without consent. We assess claims involving inadequate severance, discriminatory or retaliatory terminations, demotions, pay cuts, or hostile work environments to secure fair remedies.

Medical Leaves and Disability Accommodations Ontario

Navigating medical and disability leaves can be complex, particularly when employers resist accommodation. We assist employees in requesting and managing leaves, communicating with employers, and resolving disputes, ensuring rights under the ESA and Human Rights Code are respected.

Employment Contract Review Ontario

Employment contracts can significantly affect your rights, especially clauses related to termination, non-competes, or restrictive covenants. We review offers, explain enforceability, identify risks, and provide guidance to prevent disputes or limitations on future claims.

Employment Litigation Ontario

While many employment disputes are resolved through negotiation, some require litigation. We represent employees in wrongful dismissal lawsuits, constructive dismissal claims, just cause disputes, and human rights–related employment matters. Our approach is strategic, cost-conscious, and outcome-focused.

Employment issues can affect your finances, career, and overall well-being. Timely legal guidance can make a meaningful difference.

Book Your Consultation with Stephanie McDonald to understand your options before deadlines pass.

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Why Choose Workplace Sage

Employee-Focused Representation

We represent employees exclusively, ensuring no conflicts of interest and prioritizing your interests.

Local Insight and Expertise

Familiarity with Ontario workplaces, local industries, and employer practices allows for informed, practical advice.

Clear
Communication

We explain complex legal issues in plain language, keeping you informed at every stage.

Strategic Negotiation
and Advocacy

We negotiate settlements effectively and pursue litigation when necessary for fair outcomes

Areas We Service
in Ontario

We service multiple areas across Ontario, including:

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Frequently Asked Questions

As soon as you face termination, a severance offer, harassment, or significant workplace changes. Early guidance protects your rights and ensures deadlines are met.

Severance depends on age, length of service, position, salary, and ability to find similar employment. Common law entitlements are often higher than statutory minimums.

Occurs when an employer makes significant changes to your role without consent, such as pay cuts, demotions, forced relocations, or toxic environments.

Yes. We guide employees through internal complaints, negotiation, and legal claims to protect rights while minimizing workplace harm.

No. Signing without review can permanently limit your rights. Always consult a lawyer first.

Yes. Legal guidance ensures agreements reflect your full entitlements and prevents future disputes.

Limitation periods vary by claim type. Acting promptly preserves evidence and strengthens your position.

Yes. Most packages are negotiable, and legal representation often results in improved compensation.

We represent employees in court or tribunals for claims such as wrongful dismissal, constructive dismissal, or discrimination, using a strategic and cost-conscious approach.

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