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ARTICLE · 02 OCTOBER 2025

Signed, Sealed, Unsettled? Lessons From Johnstone v Loblaw

McCarthy Tétrault
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In a recent decision, Johnstone v. Loblaw, the Ontario Superior Court of Justice rejected a former employee's unilateral attempt to add new terms after a settlement had been reached...

CanadaEmployment and HR
McCarthy Tétrault Employer Advisor
McCarthy Tétrault Employer Advisor
Sheren Kamaei
Sheren Kamaei
Justine Lindner
Justine Lindner
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In a recent decision, Johnstone v. Loblaw, the Ontario Superior Court of Justice rejected a former employee's unilateral attempt to add new terms after a settlement had been reached, noting: "Buyer's remorse, a change of heart, or even growing concern about his ability to close his house purchase do not entitle him to renege on a settlement." Below, we highlight the key takeaways from this decision for employers should be aware of.

Background

Mr. Johnstone was employed by Loblaw Companies Limited ("Loblaws") for seven years. On April 11, 2022, he was terminated without cause, shortly after relocating from Winnipeg to Ottawa for work, and while in the process of closing on a new home in Ottawa.

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