In Comeau v. Valcom Consulting Ltd., 2025 NBKB
253, the Court of King's Bench of New Brunswick held that an
employer's attempt to unilaterally introduce new, more
restrictive terms of employment in relation to a long-term employee
who had worked under a series of fixed-term employment agreements
constituted a constructive dismissal.
Although the employee's most recent fixed-term agreement
had expired, the Court nevertheless awarded him damages based on a
10-month reasonable notice period. This decision serves as a
critical reminder to employers to tread carefully when attempting
to renegotiate or modify the terms of employment applicable to
existing employees, including employees who have been engaged under
successive fixed‑term contracts.
