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A recent decision of British Columbia’s Supreme Court in Balogun v. Deloitte & Touche, LLP, 2011 BCSC 1314 (CanLII) provides a salutary reminder for employers that a hastily uttered "I quit" (or similar), is generally not sufficient to support the resignation of an employee.

Au cours de la dernière année, les tribunaux québécois ont rendu plusieurs décisions importantes que les employeurs canadiens devraient connaître.

In November 2024, Rogers Sports & Media announced layoffs affecting dozens of employees in its audio division, citing declining advertising revenue and market uncertainty.

recent case out of the Court of Appeal for British Columbia has confirmed that where a business is not sold as a going concern, an employee's years of service recognition resets, regardless of whether that employee takes on employment with the successor company.

Many people assume that the most challenging part of settlement negotiations is the bargaining.

The Ontario Superior Court recently awarded four months of pay in lieu of reasonable notice to an employee with less than a year of tenure.

In Potter v. New Brunswick, 2015 SCC 10 (Potter), the employer unilaterally placed its Executive Director on an indefinite paid suspension while the parties negotiated a buy-out to his seven-year statutory appointment.

Benjamin Franklin once said that a person should "be not sick too late, nor well too soon." However, what happens when an employee is sick too soon and well... well, never?

In a recent decision, the Ontario Superior Court of Justice awarded a plaintiff 14 months of reasonable notice pay despite the employee only having worked for the company for less than 3 years.

Recently, employers responding to wrongful dismissal litigation may have noticed a trend of plaintiffs seeking to resolve matters quickly by bringing motions for summary judgment.

Is an employee entitled to their incentive bonus pay after constructive dismissal?

An important ruling came down from the Supreme Court of Canada last year concerning unfair dismissal which could impact hundreds of thousands of workers and employers.

The Supreme Court restored the initial decision by the adjudicator assigned to the complaint, overturning the decision by the Federal Court of Appeal on judicial review.

A recent case from the Ontario Court of Appeal likely invalidates thousands of termination clauses across Ontario.

A termination for good business reasons does not always equate to a termination for just cause.

The recent decision of United Steelworkers of America, Local 9548 v Tenaris Algoma Tubes Inc, provides an example of how a unionized employee’s off-duty social media behavior can justify dismissal.

In Esopenko v. RM of Garden River #490, 2026 SKCA 102, the Saskatchewan Court of Appeal unanimously upheld the striking of a former municipal employee’s claims because they were filed outside the one-year limitation period under s. 344(1) of The Municipalities Act.

Frederickson was employed with Newtech, a small business specializing in making dental crowns, for more than eight years.