{"id":4737,"date":"2026-07-17T17:06:59","date_gmt":"2026-07-17T17:06:59","guid":{"rendered":"https:\/\/301webdemo.com\/zaylaw\/?page_id=4737"},"modified":"2026-08-21T09:51:23","modified_gmt":"2026-08-21T09:51:23","slug":"wrongful-dismissal","status":"publish","type":"page","link":"https:\/\/301webdemo.com\/zaylaw\/employment-law\/wrongful-dismissal\/","title":{"rendered":"Wrongful Dismissal"},"content":{"rendered":"\t\t
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\n\t\t\t\t\tEmployment LAW<\/span>\t\t\t\t<\/div>\n\t\t\t\t
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Wrongful Dismissal<\/h1>\t\t\t\t<\/div>\n\t\t\t\t
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Zayouna Law Firm acts for dismissed employees across Ontario. If the notice you were given fell short of what the law required, that shortfall is recoverable.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tCALL US 24\/7: 416-622-4357<\/strong><\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tEXPLORE EMPLOYMENT ISSUES<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Most terminations are lawful. The notice often is not.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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In Ontario an employer can end your employment at almost any time and does not have to give a reason. What the law requires is notice, or pay in place of it. A wrongful dismissal claim is not an argument about whether the employer was allowed to let you go. It is a claim that the amount paid on the way out fell short of what was owed, whether that shortfall is a few weeks of statutory notice or many months of common law reasonable notice<\/a>.<\/p>

The exception is dismissal for just cause<\/a>, where an employer alleges misconduct serious enough to end the relationship with no notice at all. Employers assert cause considerably more often than courts accept it. An allegation that does not hold up does not simply fade away, it leaves the employer owing the full notice it tried to avoid.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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YOU DESERVE TO BE TREATED FAIRLY<\/h2>\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tWRONGFUL\nDISMISSAL<\/span>\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\tGUIDANCE WHEN YOUR JOB OR INCOME IS AT RISK.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tHARASSMENT & DISCRIMINATION<\/span>\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\tSUPPORT IN SENSITIVE WORKPLACE CONFLICTS.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tSEVERANCE & COMPENSATION<\/span>\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\tCLEAR ADVICE ON WHAT YOU MAY BE OWED.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tSTRATEGIC REPRESENTATION<\/span>\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\tPRACTICAL LEGAL ACTION WHEN YOUR RIGHTS ARE ON THE LINE.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Wrongful\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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With cause and without cause dismissals<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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A without cause dismissal is the ordinary case. The employer owes statutory notice under the Employment Standards Act<\/a>, statutory severance pay where it applies, and in most cases common law reasonable notice, which is assessed on your age, length of service, position and how long a comparable role should take to find.<\/p>

A with cause dismissal pays nothing, so the bar is deliberately high. Poor performance, one bad decision or a personality conflict rarely reaches it, and the employer carries the burden of proving what it alleges. Being dismissed while on long term disability<\/a> raises a separate question again, because the coverage and the claim have to be dealt with together.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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WHAT A DISMISSAL CLAIM CAN RECOVER<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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