{"id":4839,"date":"2026-07-17T18:31:53","date_gmt":"2026-07-17T18:31:53","guid":{"rendered":"https:\/\/301webdemo.com\/zaylaw\/?page_id=4839"},"modified":"2026-08-21T09:22:43","modified_gmt":"2026-08-21T09:22:43","slug":"severance","status":"publish","type":"page","link":"https:\/\/301webdemo.com\/zaylaw\/employment-law\/severance\/","title":{"rendered":"Severance Packages"},"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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Severance Packages<\/h1>\t\t\t\t<\/div>\n\t\t\t\t
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Zayouna Law Firm reviews severance offers for employees across Ontario. If your package was calculated on statutory minimums, the number on the letter is likely not the number you are owed.<\/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 severance offers are the employer's opening number.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Most severance offers arrive with a signature line and a deadline. The figure in the letter is usually built on the Employment Standards Act minimums, which is the floor an employer must pay rather than the ceiling a court would award. An employee dismissed without cause is often entitled to common law reasonable notice instead, and that entitlement can be several times the statutory amount depending on age, length of service and the role held.<\/p>

Signing early is what usually costs employees money. Once a release is signed the claim is normally finished, even if the amount later proves to be well below what a court would have ordered. Having the offer reviewed before the deadline keeps every option open, including negotiation, a claim through the Ministry of Labour, or a civil claim for reasonable notice<\/a>.<\/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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How severance is calculated in Ontario<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Ontario runs three separate calculations and they are routinely confused with each other. Statutory notice under the Employment Standards Act starts after three months of employment and runs one week per year of service to a maximum of eight weeks. Statutory severance pay is a different amount again, one week per year to a maximum of 26 weeks, and it reaches only employees with five or more years of service whose employer has a global payroll of at least $2.5 million, as set out in Ontario’s guide to severance pay<\/a>.<\/p>

Common law reasonable notice is the third calculation and usually the largest. It is assessed case by case on your age, your length of service, the nature of the position you held, and how long a comparable role is likely to take to find.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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WHAT A SEVERANCE PACKAGE SHOULD COVER<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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