Canadian coverage, focused on wrongful dismissal, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
11 verified publications. Showing the 11 most recent.
The Supreme Court restored a federal unjust dismissal ruling after an employer argued that severance could justify a termination without cause. For eligible federally regulated employees, the statutory protection can't be replaced simply by paying ordinary notice or severance.
An expressly dismissed worker could plead wrongful dismissal, but not constructive dismissal. Some allegations of employer mistreatment survived because they might support additional damages. No liability or damages were decided.
A Yukon Teacher on Call's civil claim over her probationary dismissal was struck because labour legislation and the collective agreement governed the dispute. Judicial review of the Deputy Minister's decision remained available. The court did not decide whether the dismissal was justified.
The New Brunswick Court of Appeal set aside a $115,240 constructive dismissal award because the president's concealed work for a competing drilling business amounted to after acquired cause. It upheld repayment of US$70,000 and refused to rewrite the share register.
A physician's 2017 termination claims were statute barred, and continuing hospital privileges didn't create a rolling cause of action. A distinct 2023 dispute survived only as a conditional opportunity to plead a proper contract.
Ontario, Alberta and British Columbia have different notice thresholds, final pay deadlines and benefit rules. HR needs three workflows even when the employer has one national policy.
Cause, notice, layoff and written termination aren't four names for one decision. Canadian HR teams need to distinguish the legal basis, evidence and consequences before finalizing a dismissal.
Canadian courts have never accepted a fixed one month per year formula for reasonable notice, and the case law shows why any calculator promising a precise number is guessing.
Honda v. Keays confirms that compensatory damages for the manner of dismissal depend on proven loss caused by employer bad faith.
Potter shows why an indefinite paid suspension without communicated reasons can fundamentally alter the employment bargain.
Wilson separates federal unjust dismissal from severance. A termination review needs statutory, notice and compensation layers.
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