Employment Law

1. Termination packages and wrongful dismissal

A termination letter may address much more than a final payment. We review proposed compensation, benefits, release terms and continuing obligations, and advise on whether negotiation or a claim should be considered.

For employees, this can include reviewing notice or pay in lieu, potential statutory severance, bonuses, commissions and the effect of an employment agreement. For employers, we assist with assessing obligations, preparing termination documents and responding to disputes.

Minimum employment standards do not necessarily describe every entitlement. The employment contract, applicable legislation and common law may also matter.

2. Employment agreements and offer letters

Understand what an agreement requires before signing it or using it with your workforce.

We draft, review and negotiate employment agreements and offer letters, including terms addressing duties, compensation, probation, benefits, confidentiality, intellectual property and termination. We also review proposed amendments and restrictions that may apply after employment ends.

For a business hiring its first employee or updating older contracts, we help identify provisions that need attention and explain how the proposed documents fit your operations.

3. Layoffs, restructuring and changes to employment

Changes to a role can raise legal questions even when employment has not formally ended.

We advise on proposed or disputed changes to pay, hours, responsibilities, location and working arrangements, as well as layoffs, restructuring and potential constructive dismissal. We help employers assess proposed changes and employees understand their options before responding.

Temporary-layoff rules and contractual rights require separate consideration. If you are considering resigning in response to a workplace change, obtain advice about your circumstances before making that decision.

4. Wages, bonuses, commissions and other compensation

We review disagreements about unpaid wages, vacation pay, overtime, bonuses, commissions and compensation following the end of employment.

Our work can include reviewing the relevant agreement and records, assessing available options, preparing correspondence and negotiating a resolution. The appropriate process depends on the claim, the workplace and the laws that apply.

5. Workplace complaints, harassment and accommodation

Workplace concerns need a response that considers the people involved, the available records and the employer's obligations.

We advise employees and employers about discrimination, harassment, accommodation requests, leaves and return-to-work concerns. We can review workplace policies, communications and proposed responses, and help clients understand options for addressing a complaint or dispute.

Tell us if a workplace investigation or formal proceeding is already underway. We will confirm the advice or representation we can provide and its scope.

6. Workplace policies, hiring and compliance

We help employers review the documents and practices that support hiring and day-to-day workplace decisions.

This includes employment policies, handbooks, remote and hybrid work arrangements, confidentiality, electronic monitoring and appropriate workplace use of AI tools. We assess which requirements apply to your organization rather than treating every workplace as identical.

For applicable publicly advertised job postings, Ontario's requirements introduced in 2026 address matters including compensation information, disclosure of certain AI use in hiring and whether a vacancy exists. We can help review your hiring documents and related procedures against the requirements that apply to your business.

7. Independent contractors and worker classification

A contractor agreement should reflect how the working relationship actually operates.

We draft and review independent contractor agreements and advise on classification concerns, payment terms, confidentiality, intellectual property and termination provisions. Where the arrangement raises employment-law issues, we explain the potential implications and options for addressing them.

Calling someone an independent contractor does not, by itself, determine their legal status.

8. Business transactions and employment obligations

Buying, selling or reorganizing a business can affect its workforce and the obligations attached to it.

We assist with employment-related due diligence, existing agreements, workforce liabilities, proposed offers and transition arrangements. Employment advice can be coordinated with our business-law work so that staffing decisions and transaction documents are considered together.

9. Negotiation, settlement and employment disputes

We help clients assess the issues in dispute, the documents that matter and the practical implications of the available options.

Depending on the agreed scope, this may include demand letters and responses, negotiations, settlement agreements, assistance during mediation and court representation. We discuss the relevant process, costs and next steps before undertaking the work.