Employment Lawyer Hamilton

Hamilton Employment Lawyers representing employees  with workplace-related and termination issues.

Lalande Personal Injury Lawyers are Hamilton employment lawyers that also have extensive experience in representing employees that have been unfairly terminated or wrongfully dismissed. If you have been recently terminated or fired, it is important to remember that you have rights. You have the absolute right to legal advice before signing any termination documents or release. Do not lose your employment rights to severance or termination pay before speaking to a Hamilton employment lawyer.

Hamilton Employment Lawyers representing employers with workplace-related and termination issues.

Our Hamilton employment lawyers also represent employers in all facets of employment and HR law. Matt Lalande is often hired by many local businesses with respect to termination and HR issues, either for businesses that which to consult prior to a termination or to assist with termination litigation. Our Hamilton employment lawyers can assist with such issues as employee termination, long-term disability issues, employment contracts, employment agreements, non-solicitation, confidentiality and non-compete agreements, constructive dismissal issues, independent contractor issues, termination without cause, termination with cause, workplace harassment, and discrimination issues. By working with a Hamilton employment lawyer from Lalande Personal Injury Lawyers, we can protect your employment rights and assist with the challenges of today’s workplace by providing practical advice on all aspects of the employment relationship.

Wrongful Dismissal Lawyer in Hamilton for Employees

Have you been fired? You may be entitled to severance pay. Don’t sign anything before speaking to a Hamilton termination lawyer. In Ontario, employers have the right to terminate any of their employees without reason—providing they provide appropriate notice. What does this mean for you?

This means that if you have been unfairly terminated, your employer will need to either provide you with advanced reasonable notice of your termination or a cash payment to you in place of notice.

This is not to be confused with an employee’s minimum statutory entitlement to termination pay or severance pay pursuant to the Ontario Employment Standards Act. This act provides that employees are not to be fired unless they are provided with advance notice or termination pay in place of notice, which depends on how long they have been employed. The amount of minimum notice required can be found in this chart.

Remember, the rules under the Ontario Employment Standards Act about termination and severance pay are an employer’s minimum requirements!  You may have greater rights that exceed minimum payments.   Some terminated employees choose to file a lawsuit against their employer for such things as wrongful dismissal or constructive dismissal. An employee that is wrongfully dismissed has had his or her employer fail to provide adequate notice of termination. How much notice an employee is entitled to depends on a variety of factors that you should speak to Hamilton employment lawyers about immediately.

Hamilton Employment Lawyers Protecting Employee Rights

Our employment lawyers can ensure that your employee rights are protected and upheld:

  • Severance Package Reviews – If you have been recently terminated, you should have your termination letter reviewed to ensure that you are not signing away your rights to any severance that you may be entitled to. Other situations that call for review include an employer removing your seniority, sale of the business, the business owner retiring, forced vacation, and unilateral changes to your employment contract that you do not agree with.
  • Contract Reviews – Have you been recently hired? You should have your contract reviewed before starting your new dream job to save expense later if things go sour. You should have things like non-compete or non-solicitation clauses, termination clauses or severance amounts, and discretionary bonus clauses all reviewed by a lawyer experienced with employment issues.
  • Fired for Cause – It is normally implied within the employment relationship that the employer may terminate employment for very good reason. If you have been fired for cause, talk to a Hamilton employment lawyer to make sure the termination is legal. You may not be getting what you are entitled to. The onus to fire for cause is a very high one for employers.
  • Constructive Dismissal – When an employer’s conduct displays the intention to no longer be bound by the contract of employment, the employee has a choice: He or she can either accept conduct or changes made by the employer, or treat the conduct or changes as a repudiation of the contract, hence suing for constructive dismissal.
  • Severance Pay – are you entitled to severance pay? Although many people interchange the two, severance pay is distinct from termination pay. Severance pay is an amount of money paid to an employee by an employer under certain conditions specified by the employment standards act.
  • Termination Pay – are you entitled to termination pay? Termination pay is the minimums set out by the Employment Standards Act.
  • Payment in Lieu of Notice – are you entitled to payment in lieu of notice? Payment in lieu of notice is different from termination pay. Payment in Lieu of Notice, otherwise called common law notice. The  Employment Standards Act provides the minimum amount of notice.  In some cases, there is also the common law notice period requirement, resulting in enhanced termination pay depending on certain conditions.

Wrongful Dismissal: How Much Notice is enough?

The calculation of reasonable notice is a very fact-specific exercise. There is no formula derived from precedent leading to an exact result since the facts from each case will invariably change. Some—but not all—of the variables affecting the length of notice are as follows:

  • Length of Service – How long have you been employed with your present employer? The employee’s length of service is an important factor in the determination of reasonable notice.
  • Age – How old are you? Courts are very cognizant that an older employee will often have a difficult time in obtaining alternative employment, and therefore considerable weight will be given to the age of the plaintiff
  • Availability of Similar Work – Employees that have specialized jobs or who are highly skilled have been held to deserve notice at the higher end. A similar job opportunity like yours may be virtually non-existent or very difficult to find.
  • Character of Employment – Courts have given considerable weight to the importance of the plaintiff’s position within the employer’s organization in calculating reasonable notice.
  • Health of the Employee – Courts have held the health of the employee to be a relevant factor in determining the period of reasonable notice. Medical difficulties can affect the availability of alternate employment.

Hamilton Employment Lawyers and Trial Lawyers for Employers

If you are an employer with a question or concern regarding employment contracts, terminations, policies, or procedures, we can help. We can also assist with issues involving hiring, resignations, and retirement, as well as human rights and accommodation within the workplace.

If your company is experiencing long-term disability issues with certain employees, our employment lawyers have extensive experience in long-term disability litigation and could no doubt assist and guide your company properly.

In addition, companies and businesses sometimes face difficult employment-related decisions with buying or selling a business. Ontario laws are mostly enacted and decided by courts to protect employees and not employers. It’s vital that you make the right decisions when buying or selling a business concerning such things as seniority- and termination-related issues.

We can also assist with the restrictive covenant litigation, including non-solicitation, non-compete, and confidentiality-related employment law issues.

It is important to retain an employment lawyer to review employee demands and assess your exposure early on with a qualified employment lawyer is experienced and that has conducted trials.

What should I bring in for my meeting?

You should bring in a copy of your identification; a copy of your termination letter or severance package; your original employment agreement or contract, if you still have it; any information regarding your position and duties; your up-to-date CV (if you have one); and information regarding your salary, benefits, allowances, and bonuses. If you have been fired for cause, please bring in all of your warning letters or documentation you have pertaining to the cause.

Employers and Employees – Connect with a Hamilton Employment Lawyer Today

Lalande Personal Injury Lawyers have extensive trial experience and  knowledge in the areas of employment law and long-term disability law.  For employees, if you work in Hamilton and are being treated unfairly or terminated, we can help. For employers, if you need to discuss a workplace issue or termination issue, we can help. Complete a contact form on this page or give us a call at 905-333-8888 to schedule a free consultation today.

No, you have the full legal right in Ontario to seek the assistance of an employment lawyer before signing any type of contract, whether you’re starting or ending a job. Furthermore, if you decide to sue your employer for wrongful dismissal, you have two years from the date of your termination to do so.

tell us about your case

Request Your Free Consultation

We’re here to help. Schedule a free consultation with one of our experienced lawyers today by filling out the form below, or call us at 1-833-4-LAWFIRM

Submitted Icon

Thank you!

We've received your message and will follow up as soon as possible.

Lalande Personal Injury Lawyers

Speaking with our Hamilton Personal Injury Lawyers will not cost you anything. And if you retain us, we never ask for money upfront.


Call us 24/7. We will travel to your rehabilitation center, home, or hospital, at your convenience.


We are available to discuss your case anytime. Give us a call at 905-333-8888.


Meeting and/or discussing your case with our firm lawyers is completely free.