Employment Lawyers and Employment Law in Ontario

UL Lawyers—Labour and Employment Law Across Ontario

We serve Burlington, Hamilton, Mississauga, Toronto, Ottawa, and communities across Ontario. Our team handles contracts, policy design, investigations, and disputes in both labour law and broader labour and employment law. We pair negotiation skill with courtroom experience so matters resolve efficiently when possible—and forcefully when required.

We can't guarantee outcomes, but we can tell you what typically happens in local courts and tribunals—and how to prepare well for each step.

Know your employee rights in the workplace

Ontario's workplace laws set a baseline, but real life is messy. Many employees miss key timelines or sign away entitlements because the situation feels urgent. (This is where things get tricky.)

Quick wins you can use today

• Keep a timeline of conversations, warnings, performance plans, and leave requests.
• Save copies of your employment contract, handbooks, and pay records.
• If you suspect misclassification—for example, being called an "independent contractor," an intern, or "on probation" to avoid benefits—write down who controls your schedule and how hours of work are assigned.
• If a workplace issue touches health, family status, disability or creed, document accommodation requests in writing.

Know your rights: Ontario's Human Rights system protects workers from discrimination in employment and from sexual harassment; complaints can proceed at the Human Rights Tribunal of Ontario, with remedies such as lost wages and training orders.

Termination, severance & wrongful dismissal

If you've been let go, don't panic. First question: are you owed only statutory amounts or more under common law? That depends on your employment contract, service length, duties, and re-employability.

Immediate steps after termination of employment

1. Ask for everything in writing (offer, ROE, policy references).
2. Don't sign a release before you receive legal information about options.
3. Gather emails, reviews, and schedules that show your role and hours of work.
4. Check whether non-unionized employees in similar roles received consistent offers.

About severance and severance pay

"Severance" gets used loosely. In Ontario, there's statutory notice/termination pay and, for eligible employees, severance pay; beyond that, wrongful dismissal claims can seek additional amounts under common law when a package is too low or you were wrongfully pushed out. (We often challenge "for cause" misconduct allegations that don't meet the legal threshold.) For context, Ontario's statutes set floors, not ceilings.

Reality check: In our experience, pressure tactics are common—tight deadlines or "final" offers. Judges at the Ontario Superior Court of Justice focus on reasonableness and fairness; rushing usually helps no one.

ESA basics: minimum employment rules an employer must follow

The ESA sets minimum employment protections—like minimum wage, overtime pay, public holidays, and notice or pay in lieu. These employment standards are the floor, not the ceiling, and Ontario empowers the Director of Employment Standards to enforce violations.

Quick reference

• Overtime: Track start/stop times and breaks.
• Leaves: pregnancy and parental leave (often called maternity leave) and others offer job protection.
• Contracts: illegal limits can be struck down, expanding your entitlements.

Deadlines matter: Most civil claims have a two‑year limitation. Don’t sign a release without advice.

Human rights, discrimination and harassment

Employee rights under the Ontario Human Rights Code include equal treatment in hiring, promotions, policies, and discipline. Discrimination and harassment—including sexual harassment—are prohibited in the workplace. If you need accommodation (e.g., disability or creed), ask in writing and suggest workable options; retaliation is called reprisal and is not allowed.

• Harassment/poisoned environment: Employers must investigate and address complaints (overlaps with OHSA harassment provisions).
• Family status accommodation: Child/elder care obligations may trigger accommodations when legitimate efforts are shown.
• HRTO timelines: Generally 1 year from last incident to file.

How cases move in practice

• Internal complaint → investigation → outcome; if unresolved, file with the Human Rights Tribunal of Ontario.
• Remedies can include lost wages, policy changes, and mandatory training.

Workplace health and safety & OHSA

Ontario's occupational health and safety framework requires employers and supervisors to keep workers safe and to investigate hazards; workers can refuse unsafe work and ask for inspections. Workplace health and safety duties are detailed in the OHSA and its regulations.

Practical steps

• Report concerns in writing and keep copies.
• Use the joint committee or rep; escalate if needed.
• If bullying or violence is an issue, follow the policy and escalate under OHSA.

We also help with workplace safety and insurance (WSIB) claims that intersect with accommodation and return-to-work planning.

Strong workplace safety culture reduces claims and downtime—and it's required.

Provincial vs. federal: labour relations, employment insurance & forums

Most workplaces here are provincial. But employees of banks, airlines, telecoms and interprovincial transport are federally regulated under the Canada Labour Code (federal laws). That difference affects hours, leaves, and complaint routes—and it determines whether you're before the court, the Ontario Labour Relations Board for labour relations, or a federal body. Also consider how employment insurance interacts with separation timing.

Upcoming changes & amendment watch

Work laws evolve. Ontario's statutes—Employment Standards Act, 2000 and OHSA among them—see periodic amendment. Minimum-wage adjustments typically occur annually; new posting or transparency requirements can arrive with little notice. We monitor upcoming changes so policies stay current and decisions remain defensible.

(We publish short bulletins when changes affect hiring, scheduling, leaves, or pay equity.)

Best practices for employers

Build foundations

• Clear employment contract templates for different roles.
• Training on human rights, harassment, and investigations.
• Policies that are compliant, accessible, and kept current.

When problems arise

• Pause before alleging misconduct; investigate fairly.
• Consider alternatives to dismissal (coaching, PIP).
• If termination is necessary, apply consistent criteria and document the rationale.

Tip: A short consult up front is cheaper than litigating later.

Next steps: Protect your rights

UL Lawyers is a Burlington-based law firm practicing across Ontario. When you contact us, you'll speak with an experienced employment lawyer who can triage your situation and outline options. We offer legal advice tailored to your industry and goals.

What to bring

• The offer letter, final pay stub, and policies.
• Any emails or notes about hours of work, performance, or accommodation.
• Names of decision-makers and witnesses.

Ready to act? Call or email to speak with an employment lawyer. We'll provide information on rights, outline strategy, and move quickly to protect your rights.

Important notes & ethics

• This page provides general information, not advice for your specific legal issues.
• Laws differ between provincial and federal sectors (including Canada's federal regimes); we'll confirm which apply.
• We practice before Ontario courts—including the Superior Court of Justice—and administrative bodies.
• For enforcement under ESA, the Director of Employment Standards can make orders and recover amounts.

UL Lawyers – here to help you know your rights and move forward.