Published on: April 16, 2025
So, they just let you go—and it feels off. Maybe they handed you a letter, maybe it came out of nowhere. Either way, something doesn’t sit right. You’re not imagining it. A lot of people in Ontario experience what’s known as wrongful dismissal without realizing that what happened wasn’t just unfair—it might have been illegal.
Let’s talk about five warning signs that what happened to you wasn’t okay—and what you can actually do about it.
First, What Exactly Is Wrongful Dismissal?
Your employer fires you, but they don’t give enough notice, skip proper severance, or use reasons that wouldn’t hold up legally. Some employers say “without cause” like it’s a magic pass to skip obligations. Spoiler: it’s not.
In Ontario, the Employment Standards Act (ESA) protects you—but so does common law. And that matters, because common law often entitles you to more than just the bare minimum.
1. They Let You Go Without Enough Notice or Severance
You didn’t see it coming—and just like that, you’re out. Maybe they handed you a small cheque, or worse—nothing at all, just a goodbye and a handshake.
A lot of people don’t realize this, but common law notice isn’t the same as ESA notice. Those factors—your role, your age, and how long you stayed—can entitle you to months of severance, not just a token payout. It’s worth having someone look over that letter before you walk away.
2. You took leave—and then they fired you.
You were on leave—maybe recovering from surgery, or maybe caring for your new-born. Either way, you expected support—not a termination letter.
Letting someone go while they’re on medical, parental, or stress leave (or shortly after returning) isn’t just questionable—it might be illegal. We’ve seen too many people chalk it up to “bad timing.” But if the firing lines up a little too perfectly with your leave? That’s a red flag—and it could be a case of wrongful dismissal worth a legal review.
3. They Didn’t Fire You—But They Made You Want to Quit
This one’s tricky. No letter. No warning. Just a quiet push out the door.
Suddenly, you’re juggling tasks that were never part of your job, constantly under pressure, and wondering why the whole atmospheres changed.
That’s called constructive dismissal—and the law sees it the same as if your employer fired you. If your employer made work unbearable and pushed you to leave, that’s more than just a toxic environment. That could be a legal problem.
4. They told you it was ‘for cause’—but it doesn’t add up.
Here’s the thing: firing someone “for cause” is serious. It usually means no severance, but the employer has to prove real misconduct—like fraud or repeated insubordination. Not just that you didn’t hit your targets last month.
If their reason for firing you felt overblown—and they didn’t offer severance—it’s totally fair to question it. Just because they said it was “cause” doesn’t make it true.
5. You Had Less Than Two Days to Sign a Severance Offer
They handed you the offer—and gave you barely a day or two to sign it.
It’s a pressure tactic. These short deadlines make you panic, and most people don’t realize you don’t actually have to rush. Here’s something most people don’t know—you’ve actually got up to two years in Ontario to take action. Rushing to sign might seem easier in the moment—but it could end up leaving a lot on the table.
Not Sure What to Do Next? Here’s Where to Start:
Seriously—pause for a second. You don’t have to rush.
Here’s what helps:
Save it all.
- Emails, your contract, that termination letter—just drop everything in one folder for now. You will be glad you did. Emails, your contract, that termination letter—just drop everything in one folder for now. You’ll be glad you did.
- Talk to someone who knows this stuff. A good lawyer will see the whole picture—and give it to you straight about what you’re actually entitled to.
We get it—being let go can shake your confidence, your finances, and your trust. At Taman Singh Law, we’ve worked with employees across Ontario who’ve been through the same thing. We’re here to help you move forward—not just legally, but with clarity and confidence.
Quick Checklist: Could This Be Wrongful Dismissal?
Use this as a starting point to assess your situation:
- Were you let go without enough notice or severance?
- Were you terminated while on (or soon after) medical or parental leave?
- Did your employer’s actions make you feel pushed to quit?
- Were you told it was “for cause” but didn’t do anything that serious?
- Did you feel pressured to sign a severance offer quickly?
- Were you not given a chance to respond or explain your side?
- Did something just feel off or unfair about how it happened?
If you checked off even one of these—pause before signing anything. It could be a case of wrongful dismissal, and it’s worth a legal review.
Still not sure if what happened was legal? That’s what we’re here for.
???? Email: taman@rzcdlaw.com
???? 647-360-1141
???? Offices in Brampton & Mississauga – Serving employees across Ontario.
About The Author
Taman Singh is an employment lawyer with a focused practice in wrongful dismissals and severance negotiations. He is dedicated to advocating for employees and ensuring they receive the compensation they are rightfully owed. With a sharp understanding of Ontario employment law and a results-driven approach, Taman consistently helps clients navigate complex workplace disputes and maximize their severance packages.
