Understanding Notice in Toronto

Types of Notice: Statutory vs. Common Law

In Toronto, there are two forms of notice that might apply to your situation:

• Statutory notice – the minimum amount of notice required under Ontario employment standards law
• Common law reasonable notice – based on legal precedent and often far more generous than the statutory minimum

You’re legally entitled to at least statutory notice, but many employees are owed much more through common law — especially if they’ve worked for several years, held senior roles, or are older workers with fewer immediate job opportunities.

Key factors that influence your reasonable notice period include:

• Your length of service
• Your age at the time of termination
• The type of job or position you held
• How easy it will be to find a similar job in your field

Let Go from Your Job? Here’s What to Do Next

“I Think I’ve Been Wrongfully Dismissed — What Now?”

If you’ve recently been dismissed and believe it was unfair, you’re not alone — and you don’t have to handle it alone. At Taman Singh Law, we support employees across Toronto through every step of a wrongful dismissal claim.

Whenever possible, we aim to resolve matters without heading to court. In many cases, we’re able to negotiate stronger outcomes within just a few months. But if legal action is necessary, we’re experienced, efficient, and fully prepared to fight for your rights.

Don’t Sign the Severance Offer Just Yet

If you’ve been fired, your employer might hand you a termination agreement or severance package with a tight deadline. This can be intimidating — and it’s meant to be. But don’t rush. Before you sign anything, speak with a Toronto employment lawyer.

We offer consultations to help you review your offer, understand your legal entitlements, and avoid giving up money you’re owed.

What to Do Right After You’ve Been Dismissed

• Write down what happened. Include dates, names, what was said — even how you felt. Memory fades, so get the details down now.
• Organize your documents. Gather your employment contract, performance reviews, and any emails, messages, or internal complaints related to your job. These are key to evaluating your case.
• Contact a lawyer as soon as possible. Most termination offers are just starting points — not final amounts. Many employees in Toronto are entitled to more than what’s initially offered.

Wrongful Dismissal Myths in Toronto

• “I was let go without cause, so I’m not owed anything.”
  Reality: Not true. In most termination without cause cases, you’re still entitled to reasonable notice or severance compensation. The absence of cause doesn’t eliminate your rights — it may actually strengthen your claim.
• “I have to sign the offer within 48 hours.”
  Reality: That’s a pressure tactic, not a legal rule. You have every right to take time, review the agreement, and speak to a Toronto employment lawyer before signing anything.
• “I was on probation, so I don’t have any rights.”
  Reality: Probation doesn’t cancel your entitlements. Depending on your employment contract and how you were treated, you may still qualify for compensation. Every case deserves a proper legal review.

Severance Package

Many Toronto employees are offered severance packages that fall short of what they’re legally entitled to. Just because a package looks complete doesn’t mean it reflects your full rights under Ontario employment law.

A severance package may include:

• Your base salary
• Any earned commissions or bonuses
• Continuation of benefits such as health and dental coverage
• Vacation pay and additional entitlements under your contract or the law

Before You Sign a Severance Offer in Toronto:

• Have it reviewed by a Toronto employment lawyer. We’ve helped many employees negotiate stronger packages than what they were initially offered.
• Know your timeline: You typically have up to two years from the date of termination to take legal action or file a claim in Ontario.