What Wrongfully Dismissed Employees in Brampton Are Entitled To

When you’re terminated in Ontario, your entitlements don’t come from one place they come from two. Understanding the difference between them is often the difference between accepting a low offer and getting what you’re actually owed.

ESA Termination Pay The Employment Standards Act sets out the minimum your employer must pay when letting you go. This is calculated by length of service one week per year, capped at eight weeks. Most employers treat this as the full picture. It isn’t.

Common Law Notice Beyond the ESA minimum sits common law and this is where most employees are significantly under compensated. Common law notice is determined by four factors: 

1. Length of service 
2. Age at the time of termination 
3. The nature and seniority of your role
   
4. Your ability to find comparable employment

Together these are known as the Bardal factors. Depending on your circumstances, common law notice can amount to several months sometimes over a year of compensation.

Read: Do You Get Severance for Wrongful Dismissal in Brampton?

Severance Pay Separate from termination pay, severance pay applies when your employer has a payroll of $2.5 million or more, or employed 50 or more employees. If eligible, you’re entitled to one week per year of service, up to 26 weeks.

Pay in Lieu of Notice Rather than working through a notice period, most employers pay it out as a lump sum. This is called pay in lieu of notice and it must reflect your full common law entitlement, not just the ESA minimum.

Read: Termination Pay vs. Severance Pay in Brampton

What Being Wrongfully Dismissed Actually Feels Like and Why It Matters Legally

Most people don’t see it coming. One day you’re employed the next you’re sitting across from HR, being handed a letter and told your role has been eliminated. The shock is immediate. The clarity isn’t.

That disorientation is exactly what employers count on. The release form that arrives with your termination letter isn’t timed by coincidence. It comes when you’re at your most vulnerable stressed, uncertain about income, and under pressure to make a decision you’re not ready to make.

Many employees sign within days. Not because the offer was fair, but because waiting felt riskier than accepting. That decision, made in the worst possible moment, is often the most financially costly one of the entire process.

What most employees don’t realise is that the stress, the anxiety, and the circumstances surrounding how a dismissal was handled aren’t just personal they can be legally relevant. How you were let go, what was said, whether your mental health was affected, whether you were isolated or humiliated in the process these details matter when building a claim.

Having a lawyer changes the dynamic entirely. It removes the pressure of having to negotiate from a position of fear. It gives you time to think clearly. And it ensures the decision you make is informed not reactive.

Read: Wrongful Dismissal and Mental Health: How to Build a Stronger Claim

How Taman Singh Law Works With Brampton Employees

Most people who call us have never hired a lawyer before. They’re not sure what to expect, whether they can afford it, or whether their situation is serious enough to pursue. The first conversation is designed to answer all of that with no pressure and no commitment.

Here’s the process:

• Free consultation — You tell us what happened. We review your termination, your contract, and your offer. By the end of the call you’ll know where you stand and what your options are.
• Legal review — We assess your entitlements under both the ESA and common law, identify what’s missing from your package, and determine the strength of your claim.
• Negotiation — In most cases, matters are resolved without going to court. We negotiate directly with your employer to recover what you’re owed.
• Resolution — You receive a settlement that reflects your actual entitlements not the minimum your employer hoped you’d accept.

Our fee structure is designed to be accessible. You won’t face large upfront costs. We’ll be transparent about how fees work from the very first conversation.

Clients describe the process as straightforward and pressure-free one where every step was explained clearly and every call was returned. That’s the standard we hold ourselves to.

 Meet Taman Singh

We represent employees across Brampton, Mississauga, the Peel Region, and all of Ontario. If you’ve been terminated without cause, pressured to resign, or handed a package that doesn’t feel right we’re here to tell you what it’s actually worth.

Contact Us Today 

Common Myths About Employment Law in Ontario And the Truth Behind Them

“My employer can fire me for any reason.” Partially true but never the full story. In Ontario, an employer can terminate without cause, but they cannot do so without proper compensation. The reason for your dismissal may also be relevant terminations connected to a protected ground under the Human Rights Code are treated very differently.

“ESA is all I’m entitled to.” This is the most common and most costly misconception we encounter. The ESA sets the minimum common law often entitles you to significantly more, depending on your tenure, age, role, and circumstances.

“I resigned, so I have no case.” If you were pushed out through intolerable conditions, pay cuts, or a fundamental change to your role your resignation may legally constitute constructive dismissal. The label on what happened matters less than the circumstances behind it.

“Probation means I have no rights.” Probationary employees have fewer protections, but not zero. Depending on your contract and how the dismissal was handled, you may still have a valid claim.

“I waited too long I’ve lost my chance.” Ontario’s limitation period for wrongful dismissal claims is two years from the date of termination. Many employees assume they’ve missed their window when they haven’t.

“I already signed the release — it’s over.” Not necessarily. Releases signed under duress, without legal advice, or that fail to meet certain legal requirements can be challenged. If you signed quickly and without counsel, it’s worth a conversation. commitment.