Home / Practice areas / Workplace disputes

Workplace disputes lawyer in Mississauga

Harassment, discrimination, unpaid wages or unfair treatment can make going to work stressful. Lawcrest helps employees and employers across Mississauga and the GTA understand their rights, resolve workplace conflicts and take action where it is needed, with honest, confidential advice.

Book a consultation Call 416-830-3369

Confidential and privilegedPlain-language adviceFees discussed upfrontMississauga office

Document everything

Keep a record of incidents, dates and who was involved. Time limits can be short, and good records make a stronger case.

416-830-3369

You do not have to put up with it

Workplace disputes can take many forms: harassment, discrimination, pay problems, unfair discipline or being punished for raising a concern. They affect your health, your income and your career.

Ontario law gives employees real protections, and gives employers clear duties. Understanding them early often leads to a faster, calmer resolution.

We listen, explain your rights in plain language and help you choose the right path, whether that is a conversation, a formal complaint or legal action. Many matters are resolved without a hearing.

EmployeesFacing harassment, discrimination, unpaid pay or unfair treatment.
Managers and employersResponding to complaints and managing workplace conflict.
Workers on leaveDealing with accommodation, return to work and protected leaves.

Workplace disputes we help with

If your situation is not listed, call us. We will tell you plainly whether we can help.

Harassment and bullying

Repeated hostile, abusive or demeaning conduct, including sexual harassment.

Discrimination

Unfair treatment based on a protected ground, such as race, sex, age, disability or family status.

Failure to accommodate

An employer not making reasonable adjustments for disability, family needs or religion.

Unpaid wages and overtime

Missing pay, overtime, vacation pay, holiday pay or other amounts owed.

Reprisal and retaliation

Being punished for asserting your rights or raising a concern.

Unfair discipline and demotion

Suspensions, demotions, performance plans or reduced duties that are unfair.

Leave and return-to-work issues

Problems around medical, parental, family or other job-protected leaves.

Workplace investigations

Being the subject of an investigation, or needing one to be done fairly.

When should you speak to a lawyer?

The earlier, the better. Early advice can prevent the situation from getting worse.

The behaviour is repeated or seriousHarassment and discrimination rarely stop on their own.
You raised a concern and things got worseReprisal is not allowed and can be challenged.
You are owed moneyUnpaid wages and overtime can usually be recovered.
You have been put on a plan or suspendedThe way it is done can matter a great deal.
You are thinking of quittingResigning can hurt your rights. Get advice first.
You are an employer facing a complaintHow you respond affects the outcome.

What the law protects

Ontario law sets standards that employers must follow. These are some of the main protections we help enforce.

A workplace free of harassmentEmployers must take steps to prevent and respond to harassment.
Freedom from discriminationThe Human Rights Code protects employees on specific grounds.
AccommodationEmployers must accommodate needs related to protected grounds, up to the point of undue hardship.
Minimum employment standardsRules on pay, hours, overtime, vacation and holidays.
Job-protected leavesProtected time off for medical, family and other reasons.
Protection from reprisalYou cannot lawfully be punished for asserting your rights.

What to do right away

These steps protect your position while you decide what to do.

Write down what happenedDates, times, what was said or done, and who saw it.
Keep copies of key documentsEmails, messages, performance reviews, pay records and policies.
Report in writing if you feel able toFollow your workplace policy, and keep a copy of what you send.
Do not resign without adviceLeaving can weaken your claim.
Look after your healthKeep medical notes if the situation is affecting you.
Call usWe can explain your options before you make any decisions.

Your options

There is more than one way to resolve a workplace dispute. We explain each, including the likely time and cost, so you can choose with confidence.

Raise it internallyOften the first step

A conversation or written complaint under your workplace policy. It can resolve the issue quickly and creates a record.

Negotiation or mediationAiming for a settlement

We can approach your employer on your behalf, or take part in a mediation to reach an agreement.

Employment standards complaintFor pay and basic entitlements

A complaint to the Ministry of Labour about unpaid wages, overtime, vacation and similar standards.

Human Rights TribunalFor discrimination

An application to the Human Rights Tribunal of Ontario for discrimination and related reprisal, with a strict time limit.

Court actionFor serious or complex cases

A civil claim for matters such as constructive dismissal or other damages.

Union grievanceIf you are unionized

Unionized employees usually must use the grievance process under their collective agreement, with short deadlines.

Do not wait: time limits apply

An application to the Human Rights Tribunal of Ontario generally must be filed within one year of the incident. Civil claims and employment standards complaints are generally subject to two years. A union grievance can have a much shorter deadline.

Waiting can also make evidence harder to gather. Contact us as soon as you are concerned, so we can identify the time limits that apply to you.

If you are an employer

Handling workplace conflict well protects your people and your business. We help employers respond properly and reduce risk.

Responding to complaintsPractical advice on how to handle a harassment or discrimination complaint.
Workplace investigationsPlanning and managing a fair, thorough investigation.
Policies and trainingPolicies that meet Ontario requirements, and guidance for managers.
Accommodation requestsHow to assess and respond to accommodation requests lawfully.
Defending claimsRepresentation if a complaint or claim is made against you.

How we work with you

A clear process, with no surprises about where your matter stands.

Consultation

You tell us what is happening. We listen, ask the right questions and explain where you stand in plain language.

Review the facts

We go through your records and timeline to understand what happened and what evidence exists.

Options and strategy

We explain the available routes, the likely time and cost, and what we recommend.

Raise and negotiate

Where suitable, we approach the other side to resolve the matter without a formal process.

Formal complaint or claim

If needed, we file with the right body or court and keep you informed at every stage.

Resolution

We finalize the outcome and make sure the agreement or decision is carried out.

How we price our work

We discuss costs at the start, so you can plan and decide with confidence.

Initial reviewFirst step

We review your situation and give you clear advice about your rights and options.

Negotiation or mediationAiming for a settlement

We approach the other side or take part in mediation on your behalf.

Complaint or applicationTribunal or Ministry

We prepare and file the complaint, and represent you through the process.

Court proceedingsFor serious or complex cases

We manage a civil claim from the first filing to trial or settlement.

Employer advice and investigationsFor businesses

Advice, policies and support for investigating and resolving workplace issues.

What to bring to your consultation

Do not worry if you do not have everything. Bring what you can, and we will tell you what else is useful.

Your employment contract and any workplace policies
Your notes or log of incidents, with dates
Emails, texts and other messages about the issue
Pay records and schedules, if pay is the issue
Any complaint you made and the response you received
Medical notes, if your health has been affected

Why clients choose Lawcrest

You are trusting us with a sensitive situation. This is how we earn that trust.

Plain-language advice

No jargon. You understand each step and each choice before we act.

Cost clarity

We discuss our fees at the start so you can decide with full information.

Discreet and respectful

We treat your situation with care, and with respect for your privacy.

Confidential

What you tell us is protected by solicitor-client privilege.

Responsive

Your questions get answers, and you hear from us as your matter moves.

Practical approach

We look for the quickest route to a fair result, and we do not escalate for its own sake.

Regulated lawyers

Lawcrest is a professional corporation regulated by the Law Society of Ontario.

Local and accessible

Meet us at our Matheson Blvd office in Mississauga, or arrange a call.

Frequently asked questions

Still not sure? Call 416-830-3369 and we will talk it through.

How do I know if it is harassment?

Workplace harassment generally means a course of vexatious comment or conduct that is known, or ought reasonably to be known, to be unwelcome. Sexual harassment and conduct tied to a protected ground are also covered. We can assess your situation.

Do I have to report to my employer first?

Often it is wise to follow your workplace policy, and it creates a record. You are not always required to, and there are cases where you should get advice before doing so.

Can I be fired for complaining?

Employers are not allowed to punish you for lawfully asserting your rights. If you are disciplined or dismissed after complaining, you may have an additional claim.

What is the time limit to act?

It depends on the route. A human rights application is generally limited to one year, and many other claims to two years. A union grievance can be much shorter. Get advice early.

Do I need a lawyer for a Human Rights Tribunal application?

You do not have to have one, but a lawyer can improve how your case is framed and presented, and can guide you through settlement discussions.

What if I am in a union?

You usually must use the grievance process in your collective agreement, and the union decides how to proceed. We can advise on your rights and options, including those outside the grievance process.

Can I quit and still make a claim?

Sometimes, if the conditions are so bad that they amount to constructive dismissal, but it is risky. Get advice before you resign.

Is my information confidential?

Yes. Your communications with us are protected by solicitor-client privilege.

Call now

Testimonials