LAWCRESTWrongful dismissal lawyer in Mississauga
Losing your job is stressful, and the offer you receive may not reflect what you are owed. Lawcrest helps employees across Mississauga and the GTA understand their rights, review severance offers and pursue fair compensation, with honest advice from the first call.
If your employer offers a severance package, do not sign a release until you have had it reviewed. You may be entitled to more than you were offered.
416-830-3369What is wrongful dismissal?
Wrongful dismissal generally means being let go without proper notice, or without the pay in place of notice, that the law or your contract requires. In Ontario, an employer can end employment without cause, but must give you enough notice or pay.
The minimum under the Employment Standards Act is often much less than what a court may award. The amount depends on your age, years of service, role and the job market, and there is no simple formula.
We review your situation, explain what you may be owed in plain language and tell you honestly what is realistic. Many cases settle without going to court.
- Employees dismissed without causeIncluding long-service and senior employees.
- Employees told they were fired for causeEmployers must be able to prove it.
- Employees pushed outIncluding significant changes to your job or pay.
Situations we help with
If your situation is not listed, call us. We will tell you plainly whether we can help.
Termination without cause
Dismissal with little or no notice, or with an offer that is lower than you are owed.
Alleged just cause
You were told you were fired for cause, and you disagree.
Constructive dismissal
Your employer made a major change to your job, pay or conditions that you did not accept.
Dismissal during a leave
Termination while on medical, parental or other protected leave.
Discrimination and reprisal
Dismissal linked to a protected ground, or to asserting your rights.
Group and mass terminations
Layoffs and restructuring affecting several employees at once.
Executive and senior terminations
Complex packages that include bonus, equity and other benefits.
Short-service dismissals
Dismissal during probation or after only a short time on the job.
What to do right away
The first days after a dismissal matter. These steps protect your position and your options.
- Do not sign anything right awayReleases and severance letters can end your right to claim more.
- Do not resignResigning can seriously weaken your position.
- Keep your documentsSave your contract, termination letter, pay stubs, emails and performance reviews.
- Write down what happenedDates, conversations and who was present, while it is fresh.
- Apply for Employment InsuranceApply promptly. Payments from your employer may affect when benefits start.
- Call usEarly advice often leads to a better outcome.
What you may be owed
Your entitlements depend on your contract, your length of service and the circumstances. These are the usual items we review.
- Notice or pay instead of noticeUnder the law, and sometimes more under common law.
- Severance payRequired in some cases, depending on the employer and your length of service.
- Unpaid wages, vacation pay and overtimeAmounts earned but not yet paid.
- Bonuses and commissionsAmounts earned or that would have been earned during the notice period.
- Benefits during the notice periodExtended health, dental, pension contributions and other benefits.
- Other lossesFor example, certain damages in cases of bad-faith treatment.
Severance offer red flags
Employers often offer a package that looks fair but is not. We look for these common problems.
- Only the legal minimumOffers limited to the statutory minimum may be far lower than a court would award.
- A short deadlinePressure to sign quickly, before you can get advice.
- A broad releaseGiving up all claims, including ones you may not know about.
- Missing itemsBonus, benefits, vacation or other entitlements left out.
- Restrictive termsNon-disparagement, repayment demands or other conditions.
- Unclear payment termsInstalments, taxes and timing that are not spelled out.
Do not wait: time limits apply
In Ontario, a claim for wrongful dismissal generally must be started within two years of the termination. Other claims have their own deadlines. A complaint under the Employment Standards Act has a limit, and an application to the Human Rights Tribunal of Ontario is generally subject to a shorter one-year limit.
Your employer may also set a short deadline to accept a severance offer. That deadline is a negotiating position, not always the law. Get advice before it passes.
If you are an employer
Ending employment carefully reduces your risk. We help employers handle terminations fairly and defend claims.
- Planning a terminationReviewing the contract and the risks before you act.
- Preparing a fair severance offerPackages that meet your obligations and reduce the chance of a claim.
- Defending a claimResponding to a demand letter or court action.
- Cause investigationsAdvice before alleging cause, which is hard to prove.
How we work with you
A clear process, with no surprises about where your matter stands.
Consultation
You tell us what happened. We listen, ask the right questions and explain where you stand in plain language.
Review the documents
We read your contract, termination letter and any offer to see what you are owed.
Assess your entitlements
We estimate your likely entitlements and tell you honestly what is realistic.
Negotiate
We negotiate with your employer, aiming for a fair package without a long dispute.
Legal action if needed
If negotiation fails, we can start a claim in the right court and keep you informed.
Resolution
We finalize the settlement or judgment and make sure you are paid.
How we price our work
We discuss costs at the start, so you can plan and decide with confidence.
Review of your situationFirst step
We review your documents and give you clear advice about your rights and options.
Review of a severance offerBefore you sign
We explain what is offered, what is missing and whether to negotiate.
NegotiationAiming for a settlement
We negotiate with your employer on your behalf, which resolves many cases.
Court proceedingsIf a settlement is not possible
We start and manage a claim in the right court, from the pleadings to trial.
Fee arrangementsDiscussed at the start
We explain the available fee options and what each means, before you commit.
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 or offer letter
- The termination letter and any severance offer
- Your Record of Employment
- Recent pay stubs and benefits information
- Performance reviews, emails and other relevant records
- A short timeline of what happened and when
Why clients choose Lawcrest
You are trusting us at a difficult time. 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.
Honest assessment
We tell you what is realistic, and we never promise an outcome we cannot control.
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.
Deadline discipline
We identify every time limit immediately and act on time.
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 much notice am I entitled to?
It depends. The Employment Standards Act sets a minimum, and your contract may affect it, but the common law notice period can be much longer. It depends on factors like your age, years of service, role and the job market.
Can my employer fire me without cause?
Yes, in most cases, but the employer must give proper notice or pay in lieu, and cannot fire you for a prohibited reason such as discrimination. We review whether yours was lawful.
What is just cause?
It means conduct so serious that the employer can end employment without notice or pay. It is a high bar, and the employer must prove it. Many allegations of cause do not hold up.
Should I sign the severance package?
Not until you have had it reviewed. A release can end your right to claim more. We can tell you whether the offer is fair and whether to negotiate.
How long do I have to make a claim?
Generally two years from termination for a wrongful dismissal claim, with shorter limits for some other claims. Do not wait, since evidence and options are best preserved early.
What is constructive dismissal?
It happens when your employer makes a major, unilateral change to your job, such as a big cut to pay or duties, that effectively ends your employment. You may be able to treat it as a dismissal.
Do I have to look for another job?
Generally you should make reasonable efforts to find new work, and you should keep records. How this affects your claim depends on the facts, and we explain the rules.
Is my information confidential?
Yes. Your communications with us are protected by solicitor-client privilege.
Testimonials
They made a complicated legal matter feel understandable. We always knew what was happening, why it mattered and what came next.
Carolean
Worker
We always knew what was happening, why it mattered and what came next. They made a complicated legal matter feel understandable.
Elena
Founder of a company
Lawcrest
@2026