Employment Law
for Employees
Team Leader: Andrew Montague-Reinholdt
Work is often closely connected to a person’s identity, goals, and sense of security. When something goes wrong, whether it’s a sudden termination, a change in your job, or a situation that affects your dignity or wellbeing, it can take a serious toll. These issues can impact your finances, your confidence, and your career path, sometimes all at once.
Employment law exists to protect employees in these situations. It provides rules around termination, severance, contracts, workplace safety, human rights, and how employees should be treated at work. Understanding these rights can help you make informed decisions when facing uncertainty or conflict.
Our role is to guide you through these moments with clarity and practicality. We explain how the law applies to your situation, outline your options, and help you determine the steps that support your goals. We recognize that these situations are stressful, and our team is by your side throughout the process, whether you need one-time advice or ongoing representation.
Nelligan Law has one of the largest Employment Law teams in Ottawa, and we have decades of experience assisting employees from all industries and seniority levels. We regularly help clients with severance reviews, contract interpretation, harassment and discrimination concerns, accommodation requests, workplace investigations, and complex human rights matters. Our approach is grounded in clear communication and a strong understanding of how employment relationships work in practice.
If you’re facing a workplace issue, you don’t have to navigate it alone. Contact us today for a consultation and take the first step toward protecting your rights.
How Much Does an Employment Lawyer Cost?
We aim to make legal fees as clear and predictable as possible.
For individual employees, your first meeting costs $595 + tax. This initial consultation includes:
- A review of your documents (such as your contract, termination letter, workplace policies, or emails)
- A discussion of the circumstances that led to your concern
- Clear legal advice based on the information provided
- Written or verbal recommendations regarding next steps
For some clients, this single consultation offers the guidance they need to move forward.
If your matter requires continued assistance, such as negotiating with your employer, preparing additional correspondence, reviewing further documentation, or starting litigation, we transition to an hourly billing structure. Hourly rates vary depending on the experience level of the lawyer involved, and we always discuss costs with you in advance so you know what to expect before moving ahead.
How we support
A severance package is offered when an employer ends your employment without cause, which is a type of termination that doesn’t stem from misconduct or performance issues. These situations often arise due to restructuring, changes in funding, shifting business needs, or organizational realignment. Severance is intended to help bridge the financial gap as you transition out of your role, but the initial offer does not always reflect everything the law may entitle you to.
A severance package can include pay in lieu of notice, continuation of benefits, compensation for unused vacation, and other terms. However, under Ontario law, your full entitlements depend on a variety of factors: your age, length of service, seniority, the nature of your work, and how long it may reasonably take you to find similar employment. Because of these factors, many severance offers fall short of what an employee is legally owed.
Employers often place a deadline on accepting a severance package. While these timelines may appear firm, they are frequently negotiable or extendable, particularly when an employee seeks legal advice. It is important not to feel rushed into signing before you understand the implications.
Reviewing a severance package is similar to getting a home inspection before a major purchase. For many people, a severance package is one of the largest lump‑sum payments they will receive in their lifetime. You may ultimately confirm that everything is in order, but the due diligence is essential. A thorough review ensures you’re not overlooking compensation, benefits, or rights that you are legally entitled to receive.
Once a severance agreement is signed, it is usually final, and there is little opportunity to revisit or renegotiate it. For this reason, we strongly recommend speaking with a lawyer before signing anything. Our team reviews your offer in detail, assesses whether the terms are fair based on your situation, and advises on whether negotiation is appropriate. If improvements can be made, we can engage with your employer to help ensure you receive the full compensation you are entitled to.
Starting a new job is an exciting step, and in that excitement, many people overlook the importance of reviewing the employment contract before signing. Employment agreements often contain clauses that have long‑term implications – sometimes years into the future. These may include termination provisions, non‑competition and non‑solicitation terms, confidentiality requirements, intellectual property rules, and details about bonuses, commissions, overtime, or benefits.
At the beginning of a new role, these clauses may seem like standard paperwork, but they can significantly affect your rights if a dispute arises later. For example, a termination clause might limit the amount of severance you can receive, or a restrictive covenant might impact your ability to work in your industry after leaving the company. Understanding these terms before signing can help you avoid surprises down the road.
Our team can review your contract, explain the meaning and consequences of each clause in plain language, and highlight any risks or limitations. We also identify opportunities for clarification or negotiation, and identify potential changes that can better protect your interests and reduce the likelihood of future conflict.
Taking the time to review an employment contract early on is a form of preventative care. Much like reading the fine print on a mortgage or major financial agreement, it provides certainty and ensures you enter your new role with a full understanding of your rights.
Workplace bullying, harassment, and discrimination can be overwhelming experiences that affect your wellbeing, job performance, and overall sense of security. These behaviours may be overt, such as threats, inappropriate comments, or unwanted advances, or they may be subtle, like exclusion, intimidation, or repeated undermining. They can come from coworkers, supervisors, managers, or even customers and clients.
In Ontario, employees are protected under both the Occupational Health and Safety Act and the Ontario Human Rights Code. These laws prohibit discrimination and harassment based on specific protected grounds, such as race, sex, disability (including mental health-related conditions), age, family status, sexual orientation, gender identity, and several others. Employers also have a legal duty to maintain a safe work environment, respond to complaints, and take appropriate steps to address harmful behaviour once they are aware of it.
Employment lawyers play an important role in helping employees understand their rights and options in these situations. We can help you determine whether what you’re experiencing meets the legal definition of harassment or discrimination, explain the protections available under Ontario law, and explore whether internal steps (such as raising a concern with HR or requesting an accommodation) may resolve the issue. If the behaviour persists or is serious in nature, we can help you organize evidence, communicate with your employer on your behalf, or pursue formal legal remedies through the Human Rights Tribunal of Ontario or the courts.
Every situation is different. Some employees want support in staying in their job and ensuring the behaviour stops; others want assistance with negotiating a safe and fair exit from the workplace. Through clear guidance and steady support, we help you regain control of the situation and move toward a healthier working environment.
Ottawa is, in many ways, a government town. A large portion of the workforce is employed by federal departments, agencies, and Crown corporations. As a local firm with decades of experience, we understand the unique structure, processes, and expectations that come with working in the public service. Employment issues in federal workplaces can feel more complex than in the private sector because they often involve additional layers of policy, security requirements, and formal procedures.
Working in the federal public service comes with its own terminology and rules such as security clearances, classification systems, staffing mechanisms, and detailed codes of conduct. When a problem arises, whether it involves performance management, discipline, discrimination, harassment, conflict of interest concerns, or an unexpected termination, employees may find it difficult to navigate these processes on their own. The consequences can feel significant, particularly when security screening, future mobility, or pension eligibility may be affected.
Our team assists non-unionized federal government employees, including executives (EX group), term and casual employees, contractors, consultants, and public service workers who are not covered by a collective agreement. We help clients understand how the relevant policies and legislation apply to their situation, including the Financial Administration Act, Treasury Board directives, departmental policies, and human rights legislation. We also assist with issues related to workplace investigations, duty-to-accommodate requests, conflict resolution, and concerns about unfair or discriminatory treatment.
Because public service workplaces follow very specific procedures, having guidance from someone familiar with those systems can make a meaningful difference. We work with employees to clarify their rights, interpret correspondence and policies, prepare responses to performance letters or investigation reports, and help determine whether internal resolution, negotiation, or formal legal action is the most appropriate next step.
Frequently Asked Questions About Employment Law
How long do I have to accept a severance package?
Most employers include a deadline, but these timelines are usually negotiable. You can ask for more time, especially if you want a lawyer to review the offer. You should avoid signing anything until you fully understand your rights, because once it’s signed, it’s usually final.
Do I need a lawyer to review my employment contract?
You don’t have to, but it can be very helpful. Employment contracts often include terms that affect your future rights, like how much severance you would get or whether you can work for a competitor. Getting the contract reviewed before you sign can prevent problems later.
What counts as workplace harassment
or discrimination in Ontario?
Harassment includes unwelcome behaviour that makes you feel threatened, uncomfortable, or humiliated. Discrimination means being treated unfairly because of a protected reason – such as your race, sex, age, disability, religion, family status, gender identity, or sexual orientation. Both are prohibited under Ontario law.
What does constructive dismissal mean?
Constructive dismissal happens when your employer changes your job in a major, negative way. This can involve such as cutting your hours or pay, changing your role, moving you to a different location, or creating a toxic environment, without your agreement. The law may treat this the same as being fired, which means you could be entitled to compensation.
What are my rights if I experience a toxic or unsafe work environment?
You have the right to a safe workplace. Your employer must look into complaints, address harmful behaviour, and take steps to protect you. If problems continue, you may have options under health and safety laws, human rights laws, or general employment law.
Can I negotiate a better severance package?
Often, yes. Many severance packages don’t reflect an employee’s full legal entitlements. A lawyer can tell you if the offer is fair and negotiate improvements on your behalf.
What should I do if HR asks me to participate in a workplace investigation?
It’s helpful to understand your rights and obligations before the meeting. A lawyer can explain the process, help you prepare, and make sure your statements are clear and accurate. This can be especially important if you’re the respondent or the complainant.
How do I ask for accommodation at work?
Start by telling your employer that you need an accommodation and providing medical or other supporting information if required. Accommodations can include modified duties, flexible schedules, or other adjustments. Employers in Ontario must accommodate disabilities up to the point of undue hardship.
How much does it cost to hire an
employment lawyer in Ontario?
At our firm, the first meeting costs $595 + tax. This includes a review of your documents, a discussion of your situation, and clear advice on your options. If you need more help after that, we move to an hourly billing structure and explain all costs ahead of time.
Do I get a severance package if I quit?
Usually not. However, if you quit because your employer significantly changed your job or created a toxic environment, it may be considered constructive dismissal, which can entitle you to severance. It’s important to get advice before resigning.
What are signs of a toxic workplace?
Common signs include constant criticism, unreasonable workloads, exclusion, bullying, inconsistent treatment, fear of retaliation, or stress that affects your health. Harassment, discrimination, and ongoing conflict can also create a “poisoned” work environment under the law.
What are my rights if my job role and
responsibilities have changed?
Minor changes are normal, but major or negative changes may not be allowed. If your hours, responsibilities, pay, or title have changed significantly without your agreement, you may have a constructive dismissal claim.
Can I still get a reference from my employer if I get a lawyer to review their
offer?
Yes. Many employers still provide references, even when lawyers are involved. A lawyer can also help you confirm what type of reference or confirmation of employment your employer will provide before you sign any agreement.
