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Ontario Employment Lawyers

Workplace issues can turn your life upside down fast—especially when your income, benefits, and reputation are on the line. If you’ve been fired, pressured to quit, or treated unfairly at work, an experienced Ontario employment lawyer can help you understand your rights and push back with confidence.

At Cariati Law, we help employees across Ontario protect what they’ve earned and pursue the compensation they’re legally entitled to—without the stress of trying to take on an employer alone.

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Please let us know some of the details…

If you’re receiving treatment, which of the following apply: *
Extent of vehicle damage *
Were you injured in a crash with a commercial truck? *
Has your doctor taken you off work? *
Were you the driver of the vehicle at the time of the crash? *
Was the vehicle insured? *
Who was involved in the accident? *
Is the driver the owner of the vehicle? *
Who was at fault in the accident? *

Please let us know some of the details…

When did the accident occur? *
Where did your fall happen? *
What caused your fall? (Select all that apply) *
Were you injured? *
Did you receive medical treatment? *
Was your fall caused by snow or ice? *
Did you provide written notice within 60 days? *
Did you notice the hazard before your fall? *
Were there any warning signs (e.g., wet floor sign)? *
Did you take photos or videos of the scene? *
Were there witnesses? *
Was an incident report completed? *
What injuries did you suffer? *
Are you still experiencing symptoms? *
Did you miss work due to the injury? *
Are you currently unable to work? *
Have your injuries affected your daily activities? *
Have you incurred out-of-pocket expenses? *
Preferred contact method
When did the accident occur? *
Where did the accident happen? *
Were you struck by a vehicle? *
Did you sustain injuries? *
Did you receive medical treatment? *
Do you know who was at fault? *
What was the driver doing at the time? *
Were you in a crosswalk or had the right of way? *
Did police attend the scene? *
Was a police report filed? *
Were there witnesses? *
Do you have photos or video evidence? *
Do you know the driver’s insurance information? *
Did the driver remain at the scene? *
Do you have your own auto insurance policy? *
Were you a cyclist or pedestrian at the time? *
What injuries did you suffer? *
Were you hospitalized? *
Are you still experiencing symptoms? *
Did you miss work due to the accident? *
Are you currently unable to work? *
Have your injuries affected your daily life? *
Have you incurred expenses (medical, rehab, etc.)? *
Have you applied for accident benefits? *
Have you spoken to an insurance company already? *
Have you given a recorded statement? *
At the time of the accident, were you: *
Preferred contact method

For Ontario, a wrongful death claim typically needs a death caused by negligence or wrongdoing, a qualifying family member, recoverable losses, and compliance with limitation periods.

When did your loved one pass away? *
What caused the death? *
Do you believe the death was caused by someone else’s negligence or wrongdoing? *
What was your relationship to the deceased? *
Are there other close family members affected by this loss? *
Do you know who may be responsible? *
Was there an investigation (police, coroner, workplace, etc.)? *
Were any charges or findings made against a person or company? *
Do you have any of the following? (Select all that apply)
Was the deceased financially supporting you or your household? *
What was the deceased’s employment status? *
Did their death result in loss of income or financial support? *
Have you incurred expenses related to the death?
Have you spoken to a lawyer about this matter? *
Have you started any legal action? *
Has any insurance company contacted you? *
Preferred contact method
When did the incident occur? *
What happened? *
Were you injured? *
Did you receive medical treatment? *
Where did the incident occur? *
Was the dog on a leash or under control? *
Do you know the dog owner? *
Do you have the dog owner’s contact information? *
Did the dog bite you or make physical contact? *
Did the dog show aggression before the incident? *
Were there any warning signs (e.g., ‘Beware of Dog’)? *
At the time of the incident, were you: *
At the time of the incident, were you: *
Did the dog react suddenly or without warning? *
What injuries did you suffer? *
Were stitches or surgery required? *
Are you left with permanent scarring? *
Are you still experiencing symptoms? *
Did you miss work due to the injury? *
Have your injuries affected your daily life? *
Do you have photos of your injuries? *
Do you have photos of the dog or scene? *
Were there witnesses? *
Was the incident reported? *
Have you spoken to a lawyer about this incident? *
Have you spoken to an insurance company? *
Have you given a statement? *
Preferred contact method
Were there other parties involved? *
Was the responsible party insured? *
Did you require medical attention? *
Are you still experiencing pain or disability? *
Are your injuries affecting your ability to work or perform daily activities? *
Do you believe someone else caused your injury? *
Were police or other authorities involved? *
Were any accident reports filed? *
Have you reported the accident to any insurance company? *
Have you received any offers from insurance for settlement? *
Are you currently represented by a lawyer? *
Type of Concern (check all that apply) *
Did the resident suffer injuries or health complications as a result? *
Were medical professionals involved? *
Were any photographs taken? *
Has the incident been reported to Nursing Home Management? *
Has the incident been reported to Local Police? *
Has the incident been reported to Ministry of Long-Term Care / Inspector? *
Has legal action been initiated? *
Is the resident currently safe? *
Do you live in Ontario and do you work for an Ontario company? *
Employment Type *
Were you terminated or did you resign? *
Were you given a reason for termination? *
Were you provided with a termination letter or severance agreement? *
Did you sign a severance agreement? *
Maximum file size: 50 MB
Did the employer provide any compensation beyond final paycheck? *
Were you pressured to sign the agreement quickly? *
Do you feel the severance offer was fair? *
Did you have any employment contract in writing? *
Are there any non-compete, confidentiality, or restrictive covenants in place? *
Do you work for a union or a city or government agency? *

Based on your answer, this matter is outside the scope described in the intake form.

Are you currently represented by another lawyer? *

When you may need an experienced Employment Lawyer

You don’t need to “wait until it gets worse.” In many cases, the earlier you get legal advice, the more options you have. Consider speaking with an employment lawyer if you:

  • Were terminated or laid off (with or without cause)
  • Were offered a severance package and feel pressured to sign quickly
  • Were told your role was “eliminated,” but you suspect the real reason is different
  • Are being harassed, bullied, or discriminated against at work
  • Were demoted, had your pay cut, or your job duties changed significantly
  • Are being forced into resignation or “mutual separation”
  • Are owed unpaid wages, commissions, bonuses, or vacation pay
  • Are dealing with a disability-related issue, medical leave, or accommodation dispute

If something feels off, trust that instinct. Employers often have HR teams and lawyers behind the scenes. You deserve the same level of protection.

Types of Ontario employment law cases we handle

Employment law issues can show up in many forms. Cariati Law can assist with matters such as:

Wrongful dismissal

Termination without cause and severance disputes

Termination for cause (and challenges to “just cause” allegations)

Constructive dismissal (when your employer forces you out by changing your job)

Workplace harassment and bullying

Discrimination and human rights violations

Retaliation for reporting misconduct or asserting your rights

Unpaid wages, overtime, commissions, bonuses, and vacation pay

Medical leave, disability, and accommodation disputes

Employment contract reviews (including non-competes and non-solicits)

Every situation is different. Our job is to look at the facts, identify leverage, and help you move forward with a clear plan.

Don’t leave money on the table after termination

If you’ve been terminated, it’s easy to feel like you have no choice but to accept what’s offered—especially when bills are due. But here’s the truth:

Many employees are offered less than they’re entitled to.

Severance and termination pay can involve more than just a few weeks of pay. Depending on your role, length of service, age, and other factors, you may be entitled to significantly more than the initial offer.

Before you sign anything, get advice. Once you accept and sign a release, it can be very difficult to go back and ask for more.

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Why employers often don’t offer the full benefits package you’re entitled to

When an employer lets you go, they may present a severance package as “standard” or “final.” In reality, many termination offers leave out key compensation and benefits that may be owed.

For example, depending on your circumstances, your entitlements may include:

  • More severance than the first offer (sometimes substantially more)
  • Continuation of benefits (health, dental, disability) for a longer period
  • Bonus, commission, or incentive pay that should be included in the calculation
  • Vacation pay and other accrued amounts
  • Pension or RRSP contributions that may be part of your total compensation

Employers may not explain what you could claim under common law, and they may set short deadlines to pressure you into signing. A lawyer can review what’s being offered, identify what’s missing, and negotiate for a fair result.

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How Cariati Law can help with your employment law matter

When your job ends—or your workplace becomes unbearable—you need practical advice and strong advocacy. Cariati Law can help by:

  • Reviewing your termination letter and severance package
  • Explaining your rights in plain language and outlining your options
  • Calculating what your severance may be worth
  • Negotiating directly with your employer or their lawyer
  • Helping you respond to allegations of “cause”
  • Pursuing claims for unpaid wages, bonuses, commissions, or benefits
  • Guiding you through human rights-related workplace issues

We focus on clear strategy, fast action, and protecting your financial future.

Contact Cariati Law employment lawyers for a free consultation

If you’ve been terminated, it’s easy to feel like you have no choice but to accept what’s offered—especially when bills are due. But here’s the truth:

Call Cariati Law for a free consultation: 905-629-8040.

You worked for your income, your benefits, and your future. When you’re fired, make sure you get the full financial package you deserve. Let us help you pursue what you’re owed.

Free Case Evaluation

Let’s Get Started on Your Case

Step 1

Contact Cariati Law

Call 905-629-8040 or submit our online form to request your free consultation. Our team is available 24/7 to speak with you and begin assessing your situation.

Step 2

Tell Us About Your Case

During your consultation, we will review the details of your accident or legal matter, answer your questions, and explain your rights under Ontario law.

Step 3

We Pursue Your Claim

If your case qualifies, we will begin building your claim immediately. We handle communication with insurance companies and pursue compensation on your behalf, with no fees unless we win.

Free Case Evaluation

What is Wrongful Dismissal?

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Understand wrongful dismissal. When an employee is dismissed from their position without any warning or reasonable notice, that employee may have been wrongfully dismissed.

•

Review the notice given. An employer is required to give an employee notice prior to dismissal. If the amount of notice is insufficient it can be considered wrongful.

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Understand how termination may be handled. An employer might have a valid reason for terminating an employee, but minimum warning may still be required. Notice can be provided through working notice or salary continuance, depending on the company or organization.

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Know that laws differ. There are multiple acts in place that protect both employees and employers, and they differ depending on the province or territory where you are located. These laws are complex and frequently changing.

•

Get timely legal guidance. Workplace issues occur almost every day and require an in-depth investigation and timely legal guidance from an experienced Employment Law firm.

Basic employment rights and protected groups

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Basic rights at work. These rights may include hours of work per day, minimum wage, allotted sick days, vacation packages, and severance provisions.

•

Check the employee handbook. Basic employment rights can often be found in an employee handbook issued by the company or organization.

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Protected groups under the EEA. The Employment Equity Act protects four designated groups in particular: women, people with disabilities, Aboriginal people, and minorities.

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Stay informed. Employment laws continue to change over time, so it is important to stay informed and up to date.

•

Seek advice early. An experienced employment lawyer can help you understand how these rules may apply to your situation.

Frequently Asked Questions

Still have questions?
What counts as workplace harassment in Ontario?

Workplace harassment can include unwelcome comments or conduct that a reasonable person would find intimidating, humiliating, or threatening. It can happen in-person, by email/text, on calls, or through workplace chat tools.

Is bullying at work considered harassment in Ontario?

Sometimes. Many people search this exact question. Repeated bullying, intimidation, or degrading treatment may qualify as workplace harassment depending on the facts. A lawyer can help you understand whether what you’re experiencing meets the legal definition and what options you have.

What should I do if I’m being harassed at work?

If you’re safe to do so, start documenting what’s happening.

Helpful steps:

  • Write down dates, times, what was said/done, and who witnessed it
  • Save emails, texts, DMs, and screenshots
  • Report it through HR or your employer’s harassment policy (if available)
  • Get medical support if it’s affecting your health
Can I be fired for reporting workplace harassment?

Retaliation (reprisal) for raising harassment concerns may be illegal. If you were punished, demoted, cut out of shifts, or terminated after reporting harassment, speak with an Ontario employment lawyer right away to protect your rights.

What if HR doesn’t help or the harassment is coming from my manager?

This is common. If the employer doesn’t investigate properly, ignores your complaint, or the harasser is in a position of power, you may still have legal options. Getting legal advice early can help you choose the safest, strongest path forward.

What is retaliation (reprisal) after reporting harassment?

Retaliation can include being fired, demoted, cut out of shifts, disciplined, or punished after you report harassment or ask for help. If this happens, it’s important to speak with an Ontario employment lawyer quickly.

What should I do if I’m not sure whether what I’m experiencing is harassment?

Trust your instincts and start documenting. Save messages, write down dates/times, and note witnesses. A lawyer can help you understand whether it meets the legal definition and what your safest next steps are.

Free consultation: Call Cariati Law at 905-629-8040.

Can workplace harassment lead to a constructive dismissal claim in Ontario?

Possibly. If harassment creates a toxic work environment and your employer fails to fix it, you may have a constructive dismissal claim. These cases are time-sensitive and evidence-heavy, so it’s important to get legal guidance before you resign.

Free consultation: Call Cariati Law at 905-629-8040.

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Call 905-629-8040 to request a free consultation about your employment law matter in Ontario. Clear advice starts here. Passion behind every case.

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