The Ontario Superior Court of Justice decision in M. v. Zim, 2024 ONSC 5540, is a helpful reminder for employees: long service matters and unclear termination clauses often won’t limit your rights. In this case, an employee with 21 years of service was terminated without cause. The employer relied on a termination clause that it … Read more
The Ontario court decision of McPherson v. Global Growth Assets Inc., 2025 ONSC 5226 (CanLII) sends a clear message: when an employee is terminated, the employer cannot use the court process to punish, intimidate, or delay payment by launching unfounded counterclaims. In this case, the court rejected an employer’s attempt to turn a wrongful dismissal … Read more
An Ontario court decision confirms that withholding unpaid commissions after termination, including commissions owed during the statutory notice period, can justify punitive damages. In C. v. Oracle Canada ULC, 2025 ONSC 4889 (CanLII), the court awarded an employee 12 months of reasonable notice plus $57,740.55 in punitive damages after the employer failed to pay commissions … Read more
The Ontario Superior Court decision in G. et al. v. Canadian Imperial Bank of Commerce, 2025 ONSC 5218 is an important reminder for employees working in federally regulated workplaces—such as banks, telecommunications companies, and interprovincial transportation businesses—that an unlawful termination clause can dramatically increase the compensation you are owed after dismissal. In this case, employees … Read more
In the Ontario Superior Court decision K. v. Kingston Area Taxi Licensing Commission, 2025 ONSC 4706 confirms an important point for employees: a toxic, hostile work environment can amount to constructive dismissal, even if the employer never formally fires you. The court also made clear that employers who act in bad faith, particularly during medical … Read more
A decision of the Ontario Superior Court of Justice in F. v. Prep Doctors Corp. et al., 2025 ONSC 5383 (Justice Parghi) confirms that parties cannot use procedural tactics to delay mandatory steps in litigation, including mediation. When a party ignores deadlines, fails to follow court procedures, or tries to stall the process, the consequences … Read more
A decision of the Ontario Superior Court of Justice in F. v. Prep Doctors Corp. et al., 2025 ONSC 5383 (Justice Parghi) shows that when a party ignores deadlines, fails to follow court procedures, or tries to stall litigation, the consequences can be significant — including an abandoned motion and a substantial costs award. This … Read more
The Ontario Superior Court of Justice recently confirmed that employees have ongoing obligations after their employment ends when it comes to confidentiality and post-employment conduct. In B. v. M. (2025 ONSC 2365), the Court granted powerful remedies after finding that a former employee engaged in a prolonged pattern of harassment and misuse of confidential information … Read more
A recent Ontario Superior Court of Justice decision confirms that employers cannot rely on hearsay or unproven allegations to justify a just cause termination in Ontario. Without reliable, admissible evidence of serious misconduct, a dismissal for cause will not stand. In W. v. Brandt Tractor Inc., 2025 ONSC 2571, the Court rejected the employer’s attempt … Read more
The Ontario Court of Appeal has confirmed that when a termination clause clearly limits severance to the minimums under the Employment Standards Act (ESA), employees cannot claim additional common law notice — even if the wording feels harsh or confusing. Case Overview In B. v. Datastealth Inc. (2025 ONCA 379), the Court dismissed an employee’s … Read more