Fired in Edmonton? Your employer’s severance offer may not be everything you are owed.
The wrongful dismissal lawyers at Samfiru Tumarkin LLP help non-unionized employees in Edmonton challenge inadequate severance packages, respond to allegations of misconduct and pursue the compensation they are legally owed.
Whether you received a termination package or were told you would get nothing, we can review what happened and explain your next step. Depending on your employment contract and circumstances, your severance could be as much as 24 months’ pay.
Your employer’s signing deadline is not your legal deadline to pursue severance. An offer can expire, but that does not erase your underlying rights. Get advice promptly rather than signing under pressure.
Find Out If You’re Owed More →
How Our Wrongful Dismissal Lawyers Help Edmonton Employees
Wrongful dismissal generally means your employer ended your employment without providing the notice or compensation you were legally entitled to receive. You do not have to prove discrimination or personal mistreatment to have a severance claim.
We look beyond what your employer calls the dismissal and assess whether you received what you were owed.
You were fired without enough severance
Your employer may describe its offer as “standard,” “generous” or “the Alberta maximum.” Those descriptions do not determine your legal entitlement.
We review your employment contract, compensation and work history to identify whether the offer falls short. If you simply want a package checked before responding, our Edmonton severance pay lawyers can help.
You were fired “for cause” and offered nothing
A claim of poor performance, misconduct or insubordination does not automatically justify withholding severance. Your employer must be able to establish legal grounds for dismissal without notice or pay.
We examine the allegations, your employment history and the evidence behind the decision. If the employer’s position does not hold up, we can challenge it. Learn more about termination for cause in Alberta.
Your employer pushed you to quit
A significant pay cut, demotion or other fundamental change to your job can amount to constructive dismissal. Serious workplace mistreatment can also raise this issue.
Speak with our constructive dismissal lawyers for Edmonton before resigning or accepting new terms. How you respond can affect your right to compensation.
Your dismissal involved discrimination or retaliation
Were you dismissed after requesting disability accommodation, announcing a pregnancy or asserting a protected workplace right? Tell us about the timing and what your employer said.
We assess your severance entitlement and whether additional legal protections apply. Our Edmonton human rights lawyers can help with dismissals involving workplace discrimination.
Find Out What Your Employer Owes You
Alberta’s minimum termination pay is not necessarily your full entitlement. Your employment contract and factors such as your age, length of service, position and prospects of finding similar work can affect the compensation available.
We assess more than base salary. Bonuses, commissions, benefits and other parts of your compensation may also need to be included. We also check whether a termination clause your employer relies on is legally enforceable.
For a fuller explanation of compensation and claims, read our Wrongful Dismissal Alberta guide. For an initial estimate, try our Severance Pay Calculator.
The question is whether it covers what you are legally owed. We can identify the shortfall and pursue the missing compensation.
You Do Not Have to Deal With Your Former Employer Alone
Our job is to explain your options, build your claim and handle the legal discussions on your behalf.
1. We assess your dismissal
We review your termination letter, employment agreement, compensation and the circumstances surrounding your dismissal. You receive advice about what you may be owed and the strengths and challenges of your case.
2. We take over the negotiations
Once retained to represent you, we can communicate directly with your employer or its lawyer. We present the basis for your claim, respond to their position and pursue an appropriate settlement.
3. We move your case forward
Many dismissal disputes can be resolved through negotiation without a trial. When an employer will not provide appropriate compensation, we can pursue a legal claim and explain the steps, costs and decisions involved.
Getting advice, negotiating a settlement and taking a case to trial are different steps. We explain what is necessary for your situation before moving forward.
Talk to Us About Your Dismissal →
Alberta Employees We Have Helped
Offered nothing. Awarded more than $58,000.
Our team represented an Alberta product specialist who was fired after more than 11 years of service. His employer alleged that performance problems and misconduct justified giving him no severance.
The Alberta Court of Justice rejected the employer’s grounds for withholding severance and awarded $58,445.20. The court also dismissed the employer’s claim against him for business losses.
Read how we secured this Alberta court win →
Full severance without going to court
An Alberta hotel manager was fired without cause and offered only minimum termination entitlements. After she hired our firm, the employer changed its position and alleged that it had cause to dismiss her.
We identified an unenforceable termination clause in her employment contract and secured the severance she was legally entitled to through negotiations—without going to court.
Read how we resolved her dismissal →
Why Choose Samfiru Tumarkin LLP?
You need more than an explanation of the law. You need someone to assess your dismissal, tell you where you stand and pursue the compensation that is missing.
Our Alberta employment law team, including Jarret Janis, Karen Tereposky and Anna Xu, helps employees with severance disputes, wrongful dismissals and related workplace issues.
We explain your options in straightforward language, handle discussions with your former employer and keep you informed as your case progresses. We negotiate with employers and represent employees in court when necessary.
For our broader workplace services, visit our Edmonton employment lawyers page.
Contingency fees are available
We offer contingency arrangements for appropriate employment matters. Under these arrangements, our employment-law contingency fee is calculated on the additional money we recover for you, rather than the amount your employer had already offered.
We explain the applicable fees, expenses and taxes before you agree to representation. Our intake team will also tell you whether a consultation fee applies before you book. Read more about our fees.
What to Have Ready
Have your termination letter, severance offer and employment contract available, along with recent pay information. Relevant emails, performance reviews and bonus or commission documents can also help us assess your claim.
Keep records you are legally entitled to retain. Do not take unrelated confidential company information.
You do not need every document before contacting us. Start by telling us what happened and whether your employer has given you a deadline.
Questions About Wrongful Dismissal in Edmonton
Can I have a claim if my employer eliminated my position?
Yes. A restructuring, downsizing or position elimination does not, by itself, remove your right to proper notice or compensation. We can assess whether your employer met its obligations when it ended your employment.
Can I claim wrongful dismissal after receiving some severance?
Potentially. Receiving a payment does not necessarily mean you received everything you were owed. Whether you signed a settlement or release is important. Send us the offer and any documents you accepted so we can assess your position.
What if I already signed a release?
A signed release can prevent you from pursuing additional compensation. There are limited circumstances in which its validity may be challenged, but you should not assume it can be undone. Get advice about the wording and circumstances of the agreement.
How long do I have to bring a wrongful dismissal claim?
Alberta’s basic limitation period for a civil wrongful dismissal claim is generally two years from discovery of the claim. Other complaints can have much shorter deadlines. Contact a lawyer promptly rather than waiting for that period to approach.
For eligible employees in federally regulated workplaces, an unjust dismissal complaint normally has a 90-day deadline from dismissal. We can identify which rules and deadlines apply to your employment.
Should I keep looking for work while pursuing severance?
Yes. Reasonable efforts to find comparable work can matter to your claim. Keep a record of applications, interviews and offers, and tell your lawyer about any new income or restrictions affecting your job search.
Can your firm help if I am unionized?
Our employment law team does not represent employees in unionized workplace disputes. Contact your union promptly about your dismissal and the grievance deadlines that apply.
Speak With a Wrongful Dismissal Lawyer for Edmonton
You have lost your job. You should not have to guess whether your employer has paid you properly.
Tell Samfiru Tumarkin LLP what happened. We can review your dismissal, explain your options and help you pursue the severance you are owed.