Record of Employment (ROE) Codes in Canada: Comprehensive Guide

When it comes to navigating the intricacies of employment in Canada, understanding the Record of Employment (ROE) is crucial for both employees and employers. The ROE is a vital document that plays a key role in the Canadian employment landscape, particularly in situations like job transitions or applying for Employment Insurance (EI).

This guide sheds light on ROE codes, offering explanations for each, with a special focus on Code M and how it can impact your rights when you lose your job.

What is a Record of Employment (ROE)?

The Record of Employment is a document detailing how long you worked for an employer and how much you earned. This report is essential for employees applying for Employment Insurance (EI) benefits, as it allows Service Canada to determine eligibility, the type of benefits to be received, and the amount and duration of the benefits.

Employers must issue an ROE each time there is an interruption in earnings, regardless of the reason. It could be due to layoffs, termination, or even significant changes in your work hours. The digital age has made this process more streamlined, with most ROEs now being submitted electronically directly to Service Canada, making them accessible online through the My Service Canada Account (MSCA).

List and explanation of ROE codes

ROE codes are critical because they describe the reason for the employment interruption. Each code has a specific meaning and is used in different scenarios:

• Code A – Shortage of Work / End of Contract or Season: Used when the employee is laid off due to a lack of work or the end of a contract or season.
• Code B – Strike or Lockout: Applied in situations where work is disrupted due to a strike or lockout.
• Code C – Return to School: This is used when an employee leaves a job to return to school.
• Code D – Illness or Injury: When an employee is absent or quits due to illness or injury, this code is used.
• Code E – Quit: Applied when an employee voluntarily leaves their job.
• Code F – Maternity Leave: Used specifically when an employee is leaving for maternity leave.
• Code G – Retirement: This code is used when an employee retires from their job.
• Code H – Work Sharing: Applicable for employees participating in a Work-Sharing agreement.
• Code J – Apprentice Training: Used when an employee leaves for an apprenticeship training program.
• Code K – Other: A general code used for other reasons not specified by other codes.
• Code M – Dismissal: If an employee is dismissed or terminated, this code is used.
• Code N – Leave of Absence: Used when an employee is on a leave of absence.
• Code P – Parental Leave: Employed when an employee goes on parental leave.
• Code Z – Other – Explain in Block 18: Used for other reasons that need further explanation; these specifics are provided in Block 18 of the ROE.

Understanding ROE codes for employees

For employees, comprehending these codes is fundamental. They not only explain the reason for your employment ending but also play a crucial role in determining your eligibility for EI benefits. It’s important to ensure that your ROE accurately reflects the reason for your employment interruption. If you disagree with the code used, it’s important to address these with your employer or consult with Service Canada for clarification.

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Code M: Navigating termination for cause and without cause

When you’re let go from your job in Canada, your employer gives you a Record of Employment (ROE). One important part of this document is Code M, which is used for dismissals. But, the reason behind your dismissal – whether it’s ‘for cause’ or ‘without cause’ – makes a big difference.

What does termination for cause mean?

If you’re fired ‘for cause’, it means your employer had a strong reason, like serious rule-breaking or misconduct. It doesn’t necessarily apply to situations like being late for work, making a mistake on the job, or failing a performance review. When Code M is used for this, it can affect your chances of getting Employment Insurance (EI) benefits or severance pay.

• Be Careful with Code M: Employers often apply ‘for cause’ incorrectly. This can unfairly impact your future job search and financial support.
• Getting Help: If you think you were wrongly fired for cause, talk to an experienced employment lawyer at Samfiru Tumarkin LLP. We can check if your dismissal was fair, help fix your ROE for EI, and get you the full severance package you deserve — as much as 24 months’ pay.

What about termination without cause?

Most terminations in Canada are ‘without cause’. This happens when your employer fires you for any reason that doesn’t fall under the ‘for cause’ category. Even then, your employer might use Code M, but they should clearly write ‘without cause’ or ‘no cause’ in the ROE’s Block 18.

• Why This Matters: This note is important because it tells others that you weren’t fired for doing something wrong. It keeps your EI and severance rights safe.
• What to Do: If your ROE doesn’t say ‘without cause’, first talk to your past employer. If that doesn’t work, you might need to get advice from a lawyer or Service Canada.

How we can help

Whether you were fired for cause or without cause in Ontario, Alberta, or B.C., it is important that you consult with an employment lawyer at Samfiru Tumarkin LLP immediately. Many employers fail to pay proper severance when they let a non-unionized employee go. When that happens, it constitutes wrongful dismissal. Don’t sign any terminations papers or severance offers before having them reviewed by our employment lawyers to ensure that all factors involved in calculating your severance package are properly considered.

Our proficient team has successfully secured generous severance packages for tens of thousands of clients. With proven results and a unique, comprehensive understanding of the legal landscape, our lawyers diligently work to safeguard your rights, ensuring you receive the appropriate guidance and support through every step of your wrongful dismissal claim.

Renowned for our thorough online reviews and respected reputation, we consistently deliver successful outcomes for employees facing challenging situations. Partnering with Samfiru Tumarkin LLP means receiving robust legal support, firmly committed to securing the severance you deserve and advocating for your rights in the workplace.

Contact us

If you are a non-unionized employee in Ontario, Alberta, or B.C. who needs help after losing your job, contact us or call 1-855-821-5900 to get the advice you need, and the compensation you deserve.