Irish nanny avoids wrongful resignation lawsuit in British Columbia

A family in Vancouver is no longer seeking damages following the sudden resignation of their former nanny, an expat from Ireland.

The father of two young children told CTV News that he and his spouse have decided to not proceed with the lawsuit, which was recently withdrawn from the B.C. Supreme Court.

The issue

The family claimed that the nanny violated her employment contract when she abruptly quit on Oct. 20.

The parents added that the decision left them “without the ability to attend to their vocational responsibilities, with a resulting loss of opportunity to earn professional income and meet their financial commitments.”

Key takeaways

• British Columbia’s Employment Standards Act doesn’t require non-unionized workers to provide two weeks of notice before resigning.
• Employment contracts in B.C. can require individuals to provide a certain amount of notice before quitting—double-check your agreement.
• Providing a reasonable amount of notice before resigning can help maintain a positive relationship with your employer.
• You don’t have to provide any notice before quitting if you’re being harassed by your employer.
• In Canada, non-unionized workers don’t get a severance package when they resign voluntarily.
• If you’re unsure of the rights you have in a certain situation, our firm’s Pocket Employment Lawyer can provide peace of mind.

WATCH: Employment lawyer Lior Samfiru explains the five questions that employees should ask themselves before resigning on an episode of the Employment Law Show.

Workplace issue? Talk to our team

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in B.C., Alberta, or Ontario, our lawyers can review your situation, enforce your rights, and ensure that you receive the compensation you deserve.

Disclaimer: The materials provided in this article are for general informational purposes only and do not constitute legal advice. For advice specific to your situation, please consult a legal representative at Samfiru Tumarkin LLP.