American Express Canada: Employee Rights & Severance Pay

If you’re a non-unionized employee at American Express (Amex) Canada who’s facing job loss or a restructuring, you’re likely entitled to more than just a “standard” severance offer.

At Samfiru Tumarkin LLP, we help workers — including those at Amex Canada — understand their legal protections and ensure they receive their full entitlements under common law.

How Severance Pay Works in Canada

In Canada, when a non-unionized worker is let go, their severance pay isn’t determined by a single company policy.

Instead, compensation — which can be as much as 24 months of pay — is governed by provincial laws and Canadian common law.

Defining Wrongful Dismissal

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer in Canada terminates a non-unionized worker without “just cause” but fails to provide the proper amount of severance pay.

This isn’t a reflection of the company’s intent, but rather a calculation of whether the package meets the high standards set by Canadian courts.

If an employment contract’s termination clause is unenforceable, or if a “temporary layoff” is implemented without a prior written agreement, an employee may have a claim for full severance.

Recommended Steps for Amex Canada Staff

If your employment with American Express has ended in Canada:

1. Review your package: Don’t sign any release or severance offer immediately. You’re entitled to a reasonable amount of time to seek legal advice.
2. Use the Severance Pay Calculator: Get an anonymous, instant estimate of your entitlements.
3. Check your compensation: Ensure your offer includes all variable pay, including bonuses and benefits.
4. Seek legal advice: An experienced employment lawyer can ensure that you receive fair compensation.

Lost Your Job? Get Help Now

Samfiru Tumarkin LLP has helped over 60,000 Canadians secure the compensation they’re owed, and has earned more than 3,000 5-star reviews across the country.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.