AstraZeneca expanding Mississauga research facility, creating 500 new jobs

Announcing a major investment in Ontario’s life sciences sector, AstraZeneca plans to bring 500 scientific and high-tech jobs to the Greater Toronto Area (GTA).

In a news release on Feb. 27, the pharmaceutical giant said it will expand its Research & Development (R&D) Hub in Mississauga and create the Alexion, AstraZeneca Rare Disease Development Hub.

“Mississauga could not be more thrilled that AstraZeneca has chosen to invest and grow much-needed research and development capacity in our city,” Mississauga Mayor Bonnie Crombie said in the release.

Thrilled to join hundreds of @AstraZenecaCA employees and senior leadership to celebrate a massive expansion of their R&D capacity in #Mississauga. This new centre of excellence will advance global research on rare diseases and double their footprint, creating 500 skilled jobs. pic.twitter.com/YwhPqAJ3ys

— Bonnie Crombie 🇨🇦 (@BonnieCrombie) February 27, 2023

Since 2019, AstraZeneca claims that its R&D Hub in Mississauga has doubled in size. The facility leads more than 120 oncology and biopharmaceutical clinical studies, which involve patients in more than 50 countries.

Kiersten Combs, president of AstraZeneca Canada, added that the company is pleased with the steps that have been taken at the provincial and federal levels of government to create a more supportive environment for the biopharmaceutical industry.

“Although we know there is more work to do, we look forward to our continued collaboration to help improve the time for Canadian patients to access new medicines and build a more sustainable and resilient healthcare system.”

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According to LinkedIn, the pharmaceutical giant has more than 1,200 employees in Canada.

If you are thinking about joining the growing team at AstraZeneca, here are a few things you need to keep in mind.

Carefully review your new employment contract

In Ontario, employment contracts often take away key protections that would otherwise be available to non-unionized workers.

Employers might attempt to limit your severance package to a few weeks’ pay, or add a clause that gives them the ability to make significant changes to your job.

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WATCH: Employment lawyer Lior Samfiru explains the five things workers need to know about employment contracts on an episode of the Employment Law Show.

Once you receive a new employment contract, don’t sign anything until you speak with an experienced Ontario employment lawyer at Samfiru Tumarkin LLP.

Employers can’t legally force you to accept it immediately or a few days after receiving it.

Our firm can review the agreement and ensure that your workplace rights are properly protected.

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New contracts for current employees

As more AstraZeneca jobs become available in Ontario, the company might ask existing employees to sign new employment contracts.

It’s very important that current staff members at AstraZeneca Canada seek legal counsel before accepting a new agreement.

An employment lawyer at Samfiru Tumarkin LLP can review the contract and ensure that it contains the correct clause to protect your seniority.

You might have to complete a probationary period

It’s common for employment contracts to contain a “probation clause” that requires non-unionized workers in Ontario to complete a probationary period when they start working for a new company.

If your employer doesn’t indicate the existence of a probationary period in your agreement, it won’t be considered valid or “in effect”.

In many cases, employees are put on probation for approximately three months.

If you are fired or let go before the probationary period ends, the company might not owe you a severance package. Your entitlements depend on what you agreed to in the employment contract.

However, if you are terminated after three months of probation, the province’s minimum entitlements legislation requires employers to provide you with working notice or pay in lieu of notice (i.e. severance pay).

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Severance pay considerations

Before changing jobs in Ontario, it’s crucial that you consider future severance possibilities.

While severance can be as much as 24 months’ pay, compensation for non-unionized employees is calculated using a number of factors, including:

• Age
• Length of service
• Position at the company
• Ability to find new work

If you quit your current job, you may not be owed severance

In most cases, non-unionized workers in Ontario don’t get a severance package if they resign from their position voluntarily to take up employment elsewhere.

Severance is designed to provide employees with financial support while they look for new work after being fired without cause or let go.

However, if you are forced to leave because of unwanted changes to your job, it’s very likely that you could treat it as a constructive dismissal.

In this situation, the law allows you to resign and pursue full severance pay.

If you believe that you have been constructively dismissed, don’t quit your job until you speak with an experienced Ontario employment lawyer at Samfiru Tumarkin LLP.

LEARN MORE
• AstraZeneca severance packages in Canada
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The longer you work for a company, the more severance you’re owed

A non-unionized employee’s years of service with their current company does affect how much severance pay they are entitled to if they are fired without cause or let go.

• Example: If you worked at a business management firm in Ottawa for 12 years and decide to take a new job in Toronto that you sought out on your own, you forfeit the severance entitlements you built up with your current employer. As a result, if you are fired without cause or let go shortly after joining the new business, you could receive very little compensation.

Recruited by another company?

In some cases, non-unionized workers in Ontario leave their current job after being actively recruited by another company.

If your new employer took documented steps to entice you to take up employment with them, this is known as inducement.

In the event that the company decides to terminate you shortly after pulling you away from your previous employer, the inducement should be taken into consideration when determining your severance entitlements.

As soon as you receive a severance offer, don’t sign anything before contacting Samfiru Tumarkin LLP.

Our lawyers can confirm that the inducement has been properly factored into your severance package and help you secure the compensation you deserve if it isn’t.

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• Do I have to look for a new job after getting fired?

Looking to change jobs? Speak to an employment lawyer

Before signing a new employment contract in Ontario, have the experienced employment law team at Samfiru Tumarkin LLP review the agreement to make sure your workplace rights are protected.

Our employment lawyers across Ontario have successfully represented numerous non-unionized individuals across the province.

We can help you better understand the terms of the contract and advise you on how best to navigate the situation.