RBC Employee Charged After Mark Carney Profile Access: When Misconduct Justifies Termination for Cause

A 23-year-old Royal Bank of Canada employee has been charged by the RCMP after allegedly accessing Prime Minister Mark Carney’s banking information — raising questions about privacy, cybersecurity, and what happens when an employee is fired for serious misconduct.

According to CBC News, Ibrahim El-Hakim, hired in 2022, allegedly accessed Carney and Justin Trudeau’s profiles on June 17, and admitted to the allegations during an internal interview with the bank’s security team.

El-Hakim was arrested on July 10 and later released under conditions — facing charges of fraud over $5,000, unauthorized use of a computer, identity theft, and trafficking in identity information.

RBC has since confirmed that he’s no longer employed with the bank.

“We worked closely with law enforcement to support their investigation,” said spokesperson Cheryl Brean.

• SEE ALSO: RBC Layoffs: Your Rights and Severance Pay Explained

A Serious Allegation and Consequence

The allegations, which haven’t been proven in court, are an example of conduct that would almost certainly lead to termination “for cause” — meaning no severance pay or notice of termination.

While most cases are far less dramatic, this story highlights how breaches of trust, dishonesty, or misuse of confidential information can be grounds for an employer to dismiss an employee without compensation.

What Termination for Cause Actually Means

In Canada, termination for cause — often called being fired for cause — is the most serious form of dismissal.

It means the employer believes their employee’s behaviour has made it impossible to continue the employment relationship.

However, under Canadian law, the bar for proving cause is extremely high.

Employers must show:

• The misconduct was serious and intentional, or showed a complete disregard for duties
• It destroyed the trust between the company and employee
• Lesser disciplinary measures (like warnings or a suspension) wouldn’t have been appropriate

Why Context Matters

While accessing confidential client data without permission to do so would clearly justify a termination for cause, many other situations don’t.

This type of dismissal is often incorrectly applied for a variety of reasons, including:

• Performance issues
• Tardiness
• A misunderstanding or minor mistake
• An unproven accusation

These examples don’t typically meet the legal definition of cause in Canada — meaning the dismissal is “without” cause.

Every case depends on the facts, intent, and proportionality of the alleged misconduct.

Fired for Cause? Next Steps

If your employer fires you for cause, don’t assume they’re right.

Here’s what non-unionized workers in Canada need to do:

1. Refrain from signing anything immediately.
2. Request written details about why you were fired for cause.
3. Speak with an employment lawyer before responding or accepting a termination letter.

In many cases, individuals who were dismissed for cause are still owed full severance — up to 24 months’ pay — and other compensation.

Key Takeaway

The RBC case is an extreme and uncommon example, but it highlights why it’s crucial for employers in Canada to properly understand when a termination for cause is appropriate.

Even when serious allegations are made, companies rarely meet the legal standard required to deny severance pay. Every case depends on context — and too often, employers get it wrong.

If you’ve been let go for cause, or accused of misconduct at work, it’s critical to get the right legal advice before signing anything.

Speak with an Employment Lawyer Today

At Samfiru Tumarkin LLP, our experienced team has achieved favourable outcomes for thousands of Canadians who were wrongfully dimissed or accused of cause without proof.

Our team has:

• 👥 Successfully represented 50,000+ Canadians
• 💰 Secured millions in severance payouts
• ⚖️ Settled over 99% of cases out of court
• 📱 Free Termination Consultations — in many, but not all, cases
• ⭐ Earned 3,000+ 5-star Google reviews
• 🏆 Named on of Canada’s Best Law Firms

Call 1-855-821-5900 or request a consultation online.