The Employment Law Show

Employment Law Show: Ontario – S10 E158

A headshot of Employment Lawyer Lior Samfiru, Co-founding Partner at Samfiru Tumarkin LLP, to the right of the Employment Law Show logo. He hosts the show on radio station Newstalk 1010 in Toronto, Ontario.

Episode Summary

How does a constructive dismissal differ from a regular termination? Employment Lawyer Lior Samfiru, co-managing Partner and national practice leader at Samfiru Tumarkin LLP, answers this question and more on the Employment Law Show. 

LISTEN BELOW to Ontario’s premiere radio show about employment law and workplace rights featuring the province’s leading employment lawyers. You can hear the show live, Sundays at 1 p.m. ET, on Newstalk 1010 in Toronto, as the hosts take calls from listeners and provide vital answers to employees and employers.

Listen to the Episode

Show Notes

  • An employee on medical leave returns to a different job: Employers cannot penalize or terminate employees as a result of an illness or taking medical or disability leave. While employers are permitted to terminate an employee for any reason as long as adequate severance pay is offered, the reason cannot be discriminatory. Employers that have terminated an employee due to an illness or medical condition have committed a human rights violation.
  • A regular dismissal vs. a constructive dismissal: A regular dismissal occurs when an employer decides an employee will no longer be employed. A constructive dismissal occurs when an employee decides they have been dismissed as a result of the employer’s behaviour. Employees that have been constructively dismissed are still owed severance pay.
  • Poisoned work environment: A toxic work environment and allegations of harassment must be taken seriously by employers. Employers that fail to investigate and resolved complaints of bullying and harassment have constructively dismissed their employees.
  • Employee considered contract worker by an employer: In order for working notice to count, an employer must outline in writing the end day of the notice period. An employer cannot force an employee to sign a new employment contract and if an employee refuses to sign, severance pay must be offered. Employees are often owed additional severance after the working notice period ends.

Need an employment lawyer?

  • Pocket Employment Lawyer: Before you call a lawyer, use the Pocket Employment Lawyer to find out if you might have a case. 
  • Severance Pay Calculator: Discover how much severance pay you should get when you lose your job, used successfully by nearly 2 million Canadians. 
  • Watch our TV Shows: Get further clarity on your rights by watching our popular TV show episodes. 

Lost Your Job?
Disability Claim Denied?

Our team has years of experience helping tens of thousands of Canadians. Get the advice you need, the compensation you deserve.

Get help now

Advice You Need. Compensation You Deserve.

Consult with Samfiru Tumarkin LLP. We are one of Canada's most experienced and trusted employment, labour and disability law firms. Take advantage of our years of experience and success in the courtroom and at the negotiating table.

Get help now