Significant, unilateral changes to your employment may give you the same rights as if you were fired
Ontario employment-law advice on constructive dismissal.
Identifying when changes cross the line
Resignation, acceptance, or claiming constructive dismissal
Building a clear record of what changed
Pursuing notice, severance, or other remedies
Clear explanation of constructive dismissal in Ontario
Assessment of your specific situation
Guidance on responding to changes
Representation in negotiation or court
Consultation
We discuss the changes to your job and your options
Assessment
Whether the changes likely amount to constructive dismissal
Strategy
How to respond and what you may be able to claim
Resolution
Negotiation or litigation as appropriate
Free consultation. We respond within 24 hours and serve Milton and the GTA.
Common questions about constructive dismissal in Ontario.
Constructive dismissal occurs when an employer makes a fundamental change to your employment (e.g. major pay cut, demotion, relocation) without your agreement, and a reasonable person would consider the employment to have been repudiated. You may then treat yourself as dismissed and pursue notice/severance.
Often you will need to leave and then claim that you were constructively dismissed. Remaining in the role for too long without objecting can affect your claim. A lawyer can advise on timing and how to document your position.
If you establish constructive dismissal, you may be entitled to the same types of damages as in a wrongful dismissal case—typically pay in lieu of reasonable notice, and in some cases severance and other amounts.
Contact us for a free consultation. We will review what changed in your job and whether you may have a constructive dismissal claim.