Termination Notice in Vancouver

Termination Notice Lawyers in Vancouver, BC

Excerpt from British Columbia’s government website:

Termination Notice

After spending three consecutive months working for their employer, an employee is eligible to receive compensation if they are terminated. This amount of compensation increases with the length of service given by the worker. Therefore, those who have worked longer will be granted a more substantial sum as recompense.

Rather than granting monetary compensation for tenure served, an employer can opt to issue a written termination notice. Alternatively, they may decide to allot both notification and payment as part of the dismissal process.

The wages or notice an employer must provide to their employee increases depending on how long they’ve been with the company. To give you a better understanding, here are the amounts of compensation for length of service and written working notice:

• After three consecutive months of employment – one week’s pay or one week’s written notice;
• After 12 consecutive months of employment – two weeks’ pay or two weeks’ written notice;
• After three consecutive years of employment – three weeks’ pay or three weeks’ written notice, plus one week’s pay or one week’s notice for each additional year of employment to a maximum of eight weeks.

Amount of written notice or compensation required:

Length of Employment	Amount of Notice / Pay
0 – 3 months	none
After 3 months up to 12 months	1 week
After 12 months up to 3 years	2 weeks
After 3 years up to 4 years	3 weeks
After 4 years up to 5 years	4 weeks
After 5 years up to 6 years	5 weeks
After 6 years up to 7 years	6 weeks
After 7 years up to 8 years	7 weeks
After 8 years	8 weeks

According to the Interpretation Act, a “month” is calculated as starting from one day in a given month and ending on the same numerical date of the following month, minus one day. As for years, they are comprised of any consecutive twelve-month periods.

When an employer provides written notification of termination, the employee has every right to work during that period. Additionally, without consent from said employee, any conditions pertaining to their employment — such as hours worked — must not be changed in any way.

Vacation pay is payable on compensation for length of service.

Written notice of termination under this section must not coincide with an employee’s annual vacation.

When an employee is temporarily laid off, their length of service will not be affected when determining the amount of compensation for their employment duration.

Book A Consultation

At Taylor Janis LLP, we have the skills, knowledge, and expertise to handle all of your employment & labour law needs.

PRIVACY NOTICE:  Any information you provide to our office — whether your personal information or employment/employer details — will be treated as strictly confidential and will not be disclosed to your employer or to any other third party. So, please be reassured that you can talk openly to our capable Intake Paralegals worry free. Fill out an Online Inquiry or call us now, your information will be in safe and helping hands.

The Legal Review Process by Taylor Janis Workplace Law

• Taylor Janis strives for high-quality, legally verified content.
• Content is meticulously researched and reviewed by our legal writers/proofers.
• Details are sourced from trusted legal sources like the Employment Standards Code.
• Each article is edited for accuracy, clarity, and relevance.
• If you find any incorrect information or discrepancies in legal facts, we kindly ask that you contact us with a correction to ensure accuracy.