Termination & Resignation Lawyers for Edmonton, AB
Early retirement warning: Be wary of so-called ‘early retirement’ packages, as many employers offer these in an attempt to avoid their full severance obligations to their employees. More information
CONSTRUCTIVE DISMISSAL
Constructive dismissal is a legal term that refers to a situation in which your employer substantially changes the terms of your employment contract, without first obtaining your agreement.
RESIGNATION FROM EMPLOYMENT
An employee is said to have resigned from employment when he or she voluntarily ends the employment relationship or quits.
SEVERANCE PAY
TERMINATION WITH JUST CAUSE
Just cause for termination is severe misconduct, neglect or incompetence on the part of an employee. Usually, employers must provide employees notice or termination pay in lieu of notice before their employment can be terminated.
TERMINATION WITHOUT CAUSE
If you are terminated from your job without cause in Alberta, employers are generally obligated to provide sufficient advance notice of termination or payment in lieu of this notice.
TERMINATION WITHOUT CAUSE VS WRONGFUL DISMISSALS
Federal and provincial law protects an employee’s right to be given notice of termination or to be paid in lieu of working during this notice period. If, however, the employment is terminated for just cause, the employer has no obligation to give the employee notice or pay during this period. This is why it is so important for employees to consult with a labour lawyer after any employment is terminated.
WRONGFUL DISMISSAL
Wrongful dismissal is prohibited under federal and provincial laws. Alberta employees have the right to be compensated when their employment is terminated without legal cause. Employees may also be entitled to compensation for vacation pay and other benefits upon termination of employment.
TEMPORARY LAY-OFFS
Although layoffs are a common way for employers to reduce their workforce, it is important that they are done in a fair and legal manner. Employees and employers should educate themselves on Alberta employment law so that there is a clear understanding of what is allowed during a layoff.
At Taylor Janis LLP in Alberta, our team of employment lawyers are experts in labour law and can help advise employers and employees on their rights and obligations under Alberta workplace law.
Book A Consultation
At Taylor Janis LLP, we have the skills, knowledge, and expertise to handle all of your employment & labour law needs.
Our Edmonton intake staff are standing by to help you. Call 780-428-7770 [toll free 1 (844) 224-0222] or contact us online for general inquiries.
We also have a dedicated intake form to help you get the ball rolling. Our intake team will review your specific case and advise you on the next steps to take as well as what to expect moving forward.
Our Edmonton office is open 8:30 a.m.—4:30 p.m., Mon—Fri.
Sarah Levine
WORKPLACE LAWYER
Sarah Levine is a lawyer in the firm’s Edmonton office but acts for clients throughout Alberta and British Columbia. She practices primarily in the area of workplace law, including wrongful dismissal, workplace harassment, severance review, human rights and discrimination issues, non-competition and non-solicitation agreements, and various other employment matters.
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.