Many employees face this tricky dilemma: you accept a job offer, but shortly after, another company offers a position with better pay, benefits, or career growth. Naturally, you wonder: Am I legally obligated to take the first job I accepted? And what are the potential consequences of backing
Employment Contracts in Ontario: What Employees and Employers Should Know
Written by: Sezar Bune, J.D. | Toronto Employment Lawyer Last Reviewed: January 10, 2025 Summary In Ontario, poorly drafted employment contracts - especially termination clauses in fixed-term contracts - can be extremely costly. The Tarras case discussed below shows that a single unenforceable
What Employers Need to Know About Post-Termination Issues
The Ontario case Giacomodonato v. Peartree Securities, 2023 ONSC 3197 ("Donato") offers valuable lessons for employers on managing post-termination matters, enforcing employment agreements, and handling restrictive covenants. For employers navigating these issues, consulting a Toronto employment
When an Employee’s Side Job Can be Just Cause for Dismissal
Court Confirms Employers Can Dismiss Employees Over Conflicting Side Jobs In recent years, more employees have been taking on side jobs, also known as side hustles, to supplement their income. Rising living costs and inflation have made this trend even more common. While side jobs can help workers
Pros and Cons of Fixed-Term Employment Contracts in Ontario Employment Law
Fixed-term employment contracts are a common tool in workplaces across Toronto and Ontario. These agreements, often used for temporary or project-based roles, can offer employers flexibility in staffing and control over employment duration. However, some court decisions, including Wetzel v. Procom
Understanding Termination After Returning from a Protected Leave
When a Termination on Return From Leave Is Not Automatically Discriminatory A recent decision of the Alberta Human Rights Commission (AHRC) draws a clear line: a termination that happens when an employee returns from a protected leave is not automatically discriminatory. In Amies v. Lethbridge
When Employment Relationships Go Wrong: Post-Termination Misconduct by Employees in Ontario
Written by: Sezar Bune, J.D. | Toronto Employment Lawyer Updated: February 15, 2026 Summary: Post-termination misconduct by employees in Ontario can create serious risks for businesses and reputations. As a result, the courts provide remedies for workplace harassment, defamation, misuse of
Termination for Cause Provisions – Ontario Case Law Example
In the decision De Castro v. Arista Homes Limited (2024 ONSC 1035), the Ontario Superior Court of Justice assessed a “termination for cause” provision in an employment contract. The central issue: whether the clause aligned with the protections set out in Ontario’s Employment Standards Act, 2000