Fired or Let Go? Secure Your Maximum Severance Before You Sign.

Wrongful Dismissal Lawyer – Toronto, North York & Across Ontario

Maximize Your Settlement

Protect Your Rights

Many Ontario employees are offered far less severance than the law provides. We help you understand your rights and pursue the full compensation you may be legally entitled to—before you sign.

⭐⭐⭐⭐⭐ 4.9/5 Rating – 162+ Verified Google Reviews

We provide focused, results-driven representation for non-unionized employees and executives across Ontario. By maintaining a practice dedicated exclusively to employment law, we offer the strategic depth necessary to challenge wrongful terminations and secure your full legal entitlements.

Is Your Severance Offer Fair? Get a Professional Review Before You Decide

“We guide employees to secure the compensation they deserve and protect their career transitions. Every severance and wrongful dismissal claim is handled with focused expertise and care.” – Sezar Bune, Toronto Employment Lawyer

Protecting Your Interests

Severance Package Reviews

We will conduct a thorough, line-by-line review to uncover your potential legal entitlements and secure the maximum possible payout.

Wrongful Dismissal Claims

An unjust dismissal can be overwhelming. We devise a cost-effective and results-driven strategy to reclaim your rights to a fair severance package.

Constructive Dismissal Claims

If your workplace has become intolerable or your role has significantly changed, get professional legal guidance to understand your options and next steps.

Severance Package Negotiation

Strategic advocacy for all professionals, from front-line staff to senior executives. We leverage over a decade of experience and a deep understanding of employer tactics to anticipate their moves, ensuring you secure your full legal entitlements.

Proven Experience & Case Results

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24 MONTHS’ PAY

Long-Service Professional: After the employer attempted to settle for just 12 months, we intervened to challenge the offer. We successfully secured a 24-month package plus additional damages, ensuring the client obtained fair compensation.

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15 MONTHS’ PAY

C-Suite Executive: Our client was offered a 6-month severance package that ignored their seniority and specialized role. We challenged the offer based on their unique market position and successfully negotiated a 15-month settlement.

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20 MONTHS’ PAY

Senior Management: The employer claimed “just cause” to avoid paying severance to a long-service employee. We successfully convinced the employer to provide our client with a 20-month settlement without the need for a trial.

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24 MONTHS’ PAY

Operations Manager: A long-service employee was offered 17 months of pay. We identified missed opportunities in the initial offer and negotiated the package of 24 months of pay, while also protecting their pension and benefits.

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6 MONTHS’ PAY

Sales Person: We stepped in to negotiate a fair 6-month severance package who was initially offered 1 month of severance pay, ensuring our client was not left vulnerable after their termination.

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21 MONTHS’ PAY

Service Professional: Terminated without cause and offered only 9 months of severance pay. We fought for this long-service client to secure 21 months of total compensation, including the critical continuation of their pension plan.

*Prior results do not guarantee similar outcomes. Each case is unique and depends on its own specific facts. These summaries are provided for informational purposes only. Identities have been withheld for confidentiality.

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Strategic Case Assessment
To provide a comprehensive legal strategy tailored to your employment matter, we conduct in-depth, paid consultations. This ensures our senior lawyer can dedicate the necessary time to evaluate your case, explain your options, and achieve the best possible outcome. A team member will contact you shortly to schedule.
★★★★★ 162+ Google Reviews | Trusted by thousands of clients in Ontario.

Or call: 647‑822‑5492

Disclaimer: The information provided on this website is for general informational purposes only and does not constitute legal advice or an opinion of any kind. For specific legal advice regarding your situation, please consult with a qualified employment lawyer. Accessing or using this website does not create a lawyer-client relationship.