4 reasons you may have a wrongful termination claim

Unexpected job losses can put your life in a tailspin. Job loss is always stressful, especially when you have been fired in a way that is in breach of your contract or that otherwise violates provincial and federal laws. You are taking the right, positive steps by consulting with an experienced employment lawyer. Gary A. Bennett and Sharon Yeboah have the knowledge and skills to successfully represent you in the event of a wrongful termination.

Here are four situations where you may have a case and a viable claim:

1 – Discrimination

It is unlawful to be fired based on your race, ethnic origin, gender, age, physical and mental disability, religion, pregnancy, marital and family status, sexual orientation, and other “protected grounds.” Individuals and groups within these classes are protected from discrimination under human rights laws that are enforced through provincial, territorial, and federal laws.

2 – Contract breaches

When you joined your organisation, you may have signed a contract with specific provisions. When you are fired in a way that violates those provisions, you may have a sound wrongful termination claim based on breach of contract. For instance, wrongful terminations involve those where a contract abruptly ends before the term is up, and without compensation to you. You may also file a wrongful termination claim if you have received insufficient notice of termination or have not been paid severance as specified by the terms within your contract.

3 – As a retaliatory act

If you have evidence to support that you have been fired for engaging in a “legally-protected activity,” you may have a sound wrongful termination claim. Examples where employers have unlawfully terminated their employees in retaliation for such protected activities include:

• Reporting sexual harassment
• Reporting racial discrimination
• Whistleblowing – reporting fraud, safety violations, and other illegal/unethical activities
• Following the filing of a workers’ compensation claim
• Refusing to engage in illegal acts at the behest of the employer
• Reporting the above employer-driven illegal acts

4 – A hostile work environment

Such grounds are generally referred to as “constructive termination,” and are defined by an employee being forced to resign because their employer has created an intolerable work environment for them. This may involve significant changes in day-to-day work responsibilities and functions; pay cuts/compensation changes; and demotions that occur suddenly and without justification or cause. Things like the creation of an unsafe work environment that erodes trust and confidence can also fall under this category; for example, a failure to properly resolve hazards in the workplace and unsafe work conditions may be considered a “constructive termination” that forces the employee’s hand and leads them to quit.

With wrongful termination and other cases frequently represented by GAB Law Firm, it is essential to keep thorough records of all relevant documentation or “evidence.” The more information to support your claim, the better. To get started on your claim today and to get one big step closer to reclaiming your life, contact our firm in Mississauga, ON at (365) 800-2090 to schedule your consultation.