Severance review lawyer
in Ontario
Handed a severance offer and a release to sign? Severance package reviews for employees in Ontario, online by video or phone.
Initial consultation free for employment and human rights matters.
In Ontario, "severance" is used for three different things: the minimum notice or termination pay under the Employment Standards Act, the separate severance pay that some employees also qualify for under the Act, and the longer "reasonable notice" that courts award under the common law when an employment contract does not validly limit it.
What we can do for you
Package review
We read the contract and the letter, and explain which of the three kinds of notice applies.
Termination clause check
We check whether the termination clause in your contract complies with the Act.
Negotiation
We negotiate with your employer and, where needed, take the matter further.
How a consultation works
You book
Choose a time online, or email us. You don't need any documents yet, and nothing you send at this stage is a commitment.
We run a conflict check
A lawyer can't act for both sides of the same dispute. So before we hear the details, we confirm we haven't acted for the other party, such as your employer or the school. It's a short check, and we email you as soon as it's done.
Your consultation
By video or phone. You tell us what happened. We listen, then explain your options in plain language. Ask anything.
You decide
If you'd like more help, we explain the cost before any work starts, in writing. If not, there's no obligation and no charge.
The Employment Standards Act minimums
After three months of employment, an employee whose job ends without cause is entitled to written notice, or pay instead of notice: one week for each completed year of service, up to eight weeks. Benefits continue through the notice period.
Severance pay under the Act is a separate amount. It applies when the employee has five or more years of service and the employer has an Ontario payroll of at least $2.5 million, or the termination is part of a permanent closure affecting 50 or more employees within six months. It is one week of regular wages for each year of service, prorated for part years, up to 26 weeks. A contract cannot reduce these minimums.
Common-law reasonable notice
Where a contract has no termination clause, or the clause does not comply with the Act, courts assess "reasonable notice" using factors such as the person's age, length of service, the kind of position and the availability of similar work. Whether a termination clause holds is one of the first questions in a severance review. Amounts vary widely, and no guide can say what a particular situation is worth.
The offer letter and the release
Employers often offer a package above the minimums in exchange for a signed release, which gives up the right to claim more. The deadline on the letter is set by the employer; the time limit for a court claim is generally two years. The minimums under the Act are owed whether or not a release is signed.
Related: Severance in Ontario: what the law requires (guide) · Wrongful dismissal in Ontario (guide) · Wrongful dismissal
General information, not legal advice. Last reviewed: October 2026 · Lutfi Law
Common questions
Still unsure? Our assistant can answer general questions any time.
Ask the AI assistantDo I need a lawyer to review a severance package?
You don't have to, but it helps. A review checks the offer against the Employment Standards Act, your contract and the common law, so you know what you would be giving up before you sign.
What happens if I sign the release?
A release usually ends the right to claim more than the package. The minimums under the Act are owed regardless.
How long do I have to decide?
The letter's deadline is the employer's choice. A court claim generally has a two-year limit; so does a Ministry of Labour claim under the Act.
Does a new job reduce what I am owed?
Income from a new job during the notice period can reduce a common-law claim, but not the minimums under the Act.
What should I bring to a consultation?
Your contract and any offer letters, the termination letter or key emails, and a short timeline of what happened.
Is the first consultation free?
Yes. The initial consultation is free for employment matters.
Terminated in Ontario? 5 things to do before you sign.
A one-page checklist to keep nearby before you make any decisions. Free to download, no email needed.
General information, not legal advice.
