Employment Law
Employment Law Advice
For Employers
We provide practical employment law advice that helps organizations stay compliant while supporting business goals. From drafting clear employment agreements to advising on terminations, discipline, human rights, and workplace policies, we help HR teams and executives prevent disputes before they arise. Our lawyers understand the realities of managing people in both unionized and non-unionized workplaces, and we provide tailored, strategic guidance for provincially and federally regulated employers. We balance legal compliance with real-world workplace solutions.
For Employees
We advise employees and professionals on employment agreements, severance packages, workplace rights, and navigating complex workplace issues. Whether you are reviewing a new contract, considering a career change, or facing termination, we provide clear, straightforward advice so you can make informed decisions. We help employees protect their rights while maintaining professionalism and future opportunities.
Services
Termination of employment
Performance management and discipline
Wrongful dismissal advice
Issues related to non-solicitation & non-competition
Lay off and re-structuring
Salary & commission issues
Duty to accommodate
Human rights & discrimination
Workplace policies
Frequently Asked Questions
Why are written employment agreements important?
Employment agreements do more than explicitly set out legal requirements. They define expectations, clarify entitlements, and limit risk. Without one, employers may face common law notice obligations that far exceed the minimum standards under the applicable employment legislation. A well-drafted agreement protects the organization and clarifies the employment relationship from the outset.
When should we use a third-party workplace investigator?
An external investigator provides the neutrality and impartiality needed for serious or sensitive workplace issues. Engaging a qualified third party helps ensure that the process is fair, thorough, and aligned with legal and policy obligations. It also builds trust in the process and outcome with those directly involved and the organization more broadly.
What happens after an investigation is complete?
Without a clear plan to address the impact of an investigation, workplaces can be left uncertain, unsettled, and at risk of further disruption. Post-investigation remediation helps teams regroup, address underlying issues, and rebuild trust. We design tailored supports such as facilitated meetings, team resets, coaching, and workplace restoration plans to help restore stability and rebuild a respectful, sustainable workplace culture.
Can workplace conflict really be mediated?
Yes. Mediation is an effective, flexible process that supports resolution of workplace conflict in a constructive and respectful way. It is especially helpful in addressing concerns early, restoring working relationships, and creating a path forward. We guide the process with care and professionalism, helping parties feel heard and supported.
How can we build a better workplace?
It starts with intention. We partner with employers to design proactive strategies that prevent issues and support a healthy culture. This may include policy development, respectful workplace training, conflict coaching, or a full workplace assessment. Whether you are navigating change or aiming to strengthen your team, we can help.
