Being terminated “for cause” is one of the most serious actions an employer can take—and one that often comes as a shock to the employee. For experienced professionals, executives, and high-performing individuals in Calgary, the allegation of serious misconduct can have personal, financial, and reputational consequences. However, the term “just cause” is frequently misunderstood, and it is not uncommon for employers to misapply it.
If you’ve been dismissed for cause, speaking with an employment lawyer is one of the most important steps you can take to understand your legal position and protect your interests.
The Legal Threshold for Just Cause Is High
In Canadian employment law, just cause is considered the “capital punishment” of employment relationships. It means the employer believes your conduct was so severe that it irreparably damaged the trust required to continue working together. Because the consequences are serious—loss of notice, severance, and in some cases, damage to your professional standing—the courts impose a high standard on employers to justify such a decision.
Common justifications for a for-cause termination might include:
- Theft or fraud
- Serious insubordination
- Harassment or violence
- Repeated performance issues despite clear warnings
However, in many cases, the alleged misconduct does not rise to this level. Even when there has been a misstep or disagreement, dismissal for cause may be an excessive response. An employment lawyer can help determine whether your employer’s actions align with the legal definition of just cause, or whether you’re entitled to compensation despite the label.
Why Cause Isn’t Always Final
Being told you’ve been fired for cause can feel definitive, but it’s not the end of the conversation. Under Alberta law, employers carry the burden of proving just cause, and courts require a contextual analysis that considers the nature of the misconduct, your role, length of service, and overall employment history.
For example, a one-time mistake by a senior manager with an otherwise clean record may not justify immediate dismissal. Similarly, vague or poorly documented allegations—especially without prior warnings or opportunities to improve—often fail to meet the legal threshold.
An employment lawyer can help you challenge the grounds for dismissal and advise on whether a wrongful dismissal claim may be appropriate.
What You Can Do Next
If you’ve been terminated for cause, take the following steps:
- Pause Before Responding
Avoid making reactive decisions or signing any documents provided by your employer. You are not required to accept their version of events without question. - Secure Relevant Records
Save emails, performance reviews, employment contracts, and any correspondence related to the termination. These documents can be key in building a legal strategy. - Assess Your Options with an Employment Lawyer
A qualified Calgary employment lawyer will review your case, identify weaknesses in the employer’s justification, and advise whether you may be entitled to compensation or a negotiated settlement. - Consider Future Impacts
Beyond financial loss, a for-cause termination can affect your reputation. Legal support may help mitigate that impact and even secure terms of departure that protect your professional future.
You Deserve a Clear and Fair Resolution
A for-cause termination is not always as clear-cut as employers claim. If you’ve been dismissed under these circumstances, you have the right to challenge the decision, seek clarity, and pursue fair compensation when warranted.
If you’ve been terminated for cause, don’t accept the employer’s version without legal guidance. Contact JSB Employment Law at 403-620-5400 to speak with a Calgary employment lawyer in confidence. We’ll help you assess the situation and take the right steps toward a resolution that respects your rights and your career.
At JSB Employment Law, we provide trusted legal support for employees facing complex workplace issues.
