Losing your job, especially after years of service, is a major disruption to your finances, your confidence, and your future plans. In a fast-changing job market like Calgary’s, it can also leave you wondering what rights you really have, and whether your employer followed the rules.
If you’re a professional, executive, manager, or skilled worker who has just been terminated (whether with or without cause) it’s worth speaking to a lawyer before signing anything. You may be entitled to far more than what your employer is offering.
Termination Isn’t Always Fair. Even When It Seems Legal.
Employers often frame terminations in neutral or business-first language: “position eliminated,” “restructuring,” “realignment of resources.” But just because it sounds routine, that doesn’t mean your rights weren’t violated.
Under Alberta law and Canadian common law, employees are often entitled to reasonable notice or fair severance pay. Many employers offer only the bare minimum required by legislation, leaving thousands of dollars on the table.
A seasoned employment lawyer can review your termination package and determine whether it’s fair. In many cases, they can negotiate better compensation on your behalf or file a claim for wrongful dismissal.
Severance Pay: Don’t Assume the Offer Is Final
One of the most common mistakes we see at JSB Employment Law is employees signing a severance package without legal advice.
Employers may pressure you to sign quickly, offering a lump sum that looks generous at first glance. But in reality, it may not reflect your years of service, position, salary level, or the time it will realistically take you to find new work.
A Calgary employment lawyer team understands the market. We know what comparable professionals have successfully negotiated, and how courts in Alberta typically view severance for high-earning employees. Whether you’re a sales manager with five years at the same firm or a director-level leader with a decade of service, your compensation should reflect your contribution.
When “Cause” Isn’t Really Cause
Being terminated “with cause” carries serious consequences, including the potential loss of severance and benefits. But many employers misapply the term, using it to avoid paying what they owe.
True cause is rare, and the legal bar for proving it is high. Minor performance issues, personality conflicts, or vague allegations usually aren’t enough. If you have been let go for cause and aren’t sure if it holds up legally, it’s time to speak with a lawyer.
Contracts, Non-Competes, and What Comes Next
After termination, you may also be wondering what to do next, whether you are restricted from working in the same industry, or whether you can take clients with you.
An employment lawyer can help you navigate these questions. We review employment contracts, non-competition clauses, non-solicitation agreements, and bonus structures to assess whether your employer has overreached. Or, in some cases, whether those clauses are justifiable in court.
The goal is to help you move forward on solid ground, without unnecessary restrictions or financial penalties.
Why Speak to a Calgary Employment Lawyer Now?
Timing matters. The earlier you speak to a lawyer after termination, the more options you have, especially if you’ve received an offer that comes with a deadline. A consultation can help you understand:
- Whether your termination was legal and fair
- How much severance you’re really owed
- Whether your employment contract limits your options
- What your next legal steps could be
Book a Consultation
If your employment has recently ended, don’t guess your way through the process. Contact our team of experienced Calgary employment lawyer today for a confidential consultation. Let’s make sure you walk away with what you’re owed and a clear path forward.
At JSB Employment Law, we have the skills, knowledge, and expertise to handle all of your employment & labour law needs.
