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Vanguard Law Employment, Labour & Human-Rights Counsel Across Ontario Vanguard Law is a remote-first boutique that sees the workplace from every seat at the table.

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Moral Damages in Ontario explained
10/12/2026

Moral Damages in Ontario explained

What are “moral damages”? “Moral damages” (often called aggravated damages ) are compensation for the mental distress caused by an employer’s unfair or bad-faith conduct in the way they dismiss you —not for the mere fact of losing the job. The Supreme Court says ordinary hurt feelings fr...

Fired for Whistleblowing = double damages?
10/05/2026

Fired for Whistleblowing = double damages?

An Ontario Superior Court decision with big implications at the crossroads of employment and securities law. Information only, not legal advice. The headline The Court found that Global Growth Assets Inc. unlawfully reprised against its CEO, Ian McPherson, after he raised securities-law compli

Bonuses during the notice period in Ontario
09/28/2026

Bonuses during the notice period in Ontario

When you’re let go without cause , two kinds of “notice periods” can matter: Statutory (ESA) notice: the minimums in Ontario’s Employment Standards Act, 2000 (ESA). During working notice , your employer must keep your wage rate and other terms and conditions of employment unchanged. If they

Conditional dismissal offer = 500k?
09/21/2026

Conditional dismissal offer = 500k?

When employers cut corners on contractual severance or try to attach new strings at termination, they risk “repudiating” the contract and triggering common law notice. That’s the message from the Ontario Superior Court in Timmins v. Artisan Cells. The quick takeaway The Court found the employe...

Probation periods in Ontario explained
09/14/2026

Probation periods in Ontario explained

What “probation” really means Probation is a contract term, not an automatic rule. You’re only “on probation” if your signed offer or employment agreement says so. The ESA still protects you. After 3 months of continuous employment, the Employment Standards Act, 2000 (ESA) requires noti

How to respond to a performance improvement plan?
08/24/2026

How to respond to a performance improvement plan?

A Performance Improvement Plan (PIP) is a structured document that outlines concerns, goals, support, and timelines. It can be a good-faith tool to help you succeed—or a paper trail on the way to ending your employment. Key Ontario context for workers: A PIP isn’t legally required before ter

Can my boss fire me for any reason?
08/17/2026

Can my boss fire me for any reason?

The short answer No - not for any reason. In Ontario there is no “at‑will” employment. Your employer can end your job without cause , but only if they: give you at least the minimum ESA entitlements (termination notice or pay in lieu — and severance pay if you qualify), and don’t

Can my boss fire me at any time?
08/10/2026

Can my boss fire me at any time?

This is general information for workers in Ontario — not legal advice. Short answer Not exactly. In Ontario, most non‑union employees can be let go without cause , but your employer must: follow the Employment Standards Act, 2000 (ESA) minimums (notice or termination pay — and sometimes

Wigdor v. Facebook Canada Ltd.: Ontario Court of Appeal Addresses RSUs and Termination Compensation
08/07/2026

Wigdor v. Facebook Canada Ltd.: Ontario Court of Appeal Addresses RSUs and Termination Compensation

The Ontario Court of Appeal has released a closely watched employment-law decision in Wigdor v. Facebook Canada Ltd. , a case involving restricted stock units (“RSUs”), termination rights and compensation following dismissal . The case matters well beyond the technology sector. For executives an...

Ontario Court of Appeal Clarifies Termination Clauses in Baker and Wayfair: “At Any Time” Is Not Automatically Fatal
08/07/2026

Ontario Court of Appeal Clarifies Termination Clauses in Baker and Wayfair: “At Any Time” Is Not Automatically Fatal

On August 6, 2026, the Ontario Court of Appeal released an important employment-law decision addressing a question that had created significant uncertainty in Ontario: does a termination clause become unenforceable simply because it says an employer may terminate employment “at any time”? In Bak

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