Ahmed’s Story: How a Severance Calculator Almost Cost Him Thousands
Ahmed thought he had a fair severance deal after 12 years with his employer until a friend urged him to double-check. What seemed reasonable was far less than what he was owed under common law.
What Ahmed was Facing
Name: Ahmed
Age: 40
Gender: Male
Location: Mississauga, Ontario
Occupation: Sales Manager
Legal Challenge: Offered a severance package that looked fair but was well below what he was entitled to under common law.
Ahmed had spent 12 years with the same company, steadily building his career as a sales manager. He was well regarded, trusted by leadership, and had played a key role in helping the company grow, while also mentoring junior staff along the way.
But when the company announced a restructuring, Ahmed’s role was eliminated.
Shortly after, he received a termination letter with a severance offer. At first glance, the amount seemed reasonable. Unsure what to make of it, Ahmed turned to an online severance pay calculator. The result suggested the offer was in line with expectations. Relieved, he was ready to accept.
A Second Opinion
Before signing anything, a friend encouraged Ahmed to seek legal advice, just to be sure. That’s when he reached out to us.
During the consultation, we reviewed the details of his employment history, his responsibilities, and the severance offer he had received. The online calculator had estimated only minimum entitlements under Ontario’s Employment Standards Act (ESA), but it didn’t factor in what Ahmed might be owed under common law, which often provides significantly more.
We explained that common law entitlements depend on several factors, including length of service, age, role, and how long it might take to find a comparable position. When all of these were considered, it became clear that Ahmed was entitled to far more than what had been offered.
Building the Case
We worked with Ahmed to gather his employment records and prepare a response to his employer. In it, we pointed out the gap between the ESA minimums and what he would likely be awarded under common law principles.
The employer initially pushed back, insisting the offer met ESA requirements. While technically true, we clarified that ESA minimums are just the legal floor, not the full picture. When someone is terminated without cause, courts often award higher severance based on precedent and personal circumstances.
After further negotiation, the company agreed to significantly improve the package, offering Ahmed several additional months of severance pay.
A Better Resolution
The revised settlement gave Ahmed more than just compensation. It gave him the breathing room to consider his next move without financial pressure. What started as a potentially costly oversight turned into a valuable lesson and a better outcome for the future.
What Ahmed Wants You to Know
If you’ve received a severance offer, don’t rely on online calculators alone. These tools often reflect only the minimums set out in the ESA and may not account for what courts could award under common law. Like Ahmed, you may be entitled to much more, and consulting a legal professional could make all the difference.
Offered a severance package?
It may be far less than what you’re actually entitled to.
Online calculators only tell part of the story; don’t leave money on the table.
→ Call 1-800-771-7882 or book a consultation to get clear legal advice.
To protect privacy and ensure a smoother reading experience, some identifying details and certain facts have been changed. This account remains grounded in the legal issues and outcomes that occurred.
