For 12 years, Manuel excelled as a machinist, training new hires and taking pride in his work. One day, he was unexpectedly terminated without notice or severance. Stunned, he sought legal advice, which changed everything for him.

What Manuel was Facing 

Name: Manuel 
Age: 46 
Gender: Male 
Location: Mississauga, Ontario 
Occupation: Machinist 
Legal Challenge: Laid off without proper notice or severance pay after more than a decade of service in a non-unionized workplace. 

Manuel had spent 12 years working as a machinist at a manufacturing plant in Mississauga. He took pride in his work and had earned a reputation as a dependable team member—showing up early, staying late when needed, and training new hires to help them succeed. 

Although the plant wasn’t unionized, Manuel trusted that his dedication would count for something. But one morning, he was called into a meeting with his supervisor and HR manager. The company was downsizing, they explained, and his position was being eliminated—effective immediately. 

The termination letter he received made no mention of notice or compensation. After more than a decade of service, Manuel was let go without anything to show for it. 

Taking a Stand for His Rights 

Manuel wasn’t sure what he was entitled to, but something didn’t sit right. A friend told him about our services, and he decided to reach out. 

When Manuel shared his story, we explained that under Ontario’s Employment Standards Act (ESA), employers must provide notice or termination pay based on length of service. In his case, the ESA required at least eight weeks. But we also made it clear that common law entitlements could offer significantly more, especially given his age, role, and the time it might take to find comparable work in a specialized field. 

Advocating for What He Deserved 

We reviewed Manuel’s employment documents, including his contract and record of service. With everything in place, we sent a letter to the employer outlining their legal obligations and requesting compensation that reflected both ESA minimums and common law principles. 

The employer responded with an offer that barely met ESA requirements. We pushed back, making the case for a fairer outcome based on Manuel’s long tenure and the realistic challenges of re-employment. After several rounds of negotiation, the employer agreed to a much stronger settlement. 

A Resolution That Honoured His Efforts 

For Manuel, the result was more than financial—it was recognition of the years he had devoted to his work. With his severance package, he had the time and stability to explore new opportunities and consider upgrading his skills. 

If you’ve been let go after years of service, you may be entitled to more than what’s initially offered. Like Manuel, seeking legal advice can help you get the compensation you deserve—and protect what you’ve worked hard to build. 

Let go after years of service without proper compensation?

Your employer may owe you more than ESA minimums.

→ 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.