Emily, a member of the marketing team, was unexpectedly informed in a meeting that her position was eliminated due to budget constraints. After receiving a termination letter and being asked to leave immediately, she sought legal advice and learned her rights, which enabled her to hold her employer accountable and secure her owed pay.

What Emily was Facing: 

Name: Emily 
Age: 34 
Gender: Female 
Location: Burlington, Ontario 
Occupation: Marketing Assistant 
Legal Challenge: Let go without notice or termination pay after more than a year of service. 

Emily had always been proud of her role on the marketing team at a fast-paced tech startup in Burlington. Known for her creative thinking and sharp attention to detail, she played a key part in helping the company grow its client base. 

One afternoon, during what felt like an ordinary workday, Emily was called into a meeting with her manager and HR. Without any prior warnings or concerns raised about her performance, she was told that her role was being eliminated due to “budget constraints.” The meeting was brief. She was handed a termination letter and asked to leave immediately, without notice or compensation. 

Seeking Clarity Amid Confusion 

The news hit hard. After the initial shock wore off, Emily began to question whether what happened was even legal. A friend suggested she look into Ontario’s employment laws, which led her to book a consultation with us. 

After hearing the details, it was clear her employer had missed some key legal requirements. Under Ontario’s Employment Standards Act (ESA), anyone employed for at least three months is entitled to notice or termination pay in lieu—if let go without cause. Emily had worked at the company for over a year, and her employer had not provided either. 

A Clear Path Forward 

We started by reviewing Emily’s documents: her termination letter, confirmation of her start date, and records of her duties. From there, we outlined her legal options. 

We prepared a demand letter for her former employer, explaining their obligation to provide minimum notice under the ESA. We also highlighted that Emily could be entitled to additional compensation under common law, which takes into account her age, role, and how long it might take her to find a comparable position in her industry. 

Achieving a Positive Outcome 

At first, the employer resisted. They claimed Emily’s position wasn’t permanent and argued they owed her nothing. But after we presented clear documentation showing she had been continuously employed—and reminded them of the potential consequences of ignoring their legal obligations—they agreed to a resolution. 

Emily received compensation that covered her ESA minimum entitlements and additional pay that reflected her circumstances and the time needed to find a new opportunity. 

A New Chapter 

For Emily, the outcome wasn’t just about receiving compensation. It confirmed that her work had value, and that even in difficult circumstances, she had the right to fair treatment. With the pressure eased, Emily took the time to focus on what came next—and soon landed a new role at a company that appreciated her skills and experience. 

If you’ve been let go without notice or termination pay, it’s worth finding out what you may be entitled to. Legal advice can help you move forward—just as it did for Emily. 

Let go without notice or termination pay?

Even if it seemed sudden or justified, your employer may have missed legal requirements.

→ 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.