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Clear advice for employees facing termination and for employers who want to handle it properly.
An employment lawyer Edmonton workers and employers can speak to early helps you understand what the law requires before you sign anything. Termination, changed job terms, unpaid wages and unclear contracts are stressful, and the rules are more generous to employees than many people realize. Gupta Law Services advises employees and employers on terminations, severance, contracts and workplace disputes across Alberta.
Choose the issue closest to your situation.
Termination without proper notice or without just cause.
Reviewing an offer to see whether it is fair.
A major change to your job, pay or duties that you did not agree to.
Reviewing and drafting terms, including termination clauses.
Complaints, discipline and claims for money owed.
Alberta’s Employment Standards Code sets the minimum notice, or pay instead of notice, when an employer ends employment without just cause.
For most employees it applies after 90 days of work. The weeks shown here are the statutory minimum only.
These are only minimums. Courts can award much more under common law, depending on age, length of service, role and how easily similar work can be found. Employers cannot cut pay or other terms during a notice period.
The province’s termination and lay off guide explains the basic rules.
|| A wrongful dismissal claim generally must be started within two years. ||
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If you have been terminated, take these steps before you agree to anything.
A wrongful dismissal claim generally must be started within two years. An employment standards complaint is a separate route, but it covers only the statutory minimum.
If you are unsure whether to accept an offer, get advice first. It costs far less to review a release than to try to undo one.
Employers reduce risk by using clear, compliant contracts, documenting performance concerns and giving proper notice or pay when employment ends.
A termination clause that does not comply with the Employment Standards Code can be set aside, which leaves the employee with common law notice instead. We review contracts, advise on terminations and layoffs and help resolve claims.
If you are growing a business, see our business law page.
Led by Gagandeep Gupta
Our employment lawyer Edmonton team is led by Gagandeep Gupta, Barrister and Solicitor, with more than 25 years of international legal experience. We explain your rights plainly, tell you honestly whether a claim is worth pursuing and discuss fees before work begins.
We assist clients in Edmonton, St. Albert, Sherwood Park, Spruce Grove, Leduc, Fort Saskatchewan and across Alberta.
Excellent service, fair fees, and real results. If you need a lawyer who actually listens and acts, choose Mr. Gupta and his firm.
I worked with Gagandeep Gupta at Gupta law services for the closing on my new home, and the experience was truly exceptional.
Thanks to Gupta Law Service, they are helpful and knowledgeable. They did good job in Real Estate Closing
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Yes, if the employer gives proper notice or pay instead of notice. Without just cause, the employer must meet at least the minimum under the Employment Standards Code, and often more under common law.
It may not be. Offers often reflect only the minimum. Whether it is fair depends on your age, length of service, role and job prospects, so have it reviewed before you sign.
It happens when an employer makes a major change to your job, such as a large pay cut or a demotion, without your agreement, so that the change amounts to ending your job. Act promptly and get advice before you resign.
No, but a lawyer can tell you whether you are better off with a complaint or a court claim, and how each affects your rights.
