Constructive Dismissal

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Date Retrieved:	2025-04-17
CLNP Page ID:	95
Page Categories:	Contract Law
Citation:	Constructive Dismissal, CLNP 95, <https://rvt.link/24>, retrieved on 2025-04-17
Editor:	Sharvey
Last Updated:	2025/04/07

Employment Standards Act, 2000, S.O. 2000, c. 41

54 No employer shall terminate the employment of an employee who has been continuously employed for three months or more unless the employer,

(a) has given to the employee written notice of termination in accordance with section 57 or 58 and the notice has expired; or

(b) has complied with section 61. 2000, c. 41, s. 54.

55 Prescribed employees are not entitled to notice of termination or termination pay under this Part. 2000, c. 41, s. 55.

What constitutes termination

56 (1) An employer terminates the employment of an employee for purposes of section 54 if,

(a) the employer dismisses the employee or otherwise refuses or is unable to continue employing him or her;

(b) the employer constructively dismisses the employee and the employee resigns from his or her employment in response to that within a reasonable period; or

(c) the employer lays the employee off for a period longer than the period of a temporary lay-off. 2000, c. 41, s. 56 (1).

...

57 The notice of termination under section 54 shall be given,

(a) at least one week before the termination, if the employee’s period of employment is less than one year;

(b) at least two weeks before the termination, if the employee’s period of employment is one year or more and fewer than three years;

(c) at least three weeks before the termination, if the employee’s period of employment is three years or more and fewer than four years;

(d) at least four weeks before the termination, if the employee’s period of employment is four years or more and fewer than five years;

(e) at least five weeks before the termination, if the employee’s period of employment is five years or more and fewer than six years;

(f) at least six weeks before the termination, if the employee’s period of employment is six years or more and fewer than seven years;

(g) at least seven weeks before the termination, if the employee’s period of employment is seven years or more and fewer than eight years; or

(h) at least eight weeks before the termination, if the employee’s period of employment is eight years or more. 2000, c. 41, s. 57.

...

61 (1) An employer may terminate the employment of an employee without notice or with less notice than is required under section 57 or 58 if the employer,

(a) pays to the employee termination pay in a lump sum equal to the amount the employee would have been entitled to receive under section 60 had notice been given in accordance with that section; and

(b) continues to make whatever benefit plan contributions would be required to be made in order to maintain the benefits to which the employee would have been entitled had he or she continued to be employed during the period of notice that he or she would otherwise have been entitled to receive. 2000, c. 41, s. 61 (1); 2001, c. 9, Sched. I, s. 1 (14).

Moore v. Apollo Health & Beauty Care, 2017 ONCA 383 (CanLII)

[22] Ms. Moore submits the trial judge erred in relying on the notice provisions of her employment contract to calculate damages for constructive dismissal. She argues that once the trial judge found Apollo constructively dismissed her, the employment contract was void and its terms could not be used to calculate the notice to which she was entitled.

[23] I do not accept this submission. Provisions respecting notice of termination of employment can limit the pay applicable on constructive dismissal: Simpson v. Global Warranty Management Corp., 2014 ONSC 6916 (CanLII) (Div. Ct.), at paras. 3-4; Howard Levitt, The Law of Dismissal in Canada, loose-leaf (February 2017 – Rel. 51), 3d ed., (Aurora: Canada Law Book, 2003), at para.11:40.10.

[24] In the present case, the terms of the employment contract specifically address the calculation of notice upon constructive dismissal. Section 10 provides:

If Apollo terminates your employment, you shall be entitled to receive only such notice of termination, termination pay, benefit continuation and/or severance pay, if any, as are required by the Employment Standards Act, 2000 in the circumstances of the termination. This paragraph defines and limits your full entitlement to notice of termination, pay in lieu of notice, benefit continuation and severance pay upon termination of employment, and shall apply regardless of any changes to the terms and conditions of your employment (including changes in position, duties and responsibilities, reporting relationships, and compensation). Please read it carefully.

[25] Accordingly, I see no error in the trial judge’s findings that Apollo gave Ms. Moore notice of its intent to terminate “that was well within the contractual requirements” and that Ms. Moore “received what she was entitled to.”