30 months and counting

by | Feb 11, 2019 | For Employers

As we have written before, a wrongful dismissal occurs when an employee is terminated without just cause and the employer does not provide adequate notice of termination. An employee can claim damages equal to the remuneration the employee would have earned during the applicable notice period. For a long time, 24 months was recognised as the informal ceiling for notice periods. However, in recent years, judges have been willing to award notice periods longer than 24 months, particularly when older employees are involved.

In Dawe v Equitable Life Insurance Company, Mr. Dawe was terminated from his position as Senior Vice President of the Equitable Life Insurance Company after 37 years of service for both Equitable Life and its predecessor company. Mr. Dawe was 62 years old at the time of his termination, earned a base salary of $249,000 and a STIP and LTIP bonus totalling $379,585. Mr. Dawe sued Equitable Life for wrongful dismissal.

The judge commented that although Mr. Dawe was possibly close to retirement age, he should have been allowed to retire on his own terms.

The judge accepted there were no comparable jobs available to him, and noted that Mr. Dawe had dedicated the entirety of his working life to Equitable Life. Being terminated at age 62 was tantamount to being forced to retire. The judge awarded 30 months’ notice, which is what Mr. Dawe had requested. However, the judge commented that he would have awarded him 36 months.

Lesson to be Learned

Even if an employee is close to retirement and has commenced planning their retirement, unilaterally accelerating that process can prove to be an expensive decision, particularly if the employee can show that because of their age, there are no comparable positions.

Due to the length of notice in this case, and the judge’s comment about 36 months being a reasonable notice period in the circumstances, we anticipate wrongful dismissal damages claimed will increase for long term employees who are over 60 years old.

If you are considering terminating a long service employee, it is important to consult an employment lawyer so you can obtain an assessment of your potential legal liability.

If you would like to speak to a lawyer at MacLeod Law Firm, you can reach us at [email protected] or by phone at 647-204-8107.

The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.



Recent Posts

Reducing Litigation Risk

In a recent case, Pohl v. Hudson’s Bay Company, 2022 ONSC 5230 (CanLII),an employer was ordered to pay a long service employee the equivalent of about 3 years pay and contribute about $ 35 000 to his legal fees. Although this was a without cause termination case, it...

read more

Toronto Office

702 - 2 Bloor Street West,
Toronto, ON M4W 3E2

Barrie Office

277 - 92 Caplan Avenue,
Barrie, ON L4N 9J2

Collingwood Office

220 - 1 First Street
Collingwood, ON
L9Y 1A1



+1 (888) 640-1728


(866) 883-8445


[email protected]

Toronto Office

729 - 2 Bloor Street West, Toronto ON M4W 3E2

Barrie Office

277 - 92 Caplan Avenue, Barrie ON L4N 9J2

Collingwood Office

220 - 1 First Street, Collingwood, ON L9Y 1A1


Subscribe To Our Newsletter

Join our mailing list to receive the latest news and updates from our team.

You have Successfully Subscribed!