The Danger of Termination Clauses
As we have written about in the past, termination clauses limit employee rights. The difference in what an employee receives when terminated can vary significantly between a contract with a termination clause, and one without. See here to learn more.
Despite the important role these clauses play, the law interpreting them continues to be in flux. Several decisions tell us that a termination clause should inform the employee that her benefits will continue for the statutory notice period under the Employment Standards Act. See here to learn more about these cases.
However, while a termination clause ought to describe that the employee is entitled to the continuation of benefits after termination, failure to do so will not necessarily render it unenforceable.
A 2016 decision reconfirms that principle.
The Case
In Wood v. Fred Deeley Imports Ltd., the employee received an offer letter before starting a new job. She signed the letter and began her position. The offer letter, which is a contract, had a termination clause that said the employer was entitled to:
terminate your employment at any time without cause by providing you with the two weeks’ Notice of Termination or pay in lieu thereof for each completed or partial year of employment with the company.
The employee argued that because the termination clause did not mention the continuation of her benefits it was not enforceable.
The court disagreed. It relied on an Ontario Court of Appeal decision from 2005 called Roden. In that decision, the Court of Appeal held that where a termination clause was silent about the continuation of benefits, it was deemed to incorporate those benefits into the employment contract. So, not mentioning benefits was not a problem.
In Wood, the court agreed and found the termination clause above was enforceable.
Lessons
Employees must be careful when signing an offer letter or employment contract. If it contains a termination clause, it may significantly limit what you can get as notice of termination or pay in lieu of notice. It is a good idea to speak to an employment lawyer and review your contract in full before signing.
If you would like to speak to a lawyer at MacLeod Law Firm, you can reach us at [email protected] or 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
A layoff during the Covid-19 pandemic is still a constructive dismissal
The courts recently confirmed that layoffs remain a constructive dismissal even in the context of the Covid-19 pandemic.
Human Rights For Unionized Employees
Despite the many areas that limit unionized employees’ rights, these employees are able to bring human rights claims.
Federal Terminated Employees Can Prove Contract is Unenforceable
Terminated employees who worked for federal employers may be entitled to more termination pay.