What is a Layoff?
What is a layoff? This question may seem simple to many, but it is not. Employees and employers often misuse the term layoff and the effects can be significant.
A True Layoff
A true lay off involves a situation where the employee knew in advance that her employment would end at a certain point. At the time of the layoff, the employer and the employee intend for her to return to work at a later date. The temporary layoff, according to the Employment Standards Act, must be 13 weeks or less in a given 20-week period. If the layoff is to be longer than 13 weeks, it must be less than 35 weeks and the employer will typically continue benefits during this period.
An example of a true layoff is a seasonal employee whose employment contract states that each year at winter-time she will be laid off for 10 weeks.
Common use of Layoff
Many people say they have been ‘laid off’ when they have actually been terminated. If an employee has been laid off and there is no possibility that he will return to work for the employer this is a termination. A termination means the employer has obligations to provide notice or pay in lieu of notice of termination. See here for information about employee entitlements at termination.
An example of this situation is when an employee receives a severance or termination package from his employer, but the employer says “we have to lay you off.”
When is a Layoff Actually a Termination?
Occasionally, an employer will lay off an employee with the intention to recall the employee at some point in the future. Unless the employee has agreed to the possibility of a layoff in writing in a legally enforceable contract, or a layoff is an industry custom like the construction industry a layoff is generally a termination at law. In this situation, the employer generally has a legal obligation to provide the employee with notice of termination (or pay in lieu of this notice). This was confirmed by the Ontario Court of Appeal Elsegood v. Cambridge Spring Service (2001) Ltd. and many times since then.
If you have been laid off, you may have rights beyond being recalled to work at some point and a lawyer at MacLeod Law Firm would be happy to assist you. Please contact us at inquiry@macleodlawfirm.ca 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
Termination Pay for Short Service Employees
When considering a job offer you need to carefully consider the terms of the termination clause that is included in the written job offer you receive. Employer Friendly Termination Clause in Job Offer When interviewing for a job the employer rarely raises your rights...
Is Refusing a COVID Vaccine Just Cause for Termination?
Your employer has implemented a mandatory COVID vaccine policy. You do not want to get vaccinated. Your employer has told you you will be terminated for just cause if you don’t get vaccinated. This blog discusses your legal rights and obligations. You are required to...
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.