Fired. Terminated. Downsized. Transitioned. Released. Let go. Whatever your (former) employer wants to call it, you have lost your job. This leaves you in a vulnerable position while you rely on savings and look for another way of supporting yourself and your family. What now?
Getting Fired in Alberta
If you have recently lost your job, we encourage you to obtain legal advice as soon as possible. Talking to an experienced employment lawyer will help you consider your options and decide what to do next. Our first priority is always to explain and help you to understand your legal rights. Unionized employees will have their dismissals governed by their collective agreement and you will want to contact your union representative for further details.
In Alberta, non-union employers have the right to dismiss employees so long as they don’t violate the Employment Standards Code or the Alberta Human Rights Act. Unless your employer is alleging cause, they will need to give you reasonable notice of the dismissal.
Employers in Alberta must give advance notice when dismissing employees. Employers also have the option of terminating your employment immediately and paying you an amount equal to what you would have earned during your notice period (severance). The statutory minimum notice periods are set out in the Alberta Employment Standards Code under Section 56:
- 1 week, if you have been employed for more than 90 days but less than 2 years
- 2 weeks, if you have been employed for 2 years or more but less than 4 years
- 4 weeks, if you have been employed for 4 years or more but less than 6 years
- 5 weeks, if you have been employed for 6 years or more but less than 8 years
- 6 weeks, if you have been employed for 8 years or more but less than 10 years
- 8 weeks, if you have been employed for 10 years or more.
These are only minimum notice periods. Unless there is an enforceable employment in place that limits your entitlement to notice to the statutory minimum, you are also entitled to reasonable notice according to common law principles. This is an amount established by the courts through an assessment of a number of factors, including:
- Your age
- Your length of service with the employer
- The character of your employment
- Your ability to find similar employment
If you think that your employer is offering an inadequate amount of notice, contact one of our experienced lawyers to consider a wrongful dismissal claim against your former employer.
Fired With Cause vs Fired Without Cause
Employers do not need to provide notice or pay severance if they have just cause for dismissal. In order to establish just cause, there must be serious workplace infractions. Examples include:
- violence or harassment in the workplace; and
- repeated absenteeism without reasonable excuse.
The burden for proving just cause is on the employer and does not include things like unsatisfactory work performance or occasionally being late from work. If your former employer has dismissed you and is alleging just cause, our employment lawyers can help you determine whether their claims stand up to legal scrutiny. If it looks like you were ultimately dismissed without cause, you may decide to pursue a claim for wrongful dismissal. Our employment lawyers routinely prepare and prosecute such claims.