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Process
Our methodology is a rigorous, article-driven process. We begin with a forensic review of your employment records and communications against the relevant provincial or federal statute, such as the Canada Labour Code or the Quebec Act respecting labour standards. For instance, we meticulously calculate severance entitlements, which can be substantial, often amounting to one month's salary per year of service under common law. We then develop a strategic claim, whether for negotiated settlement or litigation, supported by precise legal arguments. This systematic approach is applied to all our practice areas, including detailed assessments for Termination & Dismissal claims.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Filing Deadline (Unjust Dismissal) | 90 days |
| Common Severance Reference (per year of service) | 2-4 weeks' pay |
| Initial Case Review | 1-3 business days |
| Jurisdictions Covered | Federal & Provincial (QC, ON, BC) |
Local Considerations — Quebec City
Employment law practice in Canada requires adaptation to distinct provincial regimes and local economic drivers. In Quebec City, a hub for public administration, tech, and tourism, we frequently address issues specific to government employees and seasonal industries under the Quebec Act. Meanwhile, in tech-centric regions like Ontario or British Columbia, cases often involve complex stock option disputes and fiduciary duty breaches. Our national coverage allows us to navigate these nuances, whether applying Quebec's unique civil law principles or common law precedents from other provinces. We tailor our counsel to the specific legal and economic landscape of each client's location.
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Employment Lawyers in Quebec City: Practice Areas
Locations covered in Quebec City
Standards & Compliance
- Canada Labour Code (R.S.C., 1985, c. L-2)
- Quebec Act respecting labour standards (CQLR c N-1.1)
- Canadian Human Rights Act
- Employment Insurance Act
Frequently Asked Questions
What is the legal time limit to contest a dismissal in Canada?
For federally regulated employees, the Canada Labour Code provides a 90-day limit to file an unjust dismissal complaint. Provincial limits vary; in Quebec, a recourse for prohibited practices under the Act respecting labour standards generally must be filed within 30 days. Immediate consultation is critical to preserve your rights.
How is severance pay calculated?
Calculation depends on jurisdiction, employment contract, and common law. Under federal law, statutory severance is paid after 12 months of continuous service. However, common law entitlements, which we advocate for, are typically far greater, often ranging from 2 to 4 weeks' salary per year of service, considering factors like age, position, and job market conditions.
What constitutes wrongful dismissal?
Wrongful dismissal occurs when an employer terminates an employee without just cause and fails to provide adequate notice or pay in lieu. 'Cause' is a high legal threshold (e.g., serious misconduct). Most terminations without cause require reasonable notice or severance. We analyze your situation against this legal standard to build a claim.
How much does an employment lawyer cost in Canada?
Legal fees depend on case complexity, required documentation review, and whether the matter proceeds to litigation. For reference, comprehensive representation for a standard wrongful dismissal case can range significantly. We provide transparent, tailored fee arrangements—often contingency or flat-fee for certain stages—after a specific case assessment. The best approach is to request a detailed consultation and proposal.