Who makes the decision to terminate an employment contract in Canada?

The decision to terminate an employee in Canada should take into account several factors, including the employee’s length of service, as those factors justify providing the employee with a longer notice period. For example, employees on a probationary contract at the beginning of their employment can be terminated without any specific reason with 14 days of written notice, but longer-term employees have a longer notice period. In some cases, provincial labor law will dictate how much notice period must be provided to an employee. 

In extremely rare cases, an employee may be dismissed for cause (or “just cause“), and the employer is not required to provide notice or severance in this scenario. However, the burden of proof on the employer is quite high and requires documentation of the employee’s repeated gross negligence. 


If you have questions about terminating employment contracts in Canada, please get in touch with our team today! 

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