Is it legal terminate an employee after they return from maternity or parental leave? 

It is not permitted to terminate an employee because they took maternity or parental. If you have recently lost your job after returning from maternity or parental leave, we may be able to help. Tell us more:

It is not permitted to terminate an employee because they took maternity or parental. If you have recently lost your job after returning from maternity or parental leave, we may be able to help. Tell us more:

Is it legal to terminate an employee after they return from medical leave?

It is not permitted to terminate an employee because they took a medical leave. If you believe that you were terminated in retribution for taking a medical leave, click the get help button below.

It is not permitted to terminate an employee because they took a medical leave. If you believe that you were terminated in retribution for taking a medical leave, click the get help button below.

Can I collect Employment Insurance (EI) if I quit my job?

In most cases, if you quit your job, you will not be eligible to collect Employment Insurance (EI). However, there are certain circumstances where you had no other choice but to quit your job (i.e. discrimination) for which you may still be eligible to collect EI. Tell us more by taking our survey.

In most cases, if you quit your job, you will not be eligible to collect Employment Insurance (EI). However, there are certain circumstances where you had no other choice but to quit your job (i.e. discrimination) for which you may still be eligible to collect EI. Tell us more by taking our survey.

Can I collect Employment Insurance (EI) if I was fired from my job?

In most cases, if you were at fault for losing your job (i.e. stealing, failing to show up for scheduled shifts, aggressive behaviour, etc.), you will not be eligible to collect EI. If you were wrongly fired, we may be able to help.

In most cases, if you were at fault for losing your job (i.e. stealing, failing to show up for scheduled shifts, aggressive behaviour, etc.), you will not be eligible to collect EI. If you were wrongly fired, we may be able to help.

Can you help with constructive dismissal?

The Workers’ Resource Centre cannot assist with constructive dismissal cases. If you suspect your employer is attempting to use constructive dismissal to terminate your employment, you may with to contact a lawyer.

The Workers’ Resource Centre cannot assist with constructive dismissal cases. If you suspect your employer is attempting to use constructive dismissal to terminate your employment, you may with to contact a lawyer.

What is constructive dismissal?

Constructive dismissal refers to situations where employers do not directly terminate workers but make changes to a worker’s job, such as hours or rate of pay, or fails to comply with the employment contract, effectively forcing the worker to quit. For more information about constructive dismissal, you can consult the Government of Canada’s website.

Constructive dismissal refers to situations where employers do not directly terminate workers but make changes to a worker’s job, such as hours or rate of pay, or fails to comply with the employment contract, effectively forcing the worker to quit. For more information about constructive dismissal, you can consult the Government of Canada’s website.

What is a temporary layoff?

Employers in Alberta may temporarily lay off employees if they wish to keep the employment relationship with their employees and call them back to work at a later date, for example, in the case of seasonal employment. The maximum length of a temporary layoff is 90 days in a 120-day period and proper notice must be given to employees. Workers who have been temporarily laid off may be eligible to claim Employment Insurance. If you have recently been laid off, we may be able to help. Tell us more.

Employers in Alberta may temporarily lay off employees if they wish to keep the employment relationship with their employees and call them back to work at a later date, for example, in the case of seasonal employment. The maximum length of a temporary layoff is 90 days in a 120-day period and proper notice must be given to employees. Workers who have been temporarily laid off may be eligible to claim Employment Insurance. If you have recently been laid off, we may be able to help. Tell us more.

What is a regular layoff?

A regular layoff happens when an employer permanently terminates an employee due to lack of work. Proper notice must be given to the employee, who may be entitled to termination pay.

A regular layoff happens when an employer permanently terminates an employee due to lack of work. Proper notice must be given to the employee, who may be entitled to termination pay.

What is the difference between termination with cause and termination without cause?

Termination with just cause happens when a worker is fired for significant wrongdoing, such as stealing, violence, other illegal activities or inappropriate behaviour at work. Termination without cause happens when a worker is terminated for no fault of their own – instead, they may have been laid off due to lack of work or because of structural changes at their workplace.

Termination with just cause happens when a worker is fired for significant wrongdoing, such as stealing, violence, other illegal activities or inappropriate behaviour at work. Termination without cause happens when a worker is terminated for no fault of their own - instead, they may have been laid off due to lack of work or because of structural changes at their workplace.

Am I entitled to termination pay?

It depends on the circumstances of your termination.  If an employee was not given notice and was terminated without cause, the employee is entitled to termination pay in lieu of notice.

Employees employed for less than 90 days (about 3 months) are not guaranteed a termination notice or pay in lieu of termination.

Employees who are terminated for just cause (e.g., theft) are not guaranteed a notice of termination nor pay in lieu.

If you are uncertain about whether or not you are entitled to termination pay, we recommend booking a free appointment with us.

It depends on the circumstances of your termination.  If an employee was not given notice and was terminated without cause, the employee is entitled to termination pay in lieu of notice.

Employees employed for less than 90 days (about 3 months) are not guaranteed a termination notice or pay in lieu of termination.

Employees who are terminated for just cause (e.g., theft) are not guaranteed a notice of termination nor pay in lieu.

If you are uncertain about whether or not you are entitled to termination pay, we recommend booking a free appointment with us.

Does the Workers’ Resource Centre help with severance pay?

We do not provide help regarding severance pay. If you require help determining whether the severance pay you have been offered is fair, you may wish to contact a lawyer.

We do not provide help regarding severance pay. If you require help determining whether the severance pay you have been offered is fair, you may wish to contact a lawyer.