Employment Termination in Ontario (2026)
This page is the free Ontario guide. No sign-in. Read on, or take the checklist as a PDF.
Facts checked September 2026 · See what changed · How we check
What you're owed, what the employer must do, and what to do next, under the Employment Standards Act, 2000 (ESA).
Ontario employment rights checklist
Keep it with the rest. This one files behind tab 9 of the Home File.
Federally regulated employee? Read this first ▸
FEDERALLY REGULATED? If you work for a bank, telecommunications or broadcasting company, an airline, interprovincial or international transport/trucking, a federal Crown corporation, or another federally regulated industry, you are covered by the Canada Labour Code, NOT your provincial Employment Standards Act. Federal notice and severance rules are different, and federally regulated employees with 12+ months of service have an unjust-dismissal remedy that can include reinstatement. The provincial figures shown here do not apply to you. See canada.ca for the Canada Labour Code standards.
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Minimum Notice in Ontario
Open this section ↓Under the Employment Standards Act, 2000 (ESA). These are statutory minimums, common law may entitle you to more.
Length of employment Minimum notice Less than 1 year 1 week 1–3 years 2 weeks 3–4 years 3 weeks 4–5 years 4 weeks 5–6 years 5 weeks 6–7 years 6 weeks 7–8 years 7 weeks 8+ years 8 weeks ESA notice = statutory minimum. Common law "reasonable notice" is often much higher (see below).
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Severance Pay in Ontario
Open this section ↓↑ Close this sectionSeverance pay applies in Ontario
When it applies: Applies if: you worked 5+ years AND your employer has a payroll of $2.5M+ OR your position was eliminated in a mass termination
Formula: 1 week's pay per year of service (max 26 weeks)
Severance pay is separate from and in addition to termination notice/pay. Many employees qualify for both.
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Group / Mass Termination
50+ employees terminated at one establishment in 4 weeks: 8 weeks' notice (50–199), 12 weeks (200–499), 16 weeks (500+).Open this section ↓↑ Close this section50+ employees terminated at one establishment in 4 weeks: 8 weeks' notice (50–199), 12 weeks (200–499), 16 weeks (500+). Employer must file Form 1 with the Director of Employment Standards before giving notice.
Official source →4
Temporary Layoff
Temporary layoff: up to 13 weeks in a 20-week period (or 35 weeks in 52 if wages/benefits continue).Open this section ↓Temporary layoff: up to 13 weeks in a 20-week period (or 35 weeks in 52 if wages/benefits continue). Exceeding the limit is deemed termination and triggers full notice/severance entitlements.
↑ Close this sectionCommon Law Reasonable Notice
Common law reasonable notice for long-tenure employees is often far higher than ESA minimums. Courts consider: age, position, length of service, availability of similar employment. Suing for wrongful dismissal requires a lawyer and court action.
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Just Cause in Ontario
Just cause is a high bar.Open this section ↓Just cause is a high bar. Typically requires serious, documented misconduct. Minor performance issues are NOT just cause. Employers who allege cause but fail to prove it may owe enhanced damages.
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Constructive Dismissal
If the employer makes a significant unilateral change to your job (cuts pay substantially, demotes, changes location), you may be able to treat this as a termination and claim constructive dismissal.Open this section ↓If the employer makes a significant unilateral change to your job (cuts pay substantially, demotes, changes location), you may be able to treat this as a termination and claim constructive dismissal.
↑ Close this sectionRecord of Employment (ROE)
Employer must issue the ROE within 5 calendar days after the end of the pay period in which the interruption of earnings occurs. File for EI within 4 weeks.
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If You Were Terminated: What to Do
Open this section ↓- 1
Request your Record of Employment (ROE) within 5 days if not provided.
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Apply for Employment Insurance (EI) at canada.ca/en/services/benefits/ei as soon as possible. The 1-week waiting period is currently waived until October 9, 2027 (temporary measure).
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Review your termination letter and severance offer carefully before signing anything.
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Do NOT sign a release or accept a "full and final settlement" until you understand your full entitlements.
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Calculate your ESA minimums (notice + severance if applicable).
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Consult an employment lawyer before signing anything. Most offer free consultations. If offered more than ESA minimums, negotiate.
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Check if you have a written employment contract: it may include a termination clause (or may not). Courts sometimes void badly drafted clauses.
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File an ESA claim with the Ministry of Labour if your employer is not meeting the statutory minimums (free, no lawyer required).
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If You Are the Employer: What You Must Do
Open this section ↓- 1
Provide written notice or pay in lieu: calculate using ESA schedule.
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Calculate and pay severance pay if applicable ($2.5M payroll + 5 years service).
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Issue ROE within 5 calendar days after the end of the pay period in which the interruption of earnings occurs.
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Provide final pay including any accrued vacation pay on or before the next regular pay date.
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Do not reduce pay, demote, or change terms during any working notice period.
↑ Close this sectionOntario-specific things to know
- •ESA minimums are a floor, not the ceiling. Common law entitlements can be significantly higher.
- •Ontario's ESA claim process is free. Filing with the Ministry of Labour vs. suing in court are different routes.
- •"Without cause" termination still entitles the employee to notice/pay. Cause is required to terminate with nothing.
- •Employment contracts with termination clauses may limit common law entitlements, but courts regularly void poorly drafted clauses.
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Common Questions
Can my employer terminate me without cause in Ontario?Open this section ↓Can my employer terminate me without cause in Ontario?
Yes, employers can terminate "without cause" but must provide proper notice or pay in lieu. "Without cause" does not mean without compensation. Employees terminated without cause are entitled to statutory minimums plus potentially common law notice.
What is pay in lieu of notice in Ontario?
Instead of having you work through your notice period, your employer can end the job immediately and pay you a lump sum covering that period: that is "pay in lieu of notice". Employer can provide working notice (keep working for the notice period) or pay in lieu (lump sum). Cannot reduce pay or change major job terms during working notice. How long the notice period must be depends on how long you worked there, and the minimum is set by the Employment Standards Act, 2000 (ESA).
Does Ontario have severance pay?
Yes, and it is separate from notice. Applies if: you worked 5+ years AND your employer has a payroll of $2.5M+ OR your position was eliminated in a mass termination. The formula: 1 week's pay per year of service (max 26 weeks). Severance pay is separate from and in addition to termination notice/pay. Many employees qualify for both.
What is "just cause" and how does it affect my payout?
Just cause is a high bar. Typically requires serious, documented misconduct. Minor performance issues are NOT just cause. Employers who allege cause but fail to prove it may owe enhanced damages.
Should I sign the severance offer right away?
Most employment lawyers advise against signing immediately. Once you sign a release, you typically cannot pursue further claims. Review the offer against your statutory minimums. If it exceeds statutory minimums, consider whether it reflects common law reasonable notice. Most employment lawyers offer free initial consultations and many work on contingency for wrongful dismissal claims.
Does my employment contract limit what I can get?
It might, but many termination clauses in employment contracts are poorly drafted and have been struck down by courts for failing to meet statutory minimums. Even if your contract has a termination clause, have a lawyer review it before assuming it limits your entitlements.
File an Employment Standards Complaint
Ontario ESA Claim (Ministry of Labour online portal). Free. Must be filed within 2 years of the violation. Filing an ESA claim and suing in court are separate routes. Filing with the employment standards office is free and does not require a lawyer.
Go to ON complaint portal →Official sources
- Employment Standards Act, 2000 (ESA) →
- ESA Termination Guide (ontario.ca) →
- ESA Severance Pay Guide (ontario.ca) →
Facts checked September 2026
Employment Rights Package for Ontario, $14: statutory notice minimums, employee rights summary for your province, sample termination letter, what to do next: checklist.
Get documents →↑ Close this sectionEmployment termination in other provinces
Done for you
Employment Rights Package$14
- Statutory notice minimums (ESA minimum notice + severance where applicable)
- Employee rights summary for your province
- Sample termination letter (reference: what your employer should give you)
- What to do next: checklist (EI, ROE, legal options)
Statutory notice minimums worksheet for your province
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Informational guide only. Guidepost is not a law firm. This guide explains the typical process and is not legal advice. Requirements can change. Verify current rules with the relevant government authority or a qualified professional before you act.