Employment contracts shouldn’t be considered “set it and forget it” documents. With what feels like almost constantly evolving case law, employers need to keep contracts up to date or risk having key provisions thrown out by a court.
If a termination clause is found to be invalid, the promises in your contract (most typically limiting
The Ontario Superior Court recently reminded employers that employment agreements aren’t optional – they’re enforceable.
In Timmins v. Artisan Cells, 2025 CanLII 2387, the employer ignored its own termination provisions and tried to use severance as leverage for a release. It backfired big time.Continue Reading Don’t Use Severance as Leverage: Courts are Not Impressed
As lawyers who practice for both employers and employees, we know that terminations are rarely pleasant for anyone involved.
After all, as the Courts have acknowledged, employment is an essential component of identity, self-worth and emotional well-being. More recent Court rulings have reminded us that the manner in which employment can be terminated is equally