Edmonton Law Office provides experienced legal representation for employees and employers facing workplace disputes, wrongful dismissal claims, and employment contract issues throughout Alberta.
Employment disputes can threaten your livelihood, your reputation, and your financial security. When negotiations fail and workplace conflicts escalate beyond resolution, you need a legal advocate who understands Alberta employment law and can protect your rights in court.
Employment litigation addresses serious workplace conflicts that require legal intervention.
Our employment litigation lawyers at Edmonton Law Office handle wrongful dismissal cases where termination occurs without proper cause or adequate notice under Alberta law. We act in disputes arising from workplace discrimination and harassment, and we advise on where those claims belong: court or the Alberta Human Rights Commission.
Contract disputes form a significant portion of employment litigation. These include disagreements over non-competition and non-solicitation clauses, restrictive covenants, compensation terms, bonus and commission entitlements, and termination provisions. We also pursue unpaid wages, overtime compensation, vacation pay, and benefits that employers have wrongfully withheld.
Our team handles cases involving:
A note on unionized workplaces: disputes under a collective agreement generally proceed through grievance arbitration and the Alberta Labour Relations Board rather than the courts. If you are a unionized employee, your first call is usually to your union; we can advise where court proceedings remain available.
Not every workplace dispute is a lawsuit, and choosing the wrong forum can cost you your remedy:
These routes interact; accepting one remedy can affect another. We map the strategy before anything is filed.
Seek legal assistance promptly if you receive a termination letter, with or without cause, before signing anything. Severance offers typically come with short response deadlines designed to pressure quick acceptance, and signing a release usually ends your claim. Earlier action also preserves evidence and strengthens your position.
Contact Edmonton Law Office at (780) 784-6666 if you experience workplace harassment or discrimination that your employer fails to address. Documentation matters significantly in these cases, and early legal guidance helps preserve emails, witness statements, and performance records.
If your employer breaches your employment contract or refuses to honour agreed-upon terms, legal intervention protects your interests. Similarly, if you face allegations of misconduct or performance issues that seem pretextual, early legal advice can help protect your position before or after a termination decision is made.
For an initial consultation, call (780) 784-6666 to discuss your situation with our Edmonton employment lawyers.
The process begins with a detailed assessment of your case. Employment litigation lawyers at Edmonton Law Office review employment contracts, correspondence, performance reviews, and relevant documentation to determine the strength of your claim and potential outcomes.
Many employment disputes are resolved through negotiation before reaching court. Our lawyers engage with opposing counsel to pursue fair settlement terms that reflect your entitlements under the Employment Standards Code and common law principles.
When settlement proves impossible, we prepare your case for litigation. The process typically follows this path:
Employers also require skilled litigation counsel when facing wrongful dismissal claims or human rights complaints. Edmonton Law Office defends businesses against unfounded allegations and negotiates reasonable settlements when warranted.
Our firm advises on proper termination procedures, severance calculations, enforceable employment contracts, and documentation practices that minimize litigation risk. When disputes arise despite precautions, we provide a vigorous defence while protecting your business reputation and operational continuity.
Alberta’s Employment Standards Code, RSA 2000, c E-9, sets minimum entitlements. For termination notice, the statutory maximum is eight weeks’ pay for employees with ten or more years of service. But the common law often entitles non-union employees to significantly more reasonable notice. Courts consider the Bardal factors, named for the 1960 decision in Bardal v The Globe & Mail Ltd: the character of your employment, your age at termination, your length of service, and the availability of comparable employment in the Edmonton labour market.
The difference is substantial. A long-serving older manager may be entitled to many months of notice at common law, in some cases approaching 24 months, where the statutory minimum would provide only eight weeks. Every case turns on its own facts, which is why a severance offer should be reviewed before it is signed.
Employment contracts can limit common-law entitlements, but only when properly drafted and executed. Our employment litigation lawyers analyze whether contractual termination clauses are enforceable under current Alberta precedent from the Court of King’s Bench and the Court of Appeal.
How much severance am I entitled to in Alberta?
It depends on your age, position, length of service, the job market, and your contract. Statutory minimums cap at eight weeks, but common-law reasonable notice is often far greater. Review any offers before signing a release.
Can my employer terminate me without cause?
Generally, yes, but they must provide proper notice or pay in lieu, under both the Employment Standards Code and the common law. Termination for alleged cause without adequate proof often results in a wrongful dismissal claim.
How long do I have to bring a wrongful dismissal claim?
Generally, two years from termination. Human rights complaints must be filed within one year, and Employment Standards complaints within six months. Earlier is always better; evidence and witnesses fade.
What is constructive dismissal?
A fundamental unilateral change to your employment, such as a significant pay cut, demotion, or intolerable conditions, can amount to dismissal even though you were never formally terminated. Take advice before resigning; how you respond can determine your claim.
Take Action on Your Employment Dispute
Employment litigation demands prompt attention and experienced representation. Whether you face termination, workplace harassment, or contract disputes, the Edmonton Law Office provides the legal knowledge you need to protect your rights.
Call (780) 784-6666 today for an initial consultation. Our employment lawyers serve clients throughout Edmonton and Alberta, offering clear guidance during uncertain times. Do not wait until limitation periods expire or evidence disappears. Contact our office now to discuss your options and begin building your case.
The information on this page is general legal information and is not legal advice. Every dispute turns on its own facts, contracts, and deadlines. Reading this page or contacting Edmonton Law Office by phone, email, or web form does not create a solicitor-client relationship. Please do not send confidential information until a lawyer at our firm has confirmed in writing that we act for you. Legal deadlines, including limitation periods, may bar your claim if missed; promptly obtain legal advice about your specific situation.
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