Fired without notice? Offered a severance package that doesn’t seem right? Dealing with a major change at work that you never agreed to?
It can be hard to tell when a workplace problem has crossed the line into a legal issue. These five signs can help you recognize when it may be time to speak with an employment lawyer. You don’t need to know whether you have a potential claim before reaching out. That’s something we can help you explore.
Have a question about your job? Talk to our team for free. There’s no obligation to hire us.
1. You Were Fired Without Notice or Offered Less Severance Than You Expected
Being let go can leave you with two immediate questions: Was my employer allowed to do that, and is this offer fair?
In Alberta, eligible employees are entitled to minimum notice of termination or pay instead. Depending on your circumstances, you may be entitled to more than that minimum. An offer that meets employment standards may still be worth reviewing before you accept it.
What to do next: Keep your termination letter, employment contract, and severance offer. Before signing a release or accepting a deadline you feel rushed by, ask a lawyer to review the offer with you. Learn more about severance package reviews.
2. Your Job Changed Significantly Without Your Agreement
A new title or a shift in duties doesn’t automatically mean you have a potential claim. But a substantial pay cut, demotion, reduction in hours, or move to a very different role could raise questions about constructive dismissal, particularly if the change was imposed without your agreement.
You may feel that your only choices are to accept the change or quit. It’s worth understanding your options before making either decision.
What to do next: Save any emails, contracts, or notices describing the change, and make note of when it took effect. Speak with an employment lawyer before resigning or agreeing to new terms. Learn more about constructive dismissal in Alberta.
3. You Experienced Discrimination or Harassment at Work
Everyone deserves a safe, respectful workplace. If you’ve faced harassment or been treated unfairly due to your race, gender, age, disability, or other protected grounds, your employer has a duty to address it. If they ignore your complaints or, worse, retaliate against you for speaking up, it’s time to consider your legal options.
The details matter: what happened, who was involved, whether you reported it, and how your employer responded. Different legal processes and deadlines may apply depending on the situation.
What to do next: Keep a record of incidents, relevant messages, and any complaints you made. If you’re unsure what your options are, consider speaking with an employment lawyer sooner rather than later.
4. Your Employer Refuses to Accommodate a Disability or Medical Need
If you need a workplace accommodation because of a disability or medical condition, your employer may have a duty to consider reasonable options. That doesn’t mean every requested change must be granted, but a refusal without properly considering your circumstances could be a warning sign.
Employers in Alberta are required by law to accommodate employees with disabilities or medical conditions as much as they reasonably can without causing serious difficulty or unfair burden on them. If your employer dismisses your doctor’s recommendations, denies necessary accommodations (e.g. time off for doctor’s appointments during pregnancy), or penalizes you for needing support, you may have grounds for a claim.
What to do next: Keep copies of your request, any supporting information you provided, and your employer’s response. If you’re still employed, getting advice early may help you decide how to address the issue.
5. You’re Being Pressured to Sign a Severance Package or New Contract
A short deadline can make it feel as though you have to decide immediately. Whether you’ve been handed a severance agreement, a release, or a new employment contract, it’s reasonable to ask what the document means before you sign it.
Signing may affect your options, so don’t rely on an explanation from your employer alone if something feels unclear. If you’re feeling rushed or confused, it’s wise to get legal advice before you sign. Once you sign, it can be tough or even impossible to renegotiate or pursue a claim.
We generally recommend:
- Not signing a release, new contract, or “full and final” severance on the spot
- Asking for the deadline in writing
- Bringing the offer, contract, Record of Employment, and last pay stub to the consult with an employment lawyer
What to do next: Ask for a copy of the document and take time to review it. A lawyer can explain the terms and help you understand whether there’s room to negotiate. Learn more about reviewing a severance package.
Not Sure Whether Your Situation Counts? Ask Us.
Employment law is complex, and no two situations are exactly the same. Tell us what happened, and our team can help you understand your possible next steps.
Litco Law helps Albertans with a range of non-union employment matters, including termination, severance, constructive dismissal, and workplace rights. If we’re not the right team for your situation, we’ll do our best to point you in the right direction. We’ll help you find the solution, even if we’re not it.
Your consultation is free, and there’s no obligation to hire us. Meet our employment lawyers here.
What Should You Have Ready When You Contact Us?
Start with what you know. Depending on your situation, it may help to have your employment contract, termination letter, severance offer, recent pay information, or relevant messages nearby. You don’t need to have everything organized before your first call.
We’ll listen, ask a few questions, and explain what happens next.
Request a Free Consultation or call (587) 602-0514 to speak with our team.
Frequently Asked Questions About Employment Claims in Alberta
Does Alberta have statutory severance pay?
Alberta’s employment standards set minimum requirements for termination notice or pay instead of notice for eligible employees. Those minimums may not reflect everything an employee is entitled to under their contract or common law. If you’ve been offered a package, it’s worth having it reviewed before you sign.
How long do I have to make an employment claim?
It depends on the type of issue and the process involved. Many civil claims have a two-year limitation period, but an Alberta Employment Standards complaint generally must be made within six months of your last day of employment. Human rights complaints generally have a one-year deadline. If you’re unsure which applies, get advice promptly rather than assuming you have two years.
Should I apply for EI before I call a lawyer?
You can do both. If you’ve stopped working, the Government of Canada recommends applying for Employment Insurance as soon as possible, even if you haven’t received your Record of Employment yet. You don’t need to wait until you’ve spoken with a lawyer about your severance or other employment concerns.
What if I already signed a severance agreement?
It may affect your options, but don’t assume there’s nothing you can do. A lawyer can review what you signed and the circumstances around it, then explain whether any options remain.
What happens during a free consultation?
Tell us what happened and what questions you have. We’ll ask about the details that matter to your situation, explain how we may be able to help, and walk you through possible next steps. The consultation is free, and there’s no obligation to hire us.
What does it cost if I hire Litco Law?
We never bill by the hour. For employment claims we take on, we work on a contingency fee basis, so our legal fees depend on resolving your claim. We’ll explain the fee agreement and how any expenses are handled before you decide whether to move forward.
