Alberta Employment Lawyers

Let go from your job?

We can help assess if your situation is fair. Talk to our legal team for free today.

Our consultations are always free, we never charge by the hour, and we don’t get paid unless you do.

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*Our consultations are always free, we never bill by the hour, and we don’t get paid unless you do.

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We can help with your employment law matters, including:

  • Wrongful Dismissals
  • Severance and Termination Clause Reviews
  • Reasonable Notice Assessments
  • Constructive Dismissals
  • Human Rights Violations
  • Harassment and Discrimination Cases
  • Employment Agreements & Contracts
  • Employment Agreements & Contracts
  • Workplace Investigations

Your Next Steps Made Easy

1

We'll answer your legal questions for free.

Get free legal answers from our team during your free consultation.

2

Our legal team will walk you through the legal process.

We’ll explain how we can assist you, what to expect if you hire us, and next steps.

3

You'll decide if our team is right for you.

There’s no pressure. It’s important to find a lawyer that’s the right fit for you. You tell us if you want to proceed.

What To Expect from Your Consultation

Feeling overwhelmed?

Not sure what to ask? Here are the top questions we get:

Do I Even Qualify for a Claim?

It depends on your specific situation. The quickest and easiest way to determine if you have a claim is to talk through the details with our legal team. Booking a free consultation with us will give you the opportunity to get your questions answered and allow us to provide guidance unique to you. If we can help, you’ll have the option of hiring us and starting your claim on the spot. But there’s also no obligation.

We know that facing a workplace issue can feel overwhelming. Whether you’ve been wrongfully dismissed, experienced a toxic work environment, or you’re just unsure where you stand, we’re here to help you make sense of it all.

When you book a free consultation with Litco Law, we’ll take the time to understand your situation, explain your rights, and let you know how we can best support you.

While there are many different workplace matters that can lead to an employment claim, most claims fall into the following categories:

  1. Termination & Constructive Dismissal: If you’ve been let go without cause or are facing major changes like a demotion or a significant pay cut, you might have grounds for a claim. If this sounds like your situation, it’s worth exploring your options.
  2. Harassment or Assault: If you’re dealing with harassment or assault at work, don’t wait to reach out for help. These situations are serious. You may need to contact the police or another authority first, depending on the nature of what happened. An employment lawyer can also help protect your rights and guide you through your next steps.

Every circumstance is unique. Even if your situation isn’t listed here, you may still have a valid claim. The best step you can take is to reach out to a lawyer. We’ll listen, ask the right questions, and help you understand your options, at no cost to you.

Constructive dismissal occurs when your employer’s actions make it impossible for you to continue working under the same conditions, effectively forcing you to resign. A claim for constructive dismissal may be made because of drastic changes to your:
  • Role or title (i.e. demotion)
  • Responsibilities
  • Pay, benefits, and remuneration
  • Working conditions and hours of work
  • Location of work (i.e. different city, province, or country)
  • Work environment (i.e. abuse, harassment, bullying, or intolerable work relationship)

In most cases it means that your boss or company fired you without having any legal reason to do so, or they failed to provide adequate notice or severance.

Examples of Wrongful Dismissal:

  • Changes to your contract without consent.
  • False allegations or lack of just cause for dismissal.
  • Failure to provide severance or notice prior to termination.
  • Unpaid wages or earned vacation pay.

To better understand your situation, we’ll ask the following questions: 

  • Termination or Constructive Dismissal: Was your termination voluntary or forced? Did your employer provide a reason?
  • Warnings: Have you received any written or verbal warnings? Details here are crucial.
  • Severance Package: Were you offered a severance package? What were its terms?
    Contractual Agreements: Did you sign any documents at termination?
  • Company Changes: If you experienced changes like a demotion or pay cut, when did these occur? Were you made aware of the changes prior to them taking place?
  • Raising Concerns: Did you address these issues with the company while you were employed? 
  • Union Membership: If you’re part of a union, your collective agreement likely covers employment disputes. In these cases, your union representative should be your first point of contact.
  • Timing of Termination: The date of your termination is crucial. In Alberta, you typically have up to two years to file a claim. If it’s been longer than two years, it’s unlikely that you’ll be able to pursue a claim but feel free to reach out to us as there can be exceptions.
  • Employer & Position Details: The specifics of your role are important. If you held a high-level, senior, or executive position, you might be entitled to more severance if terminated.
  • Length of Employment: Claims are often more impactful (i.e. you may be eligible for more money) if you were employed for three years or longer. That being said, even if you’ve been employed for less time, particularly in a high-level or well-compensated role, a claim might still be worthwhile.
  • Compensation Details: We need to understand your total compensation (i.e. salary, wage, bonuses, etc.) to assess potential employment claims accurately.
  • Employment Contract: If you signed a contract when you were hired, having a copy on hand is important. It can provide clarity on what you are entitled to and any clauses that might affect your claim.

Absolutely. At Litco Law, we offer free consultations, so you can discuss your case with us without any commitment. If you do choose to file an employment claim, you don’t pay us anything until your claim is resolved.

No. It is against the law for an employer to fire or lay off an employee because they are pregnant or taking parental leave. This is a human rights violation.

If your employer gives another reason — like poor performance — but you suspect it’s because of your pregnancy or parental leave, speak to a lawyer before signing anything. An employment lawyer can help determine if your termination was wrongful and what severance or compensation you may be entitled to.

Still unsure? Contact us anyway. We’ll answer your questions for free.

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Even if you don't live in one of these cities, we can help you no matter where you are in Alberta.

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If something doesn’t feel right, it’s worth asking. Contact us to know where you stand.