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Our Brampton employment lawyers advise Peel Region workers on wrongful dismissal, severance packages, constructive dismissal, workplace harassment, and employment contract review. Same-day consultations available. Do not sign anything before speaking with us.
Book a Free Consultation →90 Matheson Blvd W, Mississauga | Wrongful Dismissal · Severance · Workplace Rights | Free Consultations
Brampton is home to one of Ontario's most productive and diverse workforces, hundreds of thousands of Peel Region workers in industries ranging from financial services and technology to logistics, manufacturing, life sciences, and retail. When those workers are terminated, harassed, or denied their employment rights, our Mississauga employment lawyers are here to help.
The most common call we receive from Brampton clients is on the day of termination, when a client has been handed a package and asked to sign a release. The most important advice we can give every Brampton worker: do not sign anything until you have spoken with an employment lawyer. The release you sign is permanent. The package you were offered is almost never the full amount you are owed.
Our employment office at 90 Matheson Boulevard West serves workers across Peel Region, from Brampton’s commercial and logistics corridors to the growing residential communities and the growing residential communities of Caledon. We offer same-day consultations for dismissed workers and clear, practical advice on what to do next.
Brampton workers have the same rights as Toronto workers under the Employment Standards Act, the Ontario Human Rights Code, and the common law. Distance from Bay Street does not reduce your entitlement. It just means you need a Brampton lawyer who will fight for the full amount, not accept whatever was offered.
We appear in Ontario employment courts regularly. Here are the courts relevant to your matter.
Peel Region employment claims above Small Claims limit proceed in Peel Superior Court. Wrongful dismissal, constructive dismissal, and employment contract claims for Mississauga workers are heard here.
ESA complaints can be filed with the Ministry of Labour online or at Service Ontario. This is a free enforcement mechanism for ESA minimum entitlements, available alongside civil claims.
We represent Brampton and Peel Region workers on all employment law matters, from termination package review on day one through to trial.
We review severance packages for Brampton workers the same day they are received. We calculate the true ESA entitlement, the common law reasonable notice, and the value of lost benefits and bonuses during the notice period. Most Brampton workers who have packages reviewed by a lawyer receive more, often significantly more. We tell you exactly what the number should be and how to get it.
Brampton workers who have experienced harassment, discrimination, or human rights violations at work have rights under both the Ontario Human Rights Code and the Occupational Health and Safety Act's workplace violence and harassment provisions. We advise Brampton workers on reporting obligations, employer duties, accommodation rights, and how to protect their legal position when workplace conditions become untenable.
Before starting a new job or signing an amended contract in Brampton, have an employment lawyer review it. Employment agreements frequently contain clauses that limit your common law entitlement on termination, sometimes dramatically. We identify problematic clauses, advise on whether they are enforceable, and recommend amendments before you sign.
Our Brampton employment lawyers offer free initial consultations and same-day appointments for dismissed workers. Call us before you sign anything.
55 University Ave, Suite 1100
Toronto, ON M5J 2H7
90 Matheson Blvd W, Suite 101, Mississauga, ON L5R 3R3
4750 Yonge St, Suite 600, North York, ON M2N 0J6
277 Lakeshore Rd E, Suite 408, Oakville, ON L6J 1H9
Monday – Friday: 9:00 AM – 6:00 PM
Evenings & weekends by appointment
Every case is unique. These anonymized examples illustrate the types of results our team has achieved. Past outcomes do not guarantee future results.
A long-tenured senior manager was terminated without cause with an offer of just 8 weeks' pay. Our analysis of the Bardal factors — age (54), tenure (18 years), character of employment, and re-employment prospects — supported a 22-24 month reasonable notice period. Through aggressive pre-litigation negotiation, we secured 22 months' compensation plus benefits continuation.
Our client endured systematic role reduction, reporting structure changes, and a hostile work environment. We established constructive dismissal under the framework in Potter v. New Brunswick, proving fundamental breach of the employment contract. The court awarded full reasonable notice plus moral and punitive damages.