Your Employer Wants You to Sign a “Full and Final Release” for Pennies. We Get You What You Are Actually Owed.

If you have been terminated, laid off, or “packaged out” in Mississauga or the GTA, your employer has likely offered you a severance package. They will tell you it is “generous” and give you a short deadline to sign.

Do not sign it.

At Cambria Law, we specialize in Severance Package Reviews. In 90% of cases, the initial offer is based only on the Employment Standards Act (ESA) minimums. We fight to get you your Common Law entitlements, which can be 3 to 4 times higher.

The “2-Week” Lie: ESA vs. Common Law

Most employers hope you don’t know the difference between your statutory rights and your full legal rights.

1. The ESA Minimum (What They Offer)

Under Ontario’s Employment Standards Act, you are generally owed 1 week of pay per year of service (up to 8 weeks). This is the bare minimum floor.

2. Common Law Notice (What We Demand)

Under Canadian Common Law, you are entitled to “Reasonable Notice.” This is calculated based on the Bardal Factors:

  • Your Age: Older employees (45+) are entitled to more notice.

  • Length of Service: Long-term employees deserve significantly higher payouts.

  • Character of Employment: Managers and Executives get higher packages than entry-level staff.

  • Availability of Similar Work: In a tough economy (like 2025), your entitlement goes up.

The Math: A 50-year-old manager with 15 years of service might be offered 8 weeks (ESA). Under Common Law, they could be entitled to 18–24 months of full pay. We bridge that gap.

Constructive Dismissal: You Can Quit and Still Get Paid

You don’t have to be “fired” to be owed severance. If your employer has made your workplace intolerable to force you to quit, this is Constructive Dismissal.

We sue for full severance if your employer has:

  • Slashed Your Pay: A reduction of 15%+ is usually a termination.

  • Demoted You: Changing your title or removing direct reports.

  • Created a Toxic Environment: Ignoring harassment or bullying to push you out.

For Executives: It’s Not Just About Salary

If you are a Director, VP, or C-Suite Executive, your compensation is complex. We ensure your severance includes the value of:

  • Unvested Stock Options (RSUs/PSUs)

  • Annual Bonuses & Commissions

  • Car Allowances & Benefits Continuation

Wrongful Dismissal: “Just Cause” is Hard to Prove

Did they fire you for “Cause” (e.g., performance or misconduct) to avoid paying severance? This is the hardest allegation for an employer to prove in court. We frequently overturn “Cause” terminations, forcing the employer to pay full severance plus damages for bad faith conduct.

How We Work: The Severance Review

Time is of the essence. Most termination letters have a “sign back” deadline.

  1. Book a Review: Send us your termination letter and employment contract.

  2. We Analyze: We calculate your true Common Law entitlement.

  3. We Negotiate: We send a demand letter to your employer. Most cases settle without ever going to court.

[BOOK YOUR SEVERANCE REVIEW]