Canadian employment law is defined as a form of law which takes control of the restrictions, obligations, and rights of non-union employers and workers in Canada. Authority over the Canadian employment law is divided between the federal government and the provinces of Canada.

Canadian employment law is primarily concerned with the termination of a worker from a company. The Canada employment law strictly prohibits the dismissal of a particular employee without a subsequent form of compensation, and without the presence of a just reason. Due to this fact, companies in Canada resort to two options in dealing with the matter of terminating a worker.

The first option is to find evidence or proof of just cause. In this option, employees may be terminated by grounds of certain illegal acts such as violence, thievery, severe harassment, or any activity that could adversely affect the affiliation set between employer and worker. Regarding multiple activities of lesser severity, the employer can give a predetermined level of warning to the worker.

Consequently, termination will be the final result should the worker reach the maximum amount of warnings. Furthermore, careful documentation of the activities and corresponding warnings should be done in this event.

The second option is to pay the worker an enormous amount of money as a way to compensate for the discharge. In this situation, employers usually refer to the length of time of the worker’s stay in computing the amount of cash to be shelled out. Employees with a higher position will receive much more than those who have lower-ranked designations. In conclusion, given these two options, employers can ensure that the tension caused by termination would be managed.

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