A temporary/fixed-term employment contract may limit the amount of compensation received in a termination without cause. These situations are fact-sensitive and must be assessed on a case-by-case basis.

Reasonable notice/termination pay and severance are different. An employee is entitled to severance when:
They have been terminated without cause after five or more years of service with a company; and
(i) The employer has a payroll of $2.5 million per year; or
(ii) 50 employees have lost their jobs over a six-month period.

If an employee has been temporarily laid off and are entitled to receive employment insurance, the employee will still be able to go back to work afterwards. Receipt of employment insurance will not influence the employee’s ability to return to work once the temporary layoff has ended.

Not necessarily. A temporary layoff does not, in and of itself, carry with it an entitlement to any benefits.

If an employee has been terminated with just cause, they will not be entitled to reasonable notice or pay in lieu of notice.
If an employee has been terminated without cause, they may be entitled to reasonable notice or pay in lieu of notice.
If the termination is for just cause, the employee may want to seek legal advice.

If an employer has legally placed an employee on a temporary layoff, the employee will not be entitled to reasonable notice. If you have questions about the legality of your layoff, you may want to seek legal advice.
If the layoff was legal, employment insurance may be an option for the duration of the layoff.
If your layoff was illegal, it may amount to constructive dismissal, and the employee could be entitled to reasonable notice or pay in lieu of notice.

A layoff is a temporary stoppage of the employment relationship. This typically takes place in seasonal employment relationships, or where there is a shortage of work. In a layoff, the employee has an expectation of being called back to work in the future.
A termination represents the end of an employment relationship. Terminations can be for cause or without cause. When an employee is terminated without cause, they are entitled to reasonable notice of termination or payment in lieu of notice.

The result provided by the Calculator is a prediction, and does not reflect how much each case may actually be worth. The Calculator operates within a predictive range and is not a substitute for legal advice.

The Lab provides all of its resources and tools for free. The Lab will never ask for payment or personal payment information. Should you receive any prompts, please report them to us at conflict.analytics@gmail.com

The timing of your claim depends on a number of factors. It is important to seek legal advice to determine the best time to file a claim.

The Lab will never contact you and request personal information. Please report this to us at conflict.analytics@gmail.com

Yes. The Lab does not store or reproduce any personal information. Furthermore, data will only be released to legal counsel should you choose to contact a lawyer.

Steps to be put in touch with legal representation, will be available to you once the calculator has processed your information.

A free initial consultation is provided if you choose to speak with a dispute resolution professional. There is no obligation for you to speak with a dispute resolution professional or move your case forward if you do not want to.

After using our tools, we suggest finding legal representation to better represent your interests and position. A lawyer will be best suited to interpret the results of the tools and use its findings to support your legal position.

No. MyOpenCourt does not provide legal advice or legal services. The information provided is intended to educate you about your odds of winning a case, and should not be taken as legal advice.
You may choose to follow the prompts provided on the website to get in touch with appropriate legal representation.

The calculator can predict results with a general accuracy of 83 to 89%

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