Think about severance before changing jobs
Before leaving your current role for a new one, consider the severance implications.
Non-unionized employees in Canada, including those at Tailscale, can receive up to 24 months of pay when they’re let go without cause. If you quit your job voluntarily, you’re likely not entitled to a severance package.
However, if you were forced to resign due to unwanted changes to your job, contact an experienced employment lawyer at Samfiru Tumarkin LLP.
We can help you determine if you have grounds for a constructive dismissal claim.
ADDITIONAL RESOURCES
• How to calculate severance pay in Canada
• Should I negotiate my own severance package in Ontario?
• What Albertans need to know about negotiating severance
• Negotiating severance in B.C.: What employees need to know
Length of service matters
The amount of severance pay you’re owed is heavily influenced by how long you’ve worked for your employer.
- Example: If you leave a job you’ve held in the Greater Toronto Area for 15 years to join a new company, and you’re let go a few months after your start date, your severance package might be minimal — unless you were induced to leave your previous employer (see “Inducement” below).
A short amount of service at a business doesn’t automatically mean meager compensation. Many short-service employees are entitled to significant severance packages.
🔍 Real case example: Our firm secured six months of severance pay for a B.C. sales representative who was only with her employer for six months. Read the full story.
If you’re let go after a short time with a company, don’t sign anything before speaking with our team. You could be owed much more than your employer offers.
🕒 IMPORTANT: You have up to two years from the date of your termination to pursue full severance pay — as long as you haven’t accepted the offer in writing.
SEE ALSO
• I already accepted a severance package, what should I do?
• Do I have to look for a new job after getting fired?
• Employment Law Show: Facts about the termination process
Lost your job after being recruited?
In some cases, non-unionized workers in Canada leave their current job after being actively recruited by another company.
If your new employer took documented steps to entice you to take up employment with them, this will likely be considered inducement.
ADDITIONAL RESOURCES
• Recruited by another company in Ontario: Employee rights
• What workers in Alberta need to know about inducement
• Inducement in B.C.: What employees need to know
In the event that the company decides to terminate you shortly after pulling you away from your previous employer, the inducement should be taken into consideration when determining your severance entitlements.
- Example: Tailscale entices you to leave your current job in Ottawa to come work at its office in Toronto. If you’re terminated shortly after making the switch, the company may be on the hook for enhanced severance pay because of the pressure it placed on you to leave your previous employer.
If this situation applies to you, don’t sign your severance offer until it’s been reviewed by a member of our team.
We can confirm that the inducement has been properly factored into your severance package and help you secure the compensation you deserve if it isn’t.
Got a job offer? Contact us before signing
Before signing an employment contract, have the experienced employment law team at Samfiru Tumarkin LLP review the agreement to make sure your workplace rights are protected.
Our lawyers in Ontario, Alberta, and B.C. have successfully represented tens of thousands of non-unionized individuals.
We can help you better understand the terms of the contract and advise you on how best to navigate the situation.
