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Severance Package Review: How We Can Help
Process
Our review follows a rigorous, three-stage technical procedure. First, we conduct a document analysis of your employment agreement, termination letter, and the proposed severance terms. Second, we apply a multi-factor assessment against provincial employment standards legislation, such as the Ontario Employment Standards Act, 2000, and relevant common law precedents to calculate your potential entitlements, which can often exceed the statutory minimum by a factor of 3 to 24 months' salary. Finally, we provide a detailed written report outlining risks, strengths, and strategic negotiation points. This process is supported by our team's litigation experience in labour courts. For a foundational understanding of your entitlements, you can use our Severance Pay Calculator.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Review Timeline | 3-5 Business Days |
| Common Law Assessment Period | Up to 24 Months' Salary |
| Key Document Analysis | Employment Contract & Termination Letter |
| Report Delivery Format | Detailed Written Legal Opinion |
Local Considerations — Canada
Severance law in Canada is primarily provincial, creating significant regional variations in statutory entitlements, notice periods, and enforcement. For instance, the calculation and enforcement of severance pay differ under Ontario's Employment Standards Act compared to British Columbia's Employment Standards Act. Major economic hubs like Toronto, Vancouver, and Calgary often see more complex packages involving stock options, bonuses, and restrictive covenants, requiring specialized review. Our national practice is structured to navigate these provincial nuances, ensuring our assessment and strategy are precisely tailored to the jurisdiction governing your employment. Clients in major centres like Montreal benefit from this localized legal expertise.
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Our team reviews your project and issues an initial report at no cost.
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Standards & Compliance
- Employment Standards Act, 2000 (Ontario)
- Employment Standards Act (British Columbia)
- Canada Labour Code (Federal Jurisdiction)
- Common Law Principles of Reasonable Notice
Frequently Asked Questions
What is the main risk of not reviewing a severance package?
The primary risk is accepting an offer that is significantly below your legal entitlement. Once signed, releases are typically binding, and you may forfeit tens or hundreds of thousands of dollars in additional severance pay, benefits, or other compensation you are owed under common law.
How long do I have to review and respond to a severance offer?
Response times are critical. While there is no universal statutory deadline, employers often impose short acceptance windows. We advise seeking legal counsel immediately upon receipt, as delaying can weaken your negotiating position and risk missing a contractual or practical deadline.
What factors do you assess beyond the basic severance pay?
Our review extends to the continuation of benefits, pension contributions, the treatment of bonuses and commissions, the validity of non-competition or non-solicitation clauses, outplacement services, and the legal sufficiency of the full and final release language included in the package.
How much does a Severance Package Review cost in Canada?
The cost for a severance package review depends on the complexity of the employment terms, the number of documents, and the specific clauses involved. For a standard review of core documents, each listed firm typically works on a flat-fee basis. We provide a specific quote following an initial consultation to scope your case.