A sudden termination can leave you feeling disoriented and uncertain about the future. In the midst of this professional upheaval, your employer will present you with a severance agreement, often with an urgent deadline. This is a critical moment. The decision you make next will have significant financial consequences.

The most important thing to recognize is this: a severance offer is the beginning of a conversation, not the end. The law in Alberta provides a framework for fair compensation that often surpasses an employer’s initial proposal. This guide is designed to clarify your rights and outline a strategy for protecting them.

What Are You Truly Owed? The Two Tiers of Severance.

The central point of confusion for most terminated employees lies in the two different standards for severance pay in Alberta.

1. The Statutory Floor: The Employment Standards Code (ESC) The ESC dictates the absolute minimum notice or pay an employer must provide. This is a simple calculation based on years of service, topping out at eight weeks. Some employers will frame an offer based on these minimums as a complete package. From a legal standpoint, it is merely the starting line.

2. The Real Standard: Common Law Reasonable Notice Alberta’s courts have consistently found that the ESC minimums are insufficient for providing a realistic financial bridge between jobs. Therefore, the common law establishes a right to “reasonable notice,” which translates into a far more substantial severance package. This is your true entitlement.

A “wrongful dismissal” claim arises when an employer fails to provide this fair common law severance. It is not an allegation of wrongdoing on your part; rather, it is a legal challenge to the adequacy of the compensation offered.

How a Fair Severance Package is Calculated

Unlike the simple ESC formula, common law severance is a comprehensive assessment of your specific circumstances. From our experience, a court will weigh four primary factors to determine a fair outcome:

• Your Age: A frank acknowledgment that age is a significant factor in the modern job market.

• Your Position: The seniority and specialized nature of your role are key, as more senior positions naturally have a smaller pool of available opportunities.

• Your Length of Service: Your commitment to the organization is a major consideration.

• The Economic Climate: The current availability of similar employment in Alberta is taken into account.

Crucially, this calculation includes your total compensation—base salary, bonuses, commissions, benefits, and pension contributions. Entitlements can, and often do, exceed 24 months for long-service employees.

Common Employer Tactics to Be Aware Of

• The “Just Cause” Allegation: An employer may try to avoid paying any severance by alleging “just cause” for termination. The burden of proof on the employer is substantial, requiring evidence of severe misconduct. This claim is often used as a negotiation tactic and should always be scrutinized by legal counsel.

   

• Misclassification of Contractors: True independent contractors are not owed severance. However, we frequently see employees misclassified as contractors to avoid this obligation. If you are a “dependent contractor,” relying almost exclusively on one company for your income, you likely hold the same rights as an employee.

   

Your First Moves: Protecting Your Position

In the face of a termination, your immediate actions are critical for preserving your leverage.

1. Do Not Sign the Agreement. The moment you sign a release, you surrender your ability to negotiate. Accept the documents, state you need time for a thorough review, and do not commit to anything, verbally or in writing.

2. Gather Your Documentation. Compile your employment contract, the termination letter, recent pay statements, and any written performance reviews. This paperwork is the foundation of a proper legal assessment.

3. Obtain a Professional Opinion. Before responding to your employer, consult with a lawyer who specializes in employment law. Understanding the gap between the offer and your legal entitlement is the most powerful first step you can take.

Navigating a wrongful dismissal claim requires specialized expertise. A dedicated employment lawyer can dissect your contract, calculate your full entitlements, and manage all negotiations, allowing you to focus on your next career move.

At TZ Law, we are advocates for employees. We bring a depth of experience in Alberta employment law to each case, ensuring our clients are positioned to secure the compensation they are rightfully owed. We provide expert legal support to employees across the province, from major centres like Calgary and Edmonton to smaller communities.

As a preliminary resource, our Alberta Severance Calculator can offer an initial estimate of your potential entitlements. This tool, however, is not a substitute for advice tailored to the unique facts of your situation.

If you have been terminated, contact TZ Law to ensure your rights are defended by a dedicated legal team.