The festive season can be difficult for employees facing layoffs and employers managing terminations. Holiday layoffs are emotionally charged and carry legal and financial risks, especially in British Columbia and Alberta. Here are key considerations and advice for both employers and employees.

Legal and Emotional Impacts

For Employers: Legal Risks

Terminating employees during the holidays can lead to claims of bad faith or wrongful dismissal. Courts often award additional damages when timing and manner of termination exacerbate emotional distress. For example:

• • Horner v. 897469 Ontario Inc.: $20,000 in aggravated damages for a holiday dismissal described as “cold and cowardly.”

• • Zesta Engineering Ltd. v. Cloutier: $75,000 in moral damages for termination five days before Christmas.

Employers must comply with laws like the Employment Standards Act (ESA) in BC and the Employment Standards Code in Alberta to ensure adequate notice or severance. Holiday layoffs may result in higher severance awards due to limited job opportunities during this period.

In most cases, employers are required to provide notice of termination or pay in lieu of notice based on an employee’s length of service. Employers must also consider whether their actions comply with good faith obligations to avoid claims of bad faith terminations, which can lead to additional damages.

For Employees: Emotional and Financial Strain

Job loss during the holidays can amplify stress and financial pressure. The season’s expenses—gifts, travel, and gatherings—become overwhelming without steady income. Emotional effects include heightened risks of depression and anxiety.

For Employers

1. 1. Plan Ahead: Avoid holiday terminations if possible. Handle layoffs with empathy.

1. 1. Offer Generous Severance: Provide packages exceeding statutory minimums to ease transitions.

1. 1. Support Services: Offer career counseling, job placement, and mental health resources.

1. 1. Communicate Clearly: Explain reasons for layoffs to maintain trust.

1. 1. Delay If Possible: Postpone layoffs until after the holidays when feasible.

1. 1. Consult Legal Experts: Ensure compliance with employment laws to avoid liability.

For Employees

1. 1. Know Your Rights: Understand provincial laws governing severance and termination.

1. 1. Seek Legal Counsel: Consult an employment lawyer before accepting severance offers.

1. 1. Use Available Resources: Leverage career services and financial planning.

1. 1. Document Communication: Keep records of employer interactions to support potential claims.

Takeaway

Holiday layoffs are challenging for all involved. Employers should act with sensitivity and ensure compliance with the employment standards legislations to minimize exposure to legal liabilities. Employees should protect their rights and seek appropriate support from legal counsel before accepting any severance offer.

For guidance on severance (BC), severance (Alberta), wrongful dismissal claims, and workplace transitions, contact TZ Law. Our experienced employment lawyers in British Columbia and Alberta are here to help.

Contact TZ Law today to schedule a consultation.