In a recent landmark decision, Timmins v. Artisan Cells, the Ontario Superior Court ruled that an employer repudiated an employment agreement by withholding termination entitlements unless the employee signed a full and final release. This case serves as a critical reminder for employers in Alberta, British Columbia, and beyond about the legal risks of imposing new conditions at the time of dismissal that are not included in the employment agreement. At TZ Law, we understand the complexities of employment law and are here to help employers and employees navigate these challenges.

Case Overview: Timmins v. Artisan Cells

The employee in this case, a Chief Development Officer with three and a half years of service, was dismissed without cause. His employment agreement entitled him to the greater of three months’ pay or his minimum entitlements under the Employment Standards Act, 2000 (ESA). However, the termination letter offered only one week of pay, far less than his contractual and statutory entitlements. Additionally, the employer conditioned the remaining termination pay on the employee signing a full and final release—a requirement not included in the original employment agreement.

The court found that the employer’s actions constituted repudiation of the employment agreement. As a result, the termination clause was deemed unenforceable, and the employee was awarded nine months’ reasonable notice, totaling $456,908.82 in damages.

Key Takeaways for Employers in Alberta and B.C.

This decision underscores several important lessons for employers in Calgary, Edmonton, Northern Alberta, Southern Alberta, Greater Vancouver, and the Lower Mainland:

1. Do Not Withhold Entitlements: Employers must provide all statutory and contractual entitlements unconditionally upon dismissal. Introducing new conditions, such as requiring a signed release, can lead to claims of repudiation.
2. Ensure Clear Employment Agreements: Employment contracts should explicitly outline termination entitlements and any conditions tied to them. Ambiguities can result in costly litigation.
3. Consider Reasonable Notice Periods: Courts may award longer notice periods than employers anticipate, especially for employees in niche industries or with high compensation.
4. Act in Good Faith: Employers must handle terminations with transparency and fairness. Failure to do so can result in punitive damages or aggravated damages.

Key Takeaways for Employees in Alberta and B.C.

If you’re an employee in Alberta or British Columbia, it’s crucial to understand your rights when it comes to termination and severance. Provincial laws, such as Alberta’s Employment Standards Code and BC’s Employment Standards Act, provide minimum entitlements for termination pay, but these are often just the starting point. Under common law, you may be entitled to significantly more, especially if your employment agreement is unclear or if your employer has acted in bad faith. Cases like Timmins v. Artisan Cells demonstrate that courts will not tolerate employers withholding entitlements or imposing unfair conditions during termination. Together with the recent B.C. case in Thompson v Revolution Resource Recovery Inc., 2025 BCSC 8 (see our blog on this case), the courts in Canada are sending a strong message to employers and employees that an Employee’s statutory entitlement is absolute and cannot be used as bargaining chips during the negotiation process.

If you’ve been dismissed and feel your rights have been violated—whether through inadequate notice, withheld pay, or pressure to sign a release—it’s essential to seek legal advice. At TZ Law, we specialize in helping employees across Northern Alberta, Southern Alberta, Greater Vancouver, and the Lower Mainland secure the compensation they deserve. Don’t let an employer take advantage of your situation; contact us today to protect your rights and explore your options.

How TZ Law Can Help

At TZ Law, we specialize in employment law and provide tailored legal solutions for clients across Alberta and B.C. Whether you are an employer seeking to draft enforceable employment agreements or an employee navigating a wrongful dismissal claim, our experienced team is here to assist.

Services We Offer:

• Employment Contract Reviews and Drafting: Ensure your contracts comply with provincial laws and protect your interests.
• Wrongful Dismissal Claims: Advocate for employees who have been unfairly terminated.
• Severance Package Negotiations: Help employers and employees reach fair settlements.
• Workplace Dispute Resolution: Resolve conflicts through negotiation, mediation, or litigation.

Why Choose TZ Law?

• Local Expertise: We serve clients in Calgary, Northern Alberta, Southern Alberta, Greater Vancouver, and the Lower Mainland, offering insights into regional legal nuances.
• Proven Track Record: Our team has successfully resolved numerous employment disputes, saving clients time and money.
• Personalized Approach: We take the time to understand your unique situation and provide customized solutions.

Conclusion

The Timmins decision highlights the importance of adhering to employment agreements and acting in good faith during terminations. For employers in Alberta and BC, this case serves as a cautionary tale about the risks of withholding entitlements or imposing new conditions at the time of dismissal.

If you need guidance on employment contracts, wrongful dismissal claims, or severance negotiations, contact TZ Law today. Our team is dedicated to protecting your rights and achieving the best possible outcomes.

Book a consultation with TZ Law today and let us help you navigate the complexities of employment law with confidence.