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Mitigation

Employment Lawyers Daniel Lublin and David Whitten working in office along with logos of Lexpert Ranked Lawyer and HR Readers Choice Award 2019 to 2016


Mitigation

Employees who have been terminated have a duty to mitigate damages from losing their job. The obligation to mitigate requires dismissed employees to take reasonable steps to limit their losses, usually by looking for other work.   If an employee does not do so a court may reduce the damages that would have otherwise been owed.

Whitten & Lublin Employment & Labour Lawyers has had tremendous success in resolving numerous mitigation disputes for our employee and employer clients, in and out of court.   We can help you resolve your employment matter related to mitigating losses.

 

Why is Mitigation important?

The standard of mitigation is viewed as being favorable to the employee. This is noted in the leading Canadian case of Red Deer College v. Michaels where the Supreme Court of Canada determined that the employee’s obligation to mitigate means that he/she need only to make reasonable efforts and is not required to accept the first available job offer or a lesser position.

In employment and labor law cases, properly documenting your efforts to find other work is critical to discharging the legal obligation to mitigate damages.

Read our employment law articles about mitigation for more information.

 

Why Client Choose Us?

  • Nationally recognized in 2018 as one of Canada's Top 10 Employment & Labour Law Firms, by Canadian Lawyer Magazine
  • Lawyers are recognized as “Leading Practitioners” by Lexpert, which is the largest annual survey of leading lawyers in Canada and an acknowledgment of excellence voted on by peers.
  • Far more positive Google reviews and recommendations from past clients than any other Employment and Labour Law Firm in Canada