It starts with you reaching out to book a consultation with a Whitten & Lublin employment lawyer. Once it’s scheduled, you send us the key documents, and your lawyer reviews them before you meet so you’re not paying for someone to get up to speed in real time.

In the consultation, your lawyer will explain your rights and entitlements under Ontario employment law, walk you through your options, and answer your questions in plain language. You’ll leave with clarity on what you can reasonably expect, and what the next step should be.

If you decide to work with Whitten & Lublin, we will send you an engagement letter that sets out the scope of work, the legal fees, and the terms, clearly and upfront.

From there, we typically begin with negotiations, often starting with a formal legal demand letter. Negotiations can take anywhere from a week to about three months, depending on how responsive the employer is and how complex the issues are. If the matter still can’t be resolved on fair terms, we will discuss whether litigation makes sense, and what that process looks like before anything is filed.

Timelines can vary significantly based on the type of case, the specifics of your issue, and how willing your employer is to engage. 

Straightforward severance negotiations can resolve in weeks. More complex disputes, especially those involving harassment, human rights issues, or litigation, can take months or longer. 

We keep you informed as the matter unfolds, and we focus on moving things forward with purpose, not dragging things out.

Bring what you have, we will tell you what matters. Helpful documents usually include:

• your employment contract, offer letter, and any amendments

• recent pay stubs, T4, bonus or commission plan, benefits info

• the termination letter, severance offer, or release (if you were dismissed)

• key emails or notes tied to the issue (performance, complaints, accommodation, discipline)

• any workplace policies you were asked to follow
  

If you are still employed and the issue is harassment or a forced change to your job, a clear timeline of events is just as important as paperwork.

Not necessarily. Many employment disputes resolve through negotiation, sometimes after a formal demand is made. Court is one tool, not the default. We recommend it when it is needed to protect your rights, create leverage, or move a stalled employer, not because it is the “standard route.” When litigation is on the table, we will explain what it looks like, what it costs, and what realistic outcomes are.

Yes, and in many cases it should be. Negotiation is often the fastest and most efficient way to reach a fair outcome, especially in severance and wrongful dismissal matters. Mediation can also be very effective when positions are entrenched, because it puts structure around settlement discussions and forces both sides to engage. If resolution is possible without a prolonged fight, we pursue it. If it is not, we prepare to escalate strategically.

Costs depend on what you need and how far the matter goes. Contract reviews are typically billed hourly. Termination and severance matters usually begin with a flat-fee consultation. If you retain us beyond that, we explain the billing structure up front and give you a transparent breakdown of options, whether hourly or structured fees depending on complexity.

Sometimes.  It depends on your situation. Many employees get advice regarding their situation while they are still employed, especially when the issue is a workplace investigation, harassment, a proposed demotion, a pay cut, or pressure to sign something. The benefits and risks of whether to continue to work while your legal matter is ongoing depends on the type of legal matter and  your goals. Depending on your legal matter, it may be more beneficial to stay off work while the legal focus shifts to exit terms and damages., while other matters may support your continuation of employment.. Either way, it is best to speak to an employment lawyer to discuss the benefits and risks before deciding whether to continue to work or not during your legal matter.  At Whitten & Lublin, we help you avoid missteps that employers later try to use against you, and we plan the next move before you make it.