Constructive dismissal happens when your employer changes a key aspect of your job so significantly without your consent, that it breaches your employment agreement. This can take the form of major pay cuts, forced relocations, demotions, or a sudden shift in duties.
It can also include creating a hostile or unsafe work environment that makes continuing in your role untenable. But time is critical. If you don’t act quickly, you may be seen as accepting the new terms. That is why early legal advice can make a major difference in your outcome.

Employment law fees vary depending on the complexity of your case and the level of service required. At Whitten & Lublin, we start most matters with a flat-fee consultation, perfect for severance reviews, wrongful dismissals, and assessing your next move.
From there, our billing can shift to hourly or structured arrangements, depending on whether negotiation, litigation, or continued legal support is needed. What doesn’t change is our commitment to transparency. We make sure you understand the costs, value, and process so there are no surprises.

When you book your consultation, the Intake manager will outline the documents needed for review by the lawyer. They include:
● Your employment contract or offer letter
● Any recent termination or layoff documents
● The severance package or release agreement (if applicable)
● Performance reviews, warnings, or disciplinary letters
● Relevant emails, texts, or internal messages documenting key events
If your issue involves harassment, discrimination, or a toxic workplace, bring a written record or timeline of incidents. Even rough notes can help clarify your legal position. Our job is to connect the dots. Yours is to bring what you have so we can begin building your case.

Yes. Severance reviews are a common reason people seek legal advice in Mississauga. At Whitten & Lublin, we specialize in helping employees understand whether a severance package reflects their full legal entitlements, not just minimums under the Employment Standards Act. In many cases, we find that employees are owed significantly more under common law, particularly those with long tenure, specialized roles, or older in age. Our lawyers provide detailed reviews, explain your options clearly, and negotiate for a better deal when necessary. Before you sign anything, let us assess whether the offer on the table truly reflects what you are owed.