Trusted by 1000+ clients
Employment contracts are not treated like ordinary commercial agreements — courts scrutinize them differently because of the power imbalance between employer and employee. Over the last decade, litigation over whether termination clauses actually hold up has exploded, and a contract that looked airtight five years ago may already be obsolete.
Courts don’t read employment contracts the way they read a commercial lease or a supply agreement. Because of the inherent imbalance of power between employer and employee, ambiguity is interpreted against the employer, and termination clauses in particular are held to a demanding standard. Over the past decade, appellate courts across Canada have struck down clause after clause once considered standard — and that trend shows no sign of slowing. A contract drafted even a few years ago may already contain language courts no longer accept.
Not entirely — the law will keep evolving, and no clause is permanently immune from a future decision. But a contract built with a clear view of where the law is headed, not just where it’s been, is far more likely to survive the next wave of scrutiny. That difference alone can be worth tens, or even hundreds, of thousands of dollars per employee at the point of termination.
We’ve watched a decade of litigation pick apart termination clauses that employers assumed were bulletproof. You can’t fully future-proof a contract, but you can draft with the direction of the law in mind — and that single choice can be worth six figures per employee when someone is eventually let go.
our services
Managing workplace issues requires practical legal guidance. We help employers across Calgary, Alberta understand their obligations, reduce risk, and make informed business decisions.
We draft and review employment contracts with an eye on where courts have been trending, not just current minimums — because the clauses being struck down today were often written to yesterday’s standard.
For existing agreements, we audit termination clauses and restrictive covenants against the latest case law, flagging the ones most likely to fail and quantifying what that failure would cost you per employee if litigated.
testimonials
Don't just take our word for it. Hear from the employees we've helped navigate wrongful dismissal, severance negotiations, and workplace disputes and the outcomes we secured for them.
Employment Law Advocates made a stressful situation so much easier to navigate. Their team was responsive, knowledgeable, and fought hard to secure the outcome I deserved.
After ten years with my employer, I was terminated without cause or proper notice. Lluc and his team explained my rights clearly and built a strong case from day one. They kept me informed at every stage and secured a settlement that recognized my years of service.
I endured months of harassment before I found the courage to seek help. The team treated my situation with real compassion and took my concerns seriously when others hadn't. They guided me through the process and helped me reach a resolution I could live with.
I'd worked as a "contractor" for years, missing out on pay and protections I was actually entitled to. The team recognized the misclassification immediately and fought to recover what I'd lost. Professional, responsive, and genuinely on my side throughout.
I was accused of misconduct and terminated for cause, and I didn't know where to turn. Employment Law Advocates challenged the allegations head-on and stood by me through a difficult process. Their experience and confidence made all the difference in the outcome.
We work with employees from all backgrounds who need trusted legal guidance during difficult workplace situations, including severance package reviews and wrongful dismissal claims.
100%
