What qualifies as wrongful dismissal in Alberta?

Wrongful dismissal occurs when an employee is terminated without cause and does not receive adequate working notice or fair severance pay in lieu of notice. It also occurs when an employer falsely claims 'just cause' to avoid paying severance, or when working conditions are unilaterally altered to force a resignation (constructive dismissal).

What is the difference between termination with cause and without cause in Alberta?

In Alberta, employers can terminate most employees 'without cause' at any time, provided they pay full statutory and common law severance. Termination 'with cause' (just cause) requires serious, demonstrable misconduct such as theft, fraud, or gross insubordination. The legal standard for just cause is exceptionally high, and employers frequently fail to prove it in court.

How long do I have to file a wrongful dismissal claim in Calgary?

Under the Alberta Limitations Act, you have two years from the date of termination to commence a legal claim for wrongful dismissal. However, it is strongly recommended to consult an employment lawyer immediately to preserve evidence and avoid missing critical documentation.

Can I claim additional damages if my employer acted unfairly during termination?

Yes. If an employer engages in bad faith, dishonesty, humiliation, or harsh conduct during the dismissal, Alberta courts may award moral damages (under Honda v. Keays principles) or punitive damages in addition to your standard severance pay.

How much severance pay am I entitled to in Alberta?

In Alberta, severance entitlement is determined under two regimes: statutory minimums under the Employment Standards Code (ranging from 1 to 8 weeks) and Canadian Common Law. Under Common Law, notice is calculated using the Bardal factors (age, tenure, seniority of role, and availability of comparable employment) and can reach up to 24 months of total compensation, including salary, bonuses, and benefits.

Do I have to sign my severance offer before the employer's deadline?

No. Artificial deadlines (such as 48 or 72 hours) set by employers are not legally binding under Alberta law. Under the Alberta Limitations Act, employees generally have up to two years from the date of termination to advance a claim for common law severance. You should never sign a release until an employment lawyer has reviewed the offer.

What is the difference between statutory notice and common law severance in Alberta?

Statutory notice under the Alberta Employment Standards Code is the bare legal minimum an employer can pay. Common law severance reflects the actual reasonable time required for an employee to secure comparable employment. Common law notice is almost always significantly higher than statutory minimums unless an enforceable employment contract validly limits notice.

Can my bonus, stock options, and health benefits be included in my severance?

Yes. In Alberta, a proper common law severance package should compensate you for all compensation components you would have earned during the notice period. This includes discretionary and non-discretionary bonuses, restricted stock units (RSUs), unvested stock options, car allowances, and health and dental coverage.

Workplace Ready™ by KedgeAnchor Law

Practical Workplace Readiness for Emerging Professionals

Helping emerging professionals transition confidently into professional workplaces.

Practical workplace readiness support focused on professionalism, workplace culture, communication, employment contracts, and career transition guidance. Complimentary educational workshops and workplace readiness sessions available for institutions and workforce transition programs.

The Transition Into Professional Workplaces Is Not Always Straightforward

Many emerging professionals enter the workforce academically prepared, yet still face uncertainty navigating professional workplace expectations, communication dynamics, onboarding processes, workplace culture, and employment agreements. Workplace Ready™ was created to help support emerging professionals as they navigate the transition into modern professional environments through practical, experience-based guidance focused on workplace awareness, professionalism, communication, and career readiness. Our goal is to help emerging professionals build confidence, workplace awareness, and practical readiness as they transition into their careers.

Practical Workplace Readiness Support

Workplace Ready™ provides practical educational sessions and workplace transition support focused on:

Understanding Employment Contracts

Workplace Professionalism and Expectations

Navigating the First 90 Days

Professional Communication in the Workplace

Workplace Culture and Team Dynamics

Recognizing Workplace Red Flags

Early Career Transition Guidance

Workplace Rights Awareness

Building Confidence in Professional Environments

Who We Work With

We support:

Colleges and educational institutions

Emerging professionals

Practicum students and graduates

Internationally trained professionals

Mentorship and workforce transition programs

Newcomer support initiatives

Organizations focused on employability and career readiness

Workshops and Educational Sessions

Workplace Ready™ currently offers complimentary introductory workshops and educational sessions for institutions, mentorship programs, and workforce readiness initiatives. Sample workshop topics include:

Understanding Your First Employment Contract

Workplace Culture Essentials

Professional Communication in Canadian Workplaces

How to Navigate Difficult Workplace Situations Professionally

What Every Emerging Professional Should Know Before Accepting an Offer

Workplace Expectations and Professional Boundaries

Building Career Confidence Early

Sessions may be delivered virtually or in person.

Christie Eze, Founder and Principal Lawyer of KedgeAnchor Law

About Christie Eze

Christie Eze is the Founder and Principal Lawyer of KedgeAnchor Law in Calgary, Alberta. With over 23 years of legal and professional experience across multiple jurisdictions, Christie’s work spans employment law, HR, governance, mentoring, workplace advisory, and professional development. She is passionate about helping emerging professionals navigate the transition into professional workplaces with greater confidence, awareness, and practical understanding.

How We Support

Practical, Educational, and Confidence-Focused

Identify Needs

We understand the goals of the institution, program, or professional group.

Customize Topics

Sessions are shaped around workplace readiness, contracts, culture, and communication.

Deliver Sessions

Workshops may be delivered virtually or in person depending on the program need.

Build Confidence

Participants gain practical workplace awareness and stronger career readiness.

Interested in Bringing Workplace Ready™ to Your Institution or Organization?

We welcome opportunities to collaborate with educational institutions, mentorship programs, and workforce readiness initiatives. To learn more about workshops, speaking engagements, or collaboration opportunities, please contact KedgeAnchor Law.

Contact Kedge Anchor Law Book a Consultation