Provincially regulated employees must be paid the statutory minimum of reasonable notice (severance) under the Employment Standards Act, upon termination (if the termination is without cause). Some industries and job types are excluded from the requirement of reasonable notice (severance) under the Employment Standards Act, but an employee excluded under the Employment Standards Act may still be entitled to reasonable notice (severance) under other legislation such as the Canada Labour Code (in the case of federally regulated industries and workplaces), common law or through the operation of contract or collective agreement.
Severance pay will depend on whether the employee is subject to specific legislation that outlines mandatory minimums for reasonable notice (severance), the terms of a valid employment contract or collective agreement, the nature/character of employment, the length of employment, the age of the employee, and availability of similar employment.
