The 13 Best Employment Lawyers in Toronto

A good fit for small businesses and individual employees who prefer dealing with a boutique firm. Founded by Waheeda Ekhlas Smith, it advises employees on wrongful dismissal, severance packages, harassment and employment contracts. Employers can get contracts, independent contractor agreements, workplace policies and investigations. The firm serves the wider GTA, from Mississauga and Oakville to Vaughan and Oshawa. Its blog and short videos are a helpful primer before you book a consultation.

Suits employees who want a firm that never sits on the employer's side of the table. Monkhouse Law acts only for employees and independent contractors, covering severance, wrongful and constructive dismissal, harassment, human rights and disability claims. Terminated employees can book a free 30-minute phone consultation. The firm also runs employee class actions and publishes a severance pay calculator and a disability benefits calculator. Handy if you need a quick first opinion on a termination letter before signing anything.

Well suited to older workers and new parents facing a layoff or dismissal. The firm acts for Ontario employees in wrongful and constructive dismissal, severance negotiations, harassment and disability benefit claims, with dedicated resources on late-career layoffs at 55 and over and on pregnancy and parental leave. Intake starts with a no-charge telephone interview, and the firm describes its billing as recovery-based. Convenient for North York residents, with an office on Yonge Street at Sheppard.

The natural choice when an employment question overlaps with a work permit or immigration status. Sultan Lawyers practises only employment law and workplace immigration, for both employers and employees. On the employment side it handles termination packages, executive agreements, bonuses and stock options, leaves and workplace investigations. On the immigration side it covers work permits, permanent residence and Labour Market Impact Assessments. Useful for foreign workers and for the companies that hire them.

Particularly relevant when a case turns on discrimination or human rights. Muneeza Sheikh founded the practice to advocate for people who have faced human rights violations, and it now advises both employees and employers. Its practice areas include executive compensation and severance, human rights and regulatory law. She also works as a mediator and explains employment issues for broadcasters such as CBC and CTV. Worth considering for sensitive or high-profile matters where discretion and media handling count.

A sound choice for people who would rather settle through negotiation than go to court. The firm practises employment and human rights law for employees, employers and contractors, and says it prefers negotiation and mediation while keeping litigators on staff. Employers get contract drafting, investigations, health and safety advice and HR training, including help for U.S.-based companies with staff in Canada. It offers to set fee arrangements around the client's budget. Useful for small employers who need policy work as well as dispute advice.

The firm to consider when a dismissal case raises a difficult point of law. Stacey Reginald Ball has more than 35 years in employment law and wrote Canadian Employment Law, a reference text published by Thomson Reuters. He has appeared at the Supreme Court of Canada in cases such as Wallace v. United Grain Growers and Matthews v. Ocean Nutrition. He acts for employees and employers. Most useful for complex claims, restrictive covenants and appeals rather than routine package reviews.

Suits employers who want ongoing advice and employees who want direct access to a small senior team. The firm handles terminations, discrimination, workplace investigations and employment contracts in Ontario for both sides. Managing partner Ryan Edmonds works with partner Christopher Gibson, senior counsel Andrew Kennedy and associate Thulasi Kandiah, each with a direct line. It describes its fees as transparent and results-oriented. A sensible choice for a business that wants to prevent claims rather than only defend them.

Suits employees who would prefer a female-led legal team for discrimination, harassment or leave-related disputes. Headed by Jonquille Pak, the firm brings more than 16 years of labour and employment experience and acts for both employees and employers. It handles wrongful and constructive dismissal, sexual harassment, maternity, parental and caregiver leave, and severance negotiations. The team has appeared before the Ontario Superior Court, the Federal Court and human rights tribunals. Meetings can be booked online.

Suits non-unionized employees who want a large team behind a severance or disability fight. The firm works only for workers, covering wrongful dismissal, constructive dismissal, harassment and denied long-term disability claims. Qualified employment and disability cases can be taken on a results-based contingency, while matters that need a formal legal opinion go through a paid consultation. Its free Pocket Employment Lawyer tool gives a first read on your entitlements before you call. Useful if you are weighing a package and want to know quickly whether it is worth negotiating.

A practical option for executives and managers who want costs spelled out before they commit. Whitten & Lublin represents employees, executives, contractors and employers in severance reviews, wrongful and constructive dismissal, harassment and disability insurance claims. Most clients begin with a flat-fee consultation, and employment agreement reviews are billed by the hour. A free Virtual Lawyer tool and a severance calculator are available online. Helpful when you need advice on a new contract as well as on an exit.

Suits employees who want to negotiate a better package without paying upfront. The firm offers a free initial consultation and contingency fee options, and its Severance Improvement Program promises a review within 24 to 48 hours. A separate Workplace Rescue Program is aimed at people in toxic workplaces who want to leave on negotiated terms. Evening and weekend appointments are available. Worth considering if you are still employed but planning an exit and need advice outside office hours.

A strong fit for executives and employers facing a contested dismissal or a workplace investigation. The firm acts for both sides, handling wrongful dismissal, executive severance, non-competition clauses, human rights complaints and union matters. Howard Levitt writes a regular employment law column in the Financial Post, and the firm runs a dedicated investigations practice as well as appellate work. It serves clients in Ontario, Alberta and British Columbia. Worth a call when a dispute may end up in court or cross provincial lines.