Termination Without Cause Can Lead To Expedited Litigation

There are many circumstances that can arise that result in an employer terminating an employee without cause. An employee who is terminated without cause is entitled to reasonable notice of termination, or pay in lieu thereof. Often times an employer who is terminating an employee without cause will make an offer of severance (e.g. pay in lieu of notice) that is conditional upon the employee signing a release. If the employee refuses to sign the release, and the parties are unable to agree on the amount of pay in lieu of notice the employee is entitled to, litigation will often ensue.

In New Brunswick, the trend for several years has been for employees who have been terminated without cause to file an action for wrongful dismissal, followed shortly thereafter with a motion for summary judgment and advance payment of special damages. Special damages are those damages that have accrued as of the date of the hearing.

For example, in Lewycky v. EXP Services Inc., 2014 NBQB 110, two employees, a husband and a wife, were terminated without cause. The employer made an offer of severance at the time of termination. However, both the husband and the wife rejected the employer's offer and instead filed an action for wrongful dismissal. EXP Services Inc. admitted that the employees had been terminated without cause.

The husband has over 19 years of service with the employer. The wife had almost 6 years of service. Both the husband and the wife were 57 years old at the time of termination. The husband found new employment 4 months after his termination. The wife found new employment 6 months after her termination. However, the compensation at both of their new jobs was lower than what they had received from EXP Services Inc.

The Court held that the employees were terminated without cause and therefore liability for wrongful dismissal was established. A summary judgment was granted on the issue of liability for wrongful dismissal. The only issue between the parties was the quantum of damages (e.g. how much pay in lieu of notice the employees were entitled to).

The Court held that, having established liability for wrongful dismissal, the employees were entitled to an advance payment of special damages. The employer argued...