Top 10 Tips To Evaluating If You Have Been Wrongfully Dismissed in the Greater Toronto Area

 If you have recently been dismissed from your job, it is important to determine if the dismissal was wrongful or not. A wrongful dismissal means that you were either dismissed without cause or that the employer did not provide proper notice of termination. Benjamin Law Firm specializes in helping those who have been wrongfully dismissed in the Greater Toronto Area (GTA). In this blog, we will be providing our top 10 tips for evaluating if you have been wrongfully dismissed. 



1) Determine if Your Dismissal Was With or Without Cause 

The first step, is to determine if your dismissal was with or without cause. A dismissal with cause means that there are valid reasons for the employer to terminate your employment. It could include misconduct on your part or a breach of contract on your behalf. A dismissal without cause means that your employer has decided to let you go without any valid reason which could be unlawful and deemed wrongful depending on certain factors. 


2) Review Your Employment Contract

Make sure you take a look at your employment contract and review it carefully for any details regarding termination notice and/or severance pay, as this information can give an indication as to whether your dismissal was wrongful or not. If the terms of termination outlined in the contract were not followed then this could be grounds for a wrongful dismissal case. 


3) Examine How Long You Were Employed 

Another key factor when evaluating whether you were wrongfully dismissed is how long you were employed by the company prior to being terminated. Generally speaking, employees who worked for the company longer than 3 months should receive some form of termination notice before being fired unless there are extenuating circumstances like gross misconduct or criminal activity on behalf of the employee. 


4) Consider Your Age and Position 

When determining whether or not a dismissal was wrongful age and position should also be taken into account as they can affect entitlements such as minimum notice periods and severance payments due upon termination. Employees over the age of 50 may have different entitlements than those under 50 years old depending on their position within the company, so make sure to take this into consideration when assessing whether or not you have been wrongfully dismissed.


5) Investigate Circumstances Surrounding Your Termination 

It is important to investigate what happened leading up to termination since fear of reprisal may prevent employees from speaking out at work about potential wrongdoing from their employers during their employment period and afterwards during their claims process. If an employee feels they’ve been treated unfairly throughout their time at work then this may lead them to believe that their eventual firing was wrongfully done as a result of treatment prior to being terminated. 


6) Consider Whether Discrimination Played A Role 

In some cases, discrimination may play a role in an employee's dismissal from work making it potentially unlawful especially if based on race, gender, religion etc… As such, it's important to consider whether discrimination played any role in why they were discharged from their job so they can determine if it was indeed wrongful or justifiable according to law. 


7) Request Documentation From Your Employer

Requesting documentation related to your employment is another way of determining if there has been an instance of wrongful dismissal as employers must provide certain documents upon request such as pay stubs, timesheets , performance evaluations etc… Documents like these can help prove that an employee was wrongfully fired due to unjustified reasons by demonstrating hard evidence of good performance leading up until discharge date. 


8) Seek Legal Advice For Assistance 

It's always best practice for employees who believe themselves victims of wrongful dismissal cases to seek legal advice from experienced lawyers in order for them get assistance with navigating through complex laws surrounding employment contracts and labour rights. Benjamin Law Firm offers valuable expertise in dealing with wrongful dismissals matters specifically located within GTA region. 


9) Lodge Complaints With Relevant Authorities 

Depending on jurisdiction, employees may lodge complaints with relevant authorities such as Human Rights Tribunals should they feel like they've been wrongfully dismissed due to illegal activities by former employers. These authorities often offer various forms of compensation should complainants prove beyond reasonable doubt that their former employer violated certain laws when dismissing them from work, thus making it an illegal act.   


10 ) Speak To Former Co-Workers For Support 

Lastly, former co-workers can provide invaluable support during tough times following possible instances of wrongful dismissals by providing insight into workplace culture and environment while offering emotional support throughout the entire process.  Having someone close who understands what an individual is going through can make all the difference between successful and unsuccessful outcomes.



  1. Determine if Your Dismissal Was With or Without Cause 
  2. Review Your Employment Contract
  3. Examine How Long You Were Employed 
  4. Consider Your Age and Position 
  5. Investigate Circumstances Surrounding Your Termination 
  6. Consider Whether Discrimination Played A Role 
  7. Request Documentation From Your Employer
  8. Seek Legal Advice For Assistance 
  9. Lodge Complaints With Relevant Authorities 
  10. Speak To Former Co-Workers For Support 



Wrongful dismissals happen more often than many people think, and unfortunately tend to get overlooked due to a lack of awareness among general public. By following these tips mentioned above, individuals should be able to put together a case against a former employer should the situation arise, allowing them to defend themselves better against such allegations. 


Most importantly, seeking legal advice from experienced professionals like Benjamin Law Firm is always the best option available when it comes to protecting your own rights and getting justice one deserves. 

Greater Toronto Area's Trusted Personal Injury Law Firm

New Year, New Roads: Understanding Ontario's No-Fault Insurance System for Toronto Drivers

January 6, 2026
As we kick off a new year, many of us are setting goals for a safer, more organized year ahead. However, even with the best resolutions, auto accidents can occur at any time. With Toronto’s bustling streets and the unpredictable driving conditions that often arrive with the turn of the calendar, car accidents remain a common occurrence. In 2026, understanding Ontario's no-fault insurance system is more crucial than ever. This post aims to demystify the system and introduce you to Benjamin Law Firm, your trusted ally for navigating auto accident claims in the city. Ontario's No-Fault Insurance System Demystified Despite the name, "no-fault" doesn't mean no one is responsible. Instead, it means that if you are injured or your vehicle is damaged, you deal with your own insurance company for immediate support, regardless of who caused the accident. This ensures victims get quick access to care. The Key Components: Direct Compensation - Property Damage (DC-PD): If your vehicle is damaged and you aren't at fault, your own insurer pays for the repairs. Accident Benefits: These cover medical rehabilitation and income replacement if you can’t work. These are available to everyone, regardless of who caused the crash. Third-Party Liability: If you are found at fault, your insurance provides coverage for the other party’s injuries or property damage. The Tort System: For severe injuries, victims can sue the at-fault driver for additional compensation (like pain and suffering) beyond standard benefits. How Benjamin Law Firm Can Protect You This Year Navigating the aftermath of a collision can be an overwhelming way to start your year. Benjamin Law Firm specializes in helping Toronto residents secure the compensation they deserve. Expert Guidance: We understand the nuances of the Ontario insurance landscape and ensure you access the maximum benefits available. Handling Insurance Adjusters: Dealing with insurers can be intimidating. We take over the negotiations so you can focus on your recovery. Pursuing Tort Claims: If your injuries meet the legal threshold, we build a robust case to seek damages for future medical expenses and loss of enjoyment of life. Compassionate Support: We recognize the physical and emotional toll an accident takes. We provide a supportive environment for you and your family during these challenging times. Start the year with peace of mind. Benjamin Law Firm offers free consultations to help you understand your rights with no financial commitment. A new year brings new opportunities, but it also brings the reality of Toronto traffic and winter hazards. If you find yourself involved in an accident, don't navigate the legal hurdles alone. Visit www.benjaminlaw.ca today to ensure your rights are protected as you move toward recovery and resolution.

Finding Peace and Security: A Guide to Navigating Long-Term Disability During the Holiday Season

December 19, 2025
The holiday season in the Greater Toronto Area is often portrayed as a time of sparkling lights, bustling Christmas markets, and joyful family gatherings. From the festive displays at Nathan Phillips Square to the snow-covered streets of suburban neighbourhoods, there is a palpable sense of "magic" in the air. However, for many individuals and families living with a chronic illness or a serious injury, this time of year can look and feel very different.  When you are unable to work due to a disability, the "most wonderful time of the year" often brings a unique set of challenges. The financial pressure of gift-giving and hosting is magnified by the loss of a steady paycheck. The physical demands of decorating and traveling can exacerbate chronic pain or mobility issues. Most significantly, the emotional weight of a denied Long-Term Disability (LTD) claim can cast a long shadow over what should be a season of peace. At Benjamin Law Firm , we understand that disability doesn’t take a holiday. As some of the Greater Toronto Area’s top Long-Term Disability lawyers, we have helped over 3,500 families navigate the complexities of these claims, recovering over $60 million in settlements . We believe in a "Family-First" approach, which is especially vital during the Christmas season. This guide is designed to help you protect your rights, manage your well-being, and find a sense of security during the holidays. The Hidden Stress of the Holidays: Financial Strain and LTD For many, December is synonymous with increased spending. From the cost of a family dinner to the heating bills that climb as the Ontario winter settles in, the financial demands are relentless. For a worker receiving—or fighting for—Long-Term Disability benefits, these costs are a major source of anxiety. If you are currently in the middle of an LTD claim or have recently received a denial letter, the holiday season can feel like a ticking clock. Insurance companies are well aware of the financial pressure claimants face during this time. Unfortunately, some insurers may use this to their advantage, offering low-ball settlements or delaying decisions in the hopes that financial desperation will force a claimant to accept less than they deserve. A Gift of Advocacy: This is where having an experienced legal team becomes your greatest asset. We handle the heavy lifting of communicating with insurance adjusters, so you don't have to spend your Christmas Eve worrying about a phone call from an insurance company. Our goal is to secure the financial stability you need to move forward, not just for the holidays, but for the years to come. Decking the Halls Differently: Adapting Traditions for Disability Living with a musculoskeletal disorder, chronic pain, or a neurological condition often means that the way you celebrate must change. The pressure to "keep up" with pre-disability traditions can be physically and mentally draining. 1. Simplify the Decorations The high-reaching task of hanging lights or the physical strain of hauling a heavy Christmas tree can be dangerous for someone with back injuries or mobility limitations. Tip: Opt for tabletop trees or smart-timer lights that don't require daily bending or reaching. Medical Note: Remember that insurance companies often use surveillance during the holidays. If you are seen on a ladder hanging heavy decorations despite a reported inability to reach or lift, it could severely jeopardize your claim. 2. The "Spoons" Method for Socializing The holidays are filled with social invitations. For those with chronic fatigue or mental health challenges like depression and anxiety—conditions that are frequently the basis for LTD claims—large gatherings can be overwhelming. Tip: Practice the "Spoon Theory." You only have a certain amount of energy (spoons) each day. Choose which events are most important to you and politely decline the rest. Your health must come first. 3. Accessible Hosting If you are the one hosting, don't be afraid to ask for help. A potluck-style Christmas dinner reduces the physical labor of cooking. Ensure your home remains a "Quiet Zone" where you can retreat if sensory overload or pain becomes too much. The Cold Truth: Winter Weather and Disability in the GTA The Ontario winter is more than just a backdrop for holiday cards; it is a significant factor in how disability is experienced. Cold temperatures can cause muscles to tense and joints to stiffen, often leading to a spike in pain levels for those with arthritis, fibromyalgia, or previous surgical injuries. Mobility and Safety Ice and snow create hazardous conditions for everyone, but for someone with a disability, a simple walk to the mailbox can be a high-risk activity. Slip and fall accidents are common this time of year, and for someone already dealing with a long-term impairment, a new injury can be catastrophic. The Importance of Documentation If your symptoms worsen during the cold months, it is essential to document this with your medical team. Ensure your family doctor or specialist notes any seasonal increase in pain or decrease in function. Maintain a "Symptom Journal" throughout December. This provides a narrative that bridges the gap between your formal medical appointments and illustrates the real-world impact of the weather on your disability. Navigating the "Any Occupation" Transition in the New Year Many LTD policies contain a "Change of Definition" clause that typically occurs after 24 months of receiving benefits. This is the shift from being unable to perform your "Own Occupation" to being unable to perform "Any Occupation" for which you are suited by education, training, or experience. For many, this transition happens to coincide with the start of a new year. Insurance companies often use this milestone as an opportunity to terminate benefits, claiming that the individual is now capable of "some" form of sedentary work. Proactive Protection: If you are approaching this 24-month mark, the holidays are the time to ensure your medical evidence is ironclad. We work with vocational experts and medical specialists to prove that your limitations prevent you from working in any capacity, protecting your income replacement as you head into the new year. Why Benjamin Law Firm is the Right Choice for Your Family The hallmark of the holiday season is family, and that is exactly how we approach our practice. We are not a "claim mill." We are a dedicated team that treats every client with the compassion and respect they deserve. Proven Results: We have recovered over $60 million for our clients. This isn't just a number; it represents thousands of families who were able to keep their homes, pay for their children’s education, and find peace of mind after a life-altering event. No Upfront Fees: We operate on a contingency fee basis . This means you don't pay us a cent unless we win your case. During the expensive holiday season, this ensures that you can access top-tier legal representation without adding to your financial burden. Expertise in Complex Claims: Whether your disability is physical, psychological, or an "invisible" illness like chronic pain, we know the tactics insurers use and how to dismantle them. A New Year, A New Start As the calendar turns to January, many people make resolutions for a fresh start. If you have been struggling with a disability claim, your resolution should be to seek the advocacy you deserve. A denied claim is not the end of the road. It is often just the beginning of the real fight. In Ontario, you typically have a two-year limitation period from the date of the denial to file a lawsuit. However, the sooner you involve a legal team, the better your chances of gathering the necessary evidence while it is still fresh. How We Can Help You This Season: Initial Applications: We help you fill out the forms correctly the first time to avoid common pitfalls. Appealing Denials: We dismantle the insurer’s arguments with strong, objective medical evidence. Challenging Terminations: We fight to reinstate benefits if the insurance company tries to cut you off prematurely. Your Path to Peace of Mind Starts Here The holidays should be a time of reflection and hope. If the weight of a disability claim is making it impossible to enjoy the season, let us carry that burden for you. You have fought through the injury; let us fight for the benefits. Successful Canadian LTD representation is only a call away. At Benjamin Law Firm, we are committed to our clients and their families. We invite you to contact us today for a free, no-obligation consultation . Let’s discuss your situation and start building a strategy that secures your future. Wishing you and your family a safe, peaceful, and joyful holiday season.

How to Appeal a Denied Long-Term Disability Claim in the Greater Toronto Area

November 13, 2025
Facing a long-term disability (LTD) claim denial is one of the most stressful experiences a person can endure, especially here in the Greater Toronto Area (GTA). You’ve been paying premiums, you’re unable to work due to a serious medical condition, and you rely on these benefits for financial survival. Then, the letter arrives—your claim has been denied. This denial is often based on the insurance company's interpretation of medical evidence, surveillance reports, or technical policy language. It is crucial to understand that a denial is not the final word. You have legal options, and the appeal process is your next step toward securing the benefits you deserve. At Benjamin Law Firm, we understand the complex tactics insurance companies use to protect their bottom line. Benjamin Law Firm has some of Greater Toronto Area's Top Personal Injury, Car Accident, Long-Term Disability and Employment Lawyers. Over 3,500 Families Helped. Over $60 Million In Settlements Recovered For Clients. We are here to guide you through the process of challenging that denial effectively and efficiently. Understanding the Denial and Your Options The first step after receiving a denial letter is to critically analyze the reasons provided by the insurer. The denial letter should clearly state the grounds for their decision. Common Reasons for LTD Claim Denial In the GTA, denials are typically based on a few recurring issues: Insufficient Medical Evidence: The insurer claims your doctor’s notes, tests, or reports do not provide objective proof that your disability prevents you from performing your job duties (or any job duties, depending on the definition in your policy). Conflict with the Policy Definition: Many policies shift from an "Own Occupation" definition (unable to do your specific job) to an "Any Occupation" definition (unable to do any job for which you are reasonably suited by education, training, or experience) after 24 months. The insurer may deny the claim if they believe you meet the latter definition. Surveillance and Social Media: The insurer may hire investigators to observe you or scour your social media accounts. If they find evidence they claim contradicts your stated limitations, they will use it as grounds for denial. Technical Issues: This can include missing forms, claims filed past deadlines, or issues with premium payments. The Two Paths After Denial: Internal Appeal vs. Legal Action Once denied, you generally face two main choices: Internal Appeal (Reconsideration): You submit additional information to the insurer and ask them to reconsider their decision. Commencing Legal Action (Lawsuit): You bypass the internal appeal (or pursue it simultaneously) and initiate a lawsuit against the insurance company. Warning on Internal Appeals: While an internal appeal sounds like the logical next step, it often favors the insurer. It simply gives them a second chance to look at your case with no obligation to reverse their decision, potentially delaying the process and allowing the limitation period for filing a lawsuit to creep closer. Strategic Legal Action: The Smart Approach to Appeal For most denied LTD claimants in the GTA, the most effective and decisive path is to bypass the internal appeal and pursue immediate legal action. This sends a clear signal to the insurance company that you are serious and places the decision in the hands of the courts, not the insurer’s in-house reviewers. 1. Reviewing the Policy and Limitation Period The first and most critical step a lawyer takes is reviewing your specific LTD insurance policy. This policy is the contract that governs everything. Understanding the Definitions: We clarify the exact definition of "total disability" in your policy (Own Occupation vs. Any Occupation) and the corresponding benefit payout period. The Limitation Period: In Ontario, there are strict deadlines—called limitation periods—for filing a lawsuit. Missing this deadline, typically two years from the date of the denial, means you lose your right to sue forever. A lawyer ensures this critical deadline is met. 2. Gathering Strong, Objective Medical Evidence The core of any successful appeal lies in objective medical evidence that directly contradicts the insurer's denial reasons. Specialist Reports: Your initial documentation may have been insufficient. Your lawyer will coordinate with specialists (e.g., orthopedic surgeons, neurologists, psychologists) to obtain detailed reports. These reports must clearly explain: The diagnosis and prognosis. The specific functional limitations imposed by the condition (e.g., "cannot sit for more than 30 minutes," "lifting restricted to 5 lbs."). Why these limitations prevent you from performing the material duties of your job (or any suitable job). Objective Test Results: The insurer often dismisses pain-based claims. Your lawyer will ensure the file is bolstered with objective data like MRIs, CT scans, blood work, or specialized functional capacity assessments (FCAs). 3. Addressing the Insurer's Specific Denials Your legal strategy must directly confront and dismantle the arguments presented in the denial letter. Challenging Surveillance: If surveillance footage is cited, a lawyer can assess whether the footage genuinely contradicts your claim or if it is misleading and taken out of context. For example, a claimant restricted from work who is filmed walking their dog is likely still within their stated limitations. "Any Occupation" Claims: If the denial is based on the Any Occupation test, your lawyer will gather evidence proving that your disability prevents you from performing any job for which you are reasonably qualified, not just your former job. This often involves vocational experts. 4. Commencing Litigation and Negotiation Once legal action is commenced, the dynamic shifts. The insurer now faces the cost and risk of litigation. Filing the Statement of Claim: This formal document outlines the legal grounds for your case and the benefits you are seeking, including past arrears, future benefits, and often damages for bad faith (if the denial was particularly egregious). Mediation and Settlement: The vast majority of LTD lawsuits settle before trial. Your lawyer will negotiate fiercely on your behalf during mediation to secure a lump-sum settlement or reinstatement of your monthly benefits. Why Legal Representation is Essential in the GTA Trying to negotiate or sue a massive insurance corporation on your own is highly inadvisable. They have teams of adjusters, in-house medical consultants, and lawyers whose sole job is to minimize payouts. Leveling the Playing Field Insurance law is complex, and the terms and conditions of an LTD policy are often dense and open to interpretation. An experienced LTD lawyer: Knows the Case Law: We understand past court decisions that interpret similar policy clauses, giving us leverage in negotiations. Manages the Burden: We handle all communications, deadlines, and the stressful administrative work, allowing you to focus entirely on your health and recovery. Maximizes Recovery: We not only fight for the benefits you are owed but also for interest and potential damages for bad faith, often resulting in a higher financial recovery than you could achieve alone. Don't Give Up on Your Benefits A long-term disability denial is a significant setback, but it is a challenge you can overcome with the right legal strategy. In the competitive legal environment of the Greater Toronto Area, you need advocates who are experienced, aggressive, and committed to your welfare. At Benjamin Law Firm, we have a proven track record of successfully challenging insurance giants and recovering substantial settlements for our clients. We understand the physical and emotional toll a denial takes and are prepared to fight tirelessly to secure the financial stability you need. Benjamin Law Firm has some of Greater Toronto Area's Top Personal Injury, Car Accident, Long-Term Disability and Employment Lawyers. Over 3,500 Families Helped. Over $60 Million In Settlements Recovered For Clients. Don't face the insurance company alone. Book a free consultation with Benjamin Law Firm today to discuss your denied LTD claim and take the first step toward appeal.

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