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I am the original owner of William Tissert (since 2013). Under the guidance of my accountant, I closed my business in 2024 after assuming a large amount of debt resulting from the pandemic. My accountant’s spouse then opened a new business where we worked as partners (verbal 50/50 agreement) under the name of William Tissert Salon. Last month I informed my business partner that I was planning to move to the Niagara region over the coming months and that I would like either for her to either purchase my 50% of the business, or that we should sell the business and then split the proceeds. It is at that point when I was told by my accountant that my name was never registered and therefore his wife was the sole owner. His wife then proceeded to remove my title as co-owner from our social media platforms and to inform the staff and clients of the same. My questions are therefore to understand how to calculate the duration of my employment under the law. I did not receive any severance after my initial business was closed, nor did I sign an employment agreement for the new business. Am I therefore considered to have been employed since the start of the initial business in 2013, or does the fact that I owned the previous business imply that the initial business cannot be considered when establishing the duration of employment? And secondly, given that I was demoted from the position of co-owner, would that be sufficient grounds to seek a claim of constructive dismissal? The salon has become quite toxic since this commenced last month, and I am anxious to bring things to an end. Please advise on how best to proceed. I would be happy to meet with you to discuss further. Sincerely, William

I purchased a franchise and as part of the purchase agreement I agreed to keep the employees. The employees signed new employment agreements with my company and have signed on to a 90 day probation. My question is if I were to terminate one am I liable for severance

I am going on maternity leave in April of 2026. My employer has stated that they will be withholding my 2025 bonus, which is also paid out in April of 26 as they "don't want to disrupt by EI benefits" while on leave. Is that legal? Does my bonus count as earnings for 2026 or 2025?

I am currently on a temporary layoff from my employer in Ontario. During the layoff period, my employer continues to pay out vacation on a bi-weekly basis and maintains my health benefits. I have been offered a separate short-term (3-month) contract role and would like legal advice on whether I can accept this work without notifying or resigning from my current employer, and whether doing so creates any legal or contractual risk.

Can a unionized employee be refused paid out untaken vacation time?