Navacord: Understanding Your Severance Rights

If you are a non-unionized employee at Navacord facing a job loss or restructuring, you are likely entitled to more than just a “standard” severance offer.

At Samfiru Tumarkin LLP, we help employees across Canada — including those at Navacord — understand their legal protections and ensure they receive their full entitlements under Common Law.

How Severance Pay Works in Canada

When any non-unionized worker is let go, their severance pay is not determined by a single company policy.

Instead, it is governed by provincial laws and Canadian Common Law.

Your total severance package is based on:

• Your age and length of service
• The nature of your position and seniority
• Your ability to find comparable employment

In many cases, these factors can result in a severance requirement of up to 24 months of pay.

Understanding “The Gap” in Severance Offers

There is often a significant gap between what an employer provides in an initial letter and what the law actually requires.

It is common across all industries for initial offers to:

• Focus only on the bare minimums required by Employment Standards.
• Fail to account for bonuses, commissions, or equity (e.g., RSUs and stock options).
• Include aggressive “signing deadlines” (often 24–72 hours) to encourage quick acceptance.

Defining Wrongful Dismissal

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer terminates a non-unionized worker without “just cause” but fails to provide the proper amount of severance pay.

This is not a reflection of the company’s intent, but rather a calculation of whether the package meets the high standards set by Canadian courts.

If the termination clause in an employment contract is unenforceable, or if a “temporary layoff” is implemented without a prior written agreement, an employee may have a claim for full severance.

Recommended Steps for Navacord Staff

If your employment with Navacord has ended:

1. Review the Package: Do not sign any release or severance offer immediately. You are entitled to a reasonable amount of time to seek legal advice.
2. Use the Severance Pay Calculator: Get an anonymous, instant estimate of your entitlements.
3. Check Your Compensation: Ensure your offer includes all variable pay, including bonuses and benefits.
4. Consult with Samfiru Tumarkin LLP: Our team focuses exclusively on protecting employee rights. We have helped thousands of Canadians secure their fair compensation.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and should not be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.