Introduction
Being fired or told your job is ending can feel confusing—especially if you’re a foreign or temporary worker and you’re worried about income and your status. In Canada, the rules and complaint options depend heavily on where you work (federal vs. provincial/territorial jurisdiction) and how your employment ended.
This article is general information only (not legal advice). It focuses on official Government of Canada guidance about termination and the federal unjust dismissal process, so you can understand what steps may be available and what documents to gather.
1) First: confirm what type of job you have (federal vs. other)
Before you decide what to do next, identify whether your workplace is federally regulated. The Government of Canada termination rules and unjust dismissal process discussed below apply to federally regulated workplaces (for example: certain transportation, telecom, banking, and other federal sectors).
Why this matters
- Federal labour standards have specific pages for termination and complaints, including unjust dismissal complaints for eligible non-unionized employees. Canada+1
- Many workplaces in Canada are regulated by provincial/territorial employment standards instead (different rules and complaint routes).
Quick self-check (practical)
- Look at your offer letter / contract: does it mention Canada Labour Code or “federal labour standards”?
- Check your employer type (bank, telecom, interprovincial transport are common federal examples).
2) Separate “termination rules” from “wrongful/unjust dismissal”
People often say “wrongful dismissal” to mean “this wasn’t fair.” In federal resources, there are different concepts:
A) Termination (notice or pay in lieu)
Federal termination information explains notice of termination or pay in lieu of notice rules, and also lists situations where notice/pay in lieu may not be required (for example: less than 3 months’ continuous employment, resignation, dismissal for just cause, end of a fixed-term contract, etc.).
B) Unjust dismissal (a complaint process in federal workplaces)
The Government of Canada provides a guide to the unjust dismissal hearing process under Part III of the Canada Labour Code.
C) Constructive dismissal (when you “leave” due to employer actions)
Federal interpretation guidance notes the unjust dismissal provisions can cover constructive dismissals under Part III of the Code.
Bottom line: A termination may still need proper notice/pay, and in some federally regulated situations, you may also have access to an unjust dismissal complaint process (eligibility matters).
3) Build your “proof folder” before you act (simple and safe)
If your dismissal feels wrong or unclear, start by organizing facts. This helps with any official process.
Collect and save:
- Termination letter, email, text messages, meeting notes
- Employment contract, job offer, workplace policies
- Pay stubs, schedules, bank deposit records
- Performance reviews, warnings (if any), written feedback
- Names of witnesses and dates of key events
Write a timeline (bullet format)
- Date hired
- Any major changes (hours, pay, role)
- Dates of warnings or conflicts
- Date you were told you were terminated
- What you were told (short direct quotes if possible)
If you later use a federal complaint process, having a clear timeline makes it easier to explain your situation.
4) If you’re federally regulated: understand the official complaint paths and timelines
The Government of Canada explains that federally regulated employees can file different types of labour standards complaints with the Labour Program, including unjust dismissal complaints.
They also provide an eligibility and timelines page because timeframes can vary depending on the complaint type.
What the unjust dismissal process can involve (high-level)
The Government’s hearing-process guide is designed to help people represent themselves and understand steps in an unjust dismissal complaint proceeding.
Depending on the situation and stage, a process may involve:
- Filing the complaint (if eligible and within timelines)
- Possible early resolution steps (for example, mediation is discussed in related federal resources)
- If not resolved, a hearing-style process described in the guide
Important: Eligibility rules and timelines are specific. Use the Government’s eligibility/timelines page as your reference point for federal complaints.
5) Example: “Is this wrongful? What should I do next?”
Scenario (federal workplace example):
Lina works for a federally regulated employer. She has 18 months of continuous employment. After she reported a safety concern, she was terminated two days later without clear written reasons.
What Lina can do (information-based steps):
- Check termination basics: Federal rules explain when notice/pay in lieu is required and list exceptions (for example, <3 months continuous employment, just cause, fixed-term end date, etc.). Lina has 18 months, so she should review the federal termination rules carefully.
- Organize records: save the termination notice, her report, any responses, schedules, and pay records (timeline + documents).
- Review complaint options: Federal pages explain that unjust dismissal complaints exist for federally regulated employees and that complaint types and timelines vary.
- Understand the process: the Government’s hearing-process guide explains how an unjust dismissal complaint proceeding may work, so she knows what to expect and what information she may need to prepare.
This example doesn’t determine whether Lina was “wrongfully dismissed.” It shows how to move from confusion to a clear, official next-step checklist using Government of Canada resources.
Legal Disclaimer
This article is for general information only and is not legal advice. We are not the Government of Canada, and this is not an official government website. For official guidance, always rely on Canada.ca, provincial government, and your applicable employment standards authority.