Employment Lawyers Edmonton

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Edmonton Employment Lawyers: Your Trusted Legal Advocates for Workplace Issues

Our experienced team of Employment Lawyers in Edmonton is here to provide guidance and unwavering support in navigating employment challenges. Whether you’re an employee seeking justice or an employer seeking clarity, trust us to be your advocates in the complex world of workplace law.

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KBL Law Employment Lawyers

If you’re facing employment challenges or seeking expert legal guidance, contact our office online or by phone for a free consultation with an Employment Lawyer Edmonton.

Our experienced personal injury lawyers can assist you in reaching a fair settlement if you were injured in a motor vehicle accident. Contact us today at (780) 489-5003.

What are Labour and Employment Laws in Edmonton?

Labour and employment laws are rules and standards that control how employers and employees interact at work. These laws are designed to protect employers’ and employees’ rights and interests, ensure fair and safe working conditions, and establish guidelines for various aspects of employment.

Under Canadian law, employment discrimination is officially defined as any action or behavior hindering an individual from obtaining or retaining employment due to race, age, religion, color, gender, disability, or genetic information. You may have a valid case if you have faced discrimination based on any of these conditions.

It’s crucial to note that a statute of limitations governs the time frame within which you can file a complaint. Missing this window could jeopardize your ability to protect your rights under the law. Contact our Labour Lawyers in Edmonton today to schedule a consultation and take the first step toward safeguarding your interests.

If you have encountered workplace issues or injustices that have adversely affected your employment, find the right Edmonton Employment Lawyer Edmonton to help you seek proper compensation.


Edmonton Personal Injury Lawyers

Our dedicated team of employment lawyers and support staff are committed to providing top-tier service in employment and labour law matters. We practice employment law, offering clear, practical, and cost-effective advice. Our lawyers have a proven track record in trials, appeals, mediations, arbitrations, and successful settlements of labour and employment cases across Alberta.

Our lawyers’ diverse backgrounds in labour, employment, and general litigation and advocacy set us apart. We’ve chosen to practice exclusively in this dynamic field, ensuring we bring a wealth of knowledge and experience to every case. When you choose KBL Law, you’re choosing a team that understands the intricacies of workplace law and is dedicated to achieving the best outcomes for our clients.

Here are some of the more common questions we face as Employment Lawyers in Edmonton:

What is Termination Without Cause?

Termination without cause is a common concern in employment law. It occurs when an employer ends an employee’s contract for reasons unrelated to performance or misconduct. Employers can terminate employees without cause as long as they provide notice or pay in lieu of notice. Many factors can influence the notice period or pay in lieu of notice.

The Alberta Employment Standards Code outlines a statutory minimum for notice periods and payments, but an employee may be entitled to a higher amount of severance under the common law. Factors that can influence the amount of severance an employee may be entitled to are length of service, age of the employee, position, and level of responsibility, salary and benefits, economic climate, mitigation, and potentially others.

When an employer terminates an employee, they typically ask for release paperwork to be signed and returned. An employee has the right to seek independent legal advice before signing that paperwork so that they are aware of their rights, entitlements, and obligations under the release.

What Services are Included in Labour and Employment Law?

Our Employment Lawyers Edmonton advocate for employees and employers in labour disputes across various scenarios. Whether you find yourself as an employee who believes an employer has infringed upon their rights or you’re a business confronting allegations from a present or former employee, we’re fully equipped to provide you with unwavering and steadfast legal representation from start to finish.
These services include:

Employment Contracts: Drafting, reviewing, and enforcing employment contracts that outline the terms and conditions of employment, including compensation, benefits, working hours, and termination clauses.

Wrongful Termination: Representing employees or employers in cases of wrongful termination, whether it’s without cause, for cause, or based on discrimination or retaliation.

Severance Agreements: Negotiating and drafting severance agreements and representing clients in disputes related to severance.

How Much Does an Employment Lawyer Cost?

The price for hiring an Employment Lawyer in Edmonton can vary for each case. It depends on factors like how complicated your case is, how experienced and well-known the lawyer is, and what specific legal help you need. Here are some common fee structures for employment lawyers:

Hourly Rate:  Many employment lawyers charge an hourly rate for their services. Rates typically range from $150 to $500 or more per hour. You will be billed for the time the lawyer works on your case, including meetings, research, correspondence, and court appearances.

Flat Fee: Some employment lawyers offer flat-fee arrangements for specific services, such as reviewing an employment contract or drafting a demand letter. These fees may range from a few hundred to a few thousand dollars.

Contingency Fee: In certain employment cases, such as wrongful termination or workplace discrimination claims, lawyers may work on a contingency fee basis. This means that they receive payment only when your case is successful, typically receiving a percentage (usually around 30% to 40%) of the monetary award or settlement.

Expert Legal Guidance for Workplace Challenges: How Our Labour Lawyers in Edmonton Help You

At KBL Law, we believe every individual deserves to have their employment rights upheld and protected throughout their professional journey. Our dedicated team of Employment Lawyers in Edmonton is committed to guiding you through a wide range of employment law issues with precision and expertise.

From wrongful dismissal to constructive dismissal, reasonable notice entitlements, severance negotiations, and addressing matters of cause, our mission is to provide you with the knowledge and resources you need to make informed decisions regarding your employment situation. Even if you still need to decide to engage our services fully, we’re here to simplify your challenges and offer straightforward advice that can help you navigate your way toward a resolution.

No matter the employment-related issue you’re facing – whether it’s the prospect of job loss, or any other workplace concern – KBL Law is your trusted partner. Our seasoned employment lawyers are here to explain your rights, outline your options, and empower you with the legal guidance you need.

With KBL Law by your side, you can expect a professional yet approachable approach to addressing your employment law needs. We’re here to advocate for your rights, offering clear, understandable guidance to help you navigate the complexities of Employment Law in Edmonton.

Frequently Asked Questions

As an employee in Alberta, you have rights protected under the Alberta Employment Standards Code. This comprehensive code covers essential areas such as minimum wage, hours of work, overtime pay, vacation pay, leaves of absence, termination pay, notice, and protection from discrimination

Yes, an employer has the right to terminate an employee without cause in Alberta, provided they offer reasonable notice or pay in lieu of notice. The duration of notice or pay depends on the employee’s length of service. For instance, as per the Alberta Employment Standards Code, employees with 90 days to two years of service are entitled to at least one week’s notice or pay in lieu. Those with more than two years of service may receive up to a maximum of 8 weeks.

Yes, you have the option to pursue legal action against your employer for wrongful termination if you believe you were unjustly terminated or without just cause. In such cases, consulting with an experienced Employment Lawyer in Edmonton who specializes in employment law is advisable. They can assess the circumstances of your termination and provide guidance on whether you have a valid case for wrongful dismissal.

In Alberta, courts take various factors into account when determining a fair severance amount. These factors include: Length of Service, age, position and responsibilities, availability of alternative employment, and mitigating efforts.

A non-compete agreement is a contract that limits an employee’s ability to work for a competing business after leaving their current employer. It’s used to protect trade secrets, confidential information, and customer relationships. These agreements are generally enforceable if they are reasonable in terms of their duration, geographic scope, and activities they restrict.

If an employee was laid off due to COVID-19, there are different rules that apply to their severance entitlement.

The Alberta Employment Standards Code dictates maximum durations for temporary layoffs, but there time periods differ for temporary layoffs related to COVID-19.

The employee must pay termination pay once the maximum temporary layoff duration is met, and the layoff then becomes permanent.

The period of temporary layoff can be extended beyond the maximum days if the employer makes regular payment to or on behalf of the employee, such as continuing to pay wages, employee pensions or benefits, and the employee agrees to these payment in lieu of a firm limit of the length of the layoff. Termination pay is then payable when these payments in lieu cease. All of these factors influence the date of termination, therefore affect the amount of severance that can be claimed.

COIVD-19 increased the number of layoffs and terminations, but employees are still entitled to reasonable notice or pay in lieu of notice. COVID-19 may have impacted the availability of similar employment, which could affect the severance amount that an employee may be entitled to.

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