Employment demands and disagreements
Employer inquiries about a demand, disputed employment terms or a breakdown in the employment relationship.
Employment dispute support for Ontario employers
Your 30-minute consultation is free.
Practical legal support for employers facing workplace disagreements, employment demands and difficult people decisions. Tell us what your business needs help with.
For employers & business owners
(416) 221-2221
(opens in a new tab)How we can help
Support for the business behind the employment decision
Workplace disagreements can involve the employment relationship, a policy or a decision already made. Key Business Law’s employer services cover employment guidance, agreements and workplace policies, with active disputes assessed on their own facts and scope. This campaign page is for employers and business owners.
Termination issues, serious complaints and demands from opposing counsel may need prompt assessment. Identify any response date at intake. Investigations, litigation, union matters and other distinct mandates are considered separately; general employer advice does not automatically include representation in every process.
Workplace complaints and policy issues
Questions about employer responsibilities, internal policies and the legal work needed when a workplace concern is raised.
Termination and related decisions
Employer-side guidance about a proposed or completed termination, related correspondence and how to define the next instruction.
Your next step
What happens when you contact us
State that you are contacting us for the employer. Note the general issue, whether a decision has been made and any demand or response date. Please wait for intake checks before sending employee records, allegations or confidential correspondence.
Share the basics
Send contact details and a short, non-confidential overview of the business issue.
Discuss fit and next steps
The team reviews your inquiry and contacts you. This form requests follow-up; it does not book an appointment.
Agree the work before it begins
Conflicts, representation, scope and fees are addressed before a written engagement. An inquiry creates no lawyer-client relationship.
Before you reach out
Questions about
your next step
Prefer to choose an appointment? View the separate calendar ↗Is this employment service for employers?
Yes. This page is directed to businesses and people instructing on behalf of an employer. Identify your role so the team can assess representation and conflicts.
Can an employer inquire after receiving a legal demand?
Yes. Mention that a demand exists and identify the response date without sending its confidential contents through this form. The team must confirm whether it can act.
Can you discuss an issue before an employment decision is made?
Employer advice may be scoped before a proposed action, including agreement and policy questions. General website information should not be used to determine obligations or a response in an individual matter.
Should I send employee documents with my first inquiry?
No. Start with business contact information and the broad category of concern. Employee records and sensitive workplace details should wait for an appropriate exchange channel and intake checks.
Are an investigation and dispute representation part of the same engagement?
They are different tasks and need express confirmation. Discuss the requested role, staffing, fees and any specialist input before assuming either is included.
Does an employer inquiry automatically book a consultation?
No. The form requests follow-up from the firm. Use the separate booking calendar if you prefer to choose an available appointment; neither flow alone creates a lawyer-client engagement.
Let’s talk about your business
A clear place to start.
Tell us the general issue. We’ll discuss whether the firm is a fit.