Based on 60+ Years of Canadian Case Law

Your Employer Offered You The Minimum.
Find Out What You Could Be Owed.

Free severance estimate in 60 seconds. See the gap between what you were offered and what Canadian common law says you're actually owed.

Calculate Your Severance →

No sign-up required. 100% free estimate.

Grounded in SCC Precedent

Bardal, Matthews, Waksdale

All Common Law Provinces

ON, BC, AB, SK, MB, NS, NB, NL, PE + Federal

Fraction of Lawyer Costs

From $49 vs. $2,500+ retainer

How It Works

Three steps to understanding what you're really owed.

Free Estimate

Answer 5 quick questions about your employment. We calculate your statutory minimums and common law entitlement using the Bardal factors — the same analysis courts use.

See The Gap

Instantly see the shortfall between what your employer offered and what you could be owed. Most employees are shocked by the difference.

Get Your Letter

Choose your tier. We generate a custom Without-Prejudice demand letter citing real Canadian case law, personalized with your details and addressed from you.

The Gap Your Employer Hopes You Won't Notice

What they offer

$8,200

ESA statutory minimum (8 weeks)

What you could be owed

$42,500

Common law entitlement (10 months)

* Illustrative example only. Actual entitlements vary based on individual circumstances. Common law notice is determined by courts on a case-by-case basis.

Under Canadian common law (Bardal v. Globe & Mail, 1960), most employees are entitled to 3-4 weeks per year of service, up to 24 months — far more than the statutory minimum your employer offered.

Calculate Your Real Entitlement →