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Who We Are

Taylor Janis LLP, located in Vancouver, focuses exclusively on labour, employment, and related litigation law matters, to serve its diverse group of clients throughout British Columbia. We always strive to represent our clients in the most thorough and cost-efficient manner possible.

We are western Canada’s choice for severance advice & negotiation. Please ask about our fee arrangements, including contingency fee options.

Labour & Employment Lawyers for Vancouver, BC

We are a firm of labour and employment lawyers dedicated to assisting both employees and employers with a wide range of challenges at work.

Employment law is a specialist area and focusing solely on this area, our expertise, and experience can guide you if you have a legal problem in the workplace.

This includes representation in trials concerning labour laws and employment, appeals, mediation, arbitration, as well as human rights cases in Vancouver and around British Columbia.

We make workplace law more understandable and provide the type of guidance that helps stressed and confused employees – or employers who face serious legal challenges.

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How Can Our BC Employment Lawyers Help You?

While we do help employers in some cases, most of our work is with employees who have suffered from abuse of their rights in the workplace.

Our Vancouver employment lawyers will help you understand your employee rights and explain your options if you have suffered at the hands of an employer.

We can help in cases of wrongful dismissal, constructive dismissal, reasonable notice entitlements, and severance.

We also regularly provide legal counsel for cases of workplace harassment and discrimination, as well as unpaid wages/overtime and other employment-related disputes.

Most of our clients benefit from our approach of tactful negotiation with the other party. Wherever that is not possible, decisive and resolute litigation is used as a last resort.

If your employment rights have been violated by an employer, colleague, or another party in a Vancouver workplace, start by letting us know the details in a confidential one-on-one lawyer consultation and document review.

We can provide a quick assessment of whether you have a case for compensation and damages.

WHY HIRE AN EMPLOYMENT LAWYER

Severance Package Lawyers

We are British Columbia’s Choice for Severance Advice & Negotiation. Please ask about our fee arrangements, including contingency fee options.

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How Can We Help You?

Wrongful Termination

The dismissal of an employee that violates the law or a contract. This can include discrimination, retaliation, or termination in violation of public policy. Employees may be entitled to compensation or reinstatement if they are wrongfully terminated.
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Human Rights Violations

Discriminatory practices based on race, gender, religion, age, or disability. Employers are prohibited from engaging in such practices and employees have the right to file complaints and seek compensation for damages caused by such violations.
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Changes to your Employment Contract

(Constructive Dismissal) Refers to an employer making significant changes to an employee’s terms and conditions of employment without their consent. This can include changes to pay, hours, or duties. Employees may have legal recourse for such changes.
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Disputes with Professional Regulatory Bodies

Conflicts between professionals and the regulatory organizations that oversee their industry. These disputes can include disciplinary actions, revocation of licenses, or other legal issues related to professional conduct. Legal representation may be necessary in such cases.
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Long Term Disability Denial

The rejection of an employee’s claim for disability benefits that are intended to provide income replacement during an extended period of absence from work due to illness or injury. Employees may have legal options if their claim is denied.
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WCB Benefit Denial

The rejection of an employee’s claim for workers’ compensation benefits due to a work-related injury or illness. Employees may have legal options if their claim is denied, including appealing the decision or pursuing legal action against the employer or insurance company.
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Taylor Janis Employment Law VANCOUVER

Gastown (Water Street)

Suite 603A, 134 Abbott Street
Vancouver, BC V6B 2K4

8:30 a.m.—4:30 p.m.
Mon—Fri

Local: (604) 423-2646

Toll-Free: 1 (877) 402-1002

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Employment Law FAQ

Termination

A just cause termination means that the employer has terminated your employment on the basis of serious misconduct that goes to the heart of your employment contract.

Constructive dismissal is a legal term that refers to a situation in which your employer substantially changes the terms of your employment contract, without first obtaining your agreement. Speak to us if you feel this has happened to you.

An employee is said to have resigned from employment when he or she voluntarily ends the employment relationship or quits.

Wrongful dismissal may occur when your employer terminates your employment, without respecting your legal rights. We can help you identify your wrongful dismissal case.

Your employer is only allowed to lay you off temporarily if your employment contract expressly permits it AND it is common industry practice (e.g. with logging work), AND you agree to the layoff.

Severance Pay

Severance pay refers to the amount of money your employer must give you, the employee when your employment is terminated. This is often referred to as a “severance package”, as it may include several aspects of your compensation.

Every employee who is terminated from employment is entitled to reasonable notice or severance payment in lieu of reasonable notice. We can help you get compensated.

This really depends on the circumstances. Speak to one of our employment lawyers, who can assess the best course of action to take.

If you terminate an employee, you must provide either reasonable notice or a severance package if an employee has been in continuous employment for three months or more with you. If you provide advanced written notice equal to the number of weeks for which they would have been eligible for severance, no severance package is required.

Non-Competition and Non-Solicitation Clauses

A non-competition clause stops the employee from working at a competitor for a certain number of months after separating from the company while a non-solicitation clause allows the employee to work anywhere, but with one caveat: they cannot solicit their former employer’s clients.

Both clauses will be unenforceable if the employer wrongfully dismisses the employee. We can help protect your rights.

Harassment, Bullying, and Discrimination

You are protected at work from discrimination on the basis of age, race, sexual orientation, or on mental or physical disability, amongst other things. Taylor Janis can protect your rights and your livelihood.

Bill 208 defines harassment as: inappropriate conduct, comments, displays, actions or gestures by a person that constitutes a threat to the health or safety of the worker and that is either based on (i) certain enumerated grounds (such as colour, gender, or place of origin); or which (ii) adversely affects the worker’s psychological or physical well-being. Has this happened to you?

If an employee reports an incident of harassment, it is your duty as an employer to address it. If an intervention by HR fails to put a stop to it, you should inform the employee being harassed about what their options are and pledge your support for them.

Overtime Disputes

The Alberta Employment Standards Code states that overtime hours are those in excess of either 8 hours in each workday or 44 hours per week, whichever is greater. A workweek begins and ends on Saturday at midnight. Further, it is important to emphasize that overtime is not calculated weekly and not per pay period.

Overtime in British Columbia applies to hours in excess of either eight hours per workday or 40 hours per week. If you exceed eight hours per day or 40 hours per week, you must be paid at 1.5 your regular rate of pay by your employer.

Employment Contracts

An employment contract or agreement is simply the specified terms of your relationship with your employer. It sets out your compensation, work hours, responsibilities, and many other things. We can review yours or help employers setup a new one.

Your employment contract may be either oral or written. Oral contracts are just as enforceable as written contracts. Did your employer give you any verbal promises or agreements?

Without an employment contract for each employee, you are opening yourself up to the potential for the courts award terminated employees severance payments. For example, terminated employees in BC can be entitled up to 24 months of severance payments.

Dependent Contractor

The law is actually as follows: employees and “dependent contractors” are entitled to severance whereas “independent contractors” are not.

If you are one of those people who believed the misconception and did not immediately bring a claim, all may not be lost: workers generally have two years from the date of their termination to bring a lawsuit.

Vancouver Legal Info for You

Dive into our Vancouver legal guides for the latest news, family law insights, case wins, and other updates from the Taylor Janis team.