Deloitte

If your employment with Deloitte in Ottawa has ended, or you have been offered a severance package, the rules that apply depend on your employer's jurisdiction, your contract and your length of service. This guide explains how notice, termination pay and severance can work for Deloitte employees and what to do before you sign anything.

At a glance

• Employer type: professional services
• Law that generally applies: Ontario Employment Standards Act (provincial), plus your contract and, if you are not unionized, common law
• If you are in a union: your collective agreement and grievance deadlines apply
• First step: do not sign a release or severance agreement until you understand it, and ask how long you have to respond

About Deloitte and your employment

Deloitte is one of the "Big Four" professional services firms, with an Ottawa office serving private and public sector clients in areas such as consulting, tax, audit and risk advisory.

Which law applies to Deloitte employees?

Most employees who work in Ontario for provincially regulated employers, including most professional services firms, are covered by the Ontario Employment Standards Act (ESA). If you worked for Deloitte for three months or more, the ESA generally requires written notice of termination or pay in place of notice. The minimum is one week after three months, two weeks after one year, three weeks after three years, and one more week for each additional year up to a maximum of eight weeks.

Some employees are also entitled to ESA severance pay. It generally applies if you have worked for the employer for five years or more and the employer has an Ontario payroll of $2.5 million or more, or the termination is part of certain mass terminations. It is one week of regular wages for each year of service, with a pro-rated amount for part of a year, up to 26 weeks. Whether this applies depends on the employer's payroll and your length of service.

The ESA sets minimums. Employees who are not unionized may also have a claim for reasonable notice at common law, which is often longer than the ESA minimum. There is no formula, and courts consider factors such as your role, length of service, age and the availability of similar employment. A valid termination clause in your contract can limit this, and some clauses are not enforceable.

Issues that often come up for professional services employees

Bonuses and promotion cycles

Bonuses and promotions often follow annual cycles. Ask how a bonus will be treated if your employment ends mid-year.

Utilization and project staffing

Staffing and utilization targets can lead to performance-based exits. If a performance process is used, keep records and ask for written feedback.

Client non-solicitation

Many agreements restrict contacting clients. Review the wording and duration before you sign a package.

Secondments and fixed terms

If you are on a secondment or fixed-term assignment, your rights on early or non-renewal can differ from an indefinite term role.