Severance Pay & Reasonable Notice Estimator

Statutory minimums are just a floor. Canadian common law usually entitles a dismissed employee to far more, based on age, seniority, role, and how easily similar work can be found.

Reading This Tool

How To Use This Calculator

Enter years of service, age, seniority level, and how easy comparable work would be to find without a specific case in front of a judge.

This applies the same factors Canadian courts have used since the 1960 case Bardal v. Globe & Mail, character of employment, length of service, age, and availability of similar employment, to produce an illustrative range, not a verdict.

Your Inputs

Years Of Service 8 yrs

Age At Dismissal 45

Annual Salary $80,000

Position Level

Availability Of Similar Employment

Favorable Average Difficult

This is an educational estimate only, not legal advice. Actual reasonable notice is determined case by case by a court, and can be affected by bonus structure, benefits continuation, mitigation efforts, and any employment contract term that validly limits notice.

Illustrative Estimate

Estimated Common Law Notice Period

0 months

Estimated Severance Value

Rough Statutory Minimum (Illustrative Floor)

0 weeks

Statutory Floor vs. Common Law Estimate

Statutory Minimum Common Law Estimate

Statutory minimums genuinely vary by province and by federal versus provincial jurisdiction; the figure shown is a rough, generic illustration, not a province-specific calculation. This tool is not a substitute for advice from an employment lawyer, most offer a free initial consultation for exactly this question.

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