The Supreme Court of Canada has not released a new wrongful dismissal decision in 2025 or 2026. The leading Supreme Court case on what a dismissed employee can recover is still Matthews v. Ocean Nutrition Canada Ltd., 2020 SCC 26, decided on October 9, 2020. Ontario courts apply it every year.
What happened
Mr. Matthews worked for the company for about 14 years. After his role was steadily reduced, he resigned and sued for constructive dismissal. The trial judge set his reasonable notice period at 15 months. The company was sold 13 months after he left, and a long-term incentive plan paid employees a share of the sale, but only if they were still employed when it happened.
What the Court decided
- A dismissed employee is entitled to damages for everything they would have earned during the reasonable notice period, including bonuses and incentive payments.
- The court asks two questions: would the employee have received the bonus during the notice period, and if so, does the contract clearly and unambiguously take away that right?
- Wording that required “active employment” or full-time employment on the payment date was not clear enough to remove the right to damages. Mr. Matthews was awarded about $1.085 million, mostly for the incentive plan.
What this means for you
If you were let go without proper notice, your claim may include more than your base salary: bonuses, commissions and incentive payments you would have earned during the notice period can count. Check your contract wording, and keep your pay records.
We handle wrongful dismissal claims for employees in Small Claims Court, for claims up to $50,000. Book a consultation or call (519) 999-9925.
Source: Canadian Lawyer, “Executive constructively dismissed from job is entitled to damages including incentive bonus: SCC”; Supreme Court of Canada, Matthews v. Ocean Nutrition Canada Ltd., 2020 SCC 26.
This article is general information, not legal advice. Reviewed October 22, 2026.
بالعربية: الفصل التعسفي: المكافآت والحوافز جزء من التعويض
لم تُصدر المحكمة العليا الكندية حكمًا جديدًا في قضايا الفصل التعسفي خلال عامي 2025 و2026، ولا يزال الحكم المرجعي هو قضية Matthews v. Ocean Nutrition Canada Ltd.، 2020 SCC 26، الصادرة في 9 أكتوبر 2020.
- يحق للموظف المفصول دون إشعار كافٍ الحصول على تعويض عن كل ما كان سيكسبه خلال فترة الإشعار المعقولة، بما في ذلك المكافآت والحوافز.
- لا يسقط هذا الحق إلا إذا نص العقد على ذلك بشكل واضح لا لبس فيه.
- حصل السيد ماثيوز على نحو 1.085 مليون دولار، معظمها عن خطة الحوافز.
إذا فُصلت من عملك دون إشعار كافٍ، فقد يشمل تعويضك أكثر من الراتب الأساسي. نتولى قضايا الفصل التعسفي للموظفين أمام محكمة الدعاوى حتى 50,000 دولار. احجز موعد أو اتصل على 519-999-9925.