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In Canada, the power to make laws is divided between the federal and provincial governments. While considering employment law, Federal government only has sovereignty in limited areas; that are under exclusive Federal Jurisdiction, such as, shipping, railways and banks.
Generally, provinces have power over the employment matters, while the federal government has power only in few cases.

This is article mainly focus on Ontario,

There are some standards of employment that are same in the whole province like wage rate, maximum working hours and public holidays.

This is  a detailed and an informative article to understand the fundaments of employment law in Ontario . It covers all the aspects from employment to termination and the human rights code with respect to employment.

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This article educates people regarding their legal rights after wrongful termination.
It is important to know about wrongful dismissal: it is one of the type of terminations as mentioned in the article of Employment Law in Canada. It is a situation in which the employment contract has been terminated by the employer, and this termination breaches some of the rules of employment contract, or employment law or the statute provision.
The rights granted to the employee after wrongful dismissal are;

1. Right to Receive Termination Pay

2. Protection against Constructive Dismissal

3. Right to Enforce the Terms of an Employment Contract

4. Right to Receive Severance Pay, if Owed

5. Right to Reasonable Notice of Termination

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Losing a job is never easy. It can be especially difficult if you are forced to leave under unfair or even illegal circumstances. Those workers who have been terminated without cause are guaranteed certain rights under Ontario law. If you face job loss, make sure your employer respects these five basic rights.
Right to Reasonable Notice of Termination
Employees are entitled to reasonable notice of their impending termination unless they have been employed for less than three months or if just cause warrants an immediate termination. Just cause may exist in any of the following circumstances:

If you are not terminated for just cause, your employer is required by Ontario law to give you a certain amount of written notice prior to the date your employment ends. The amount of time required depends on the length of time you spent with that employer. A termination notice that complies with the statutory minimum requirements still may not constitute reasonable notice. Reasonable notice considers other factors like an employee's advanced age or inability to find other work. Failing to provide an employee with reasonable notice of termination can be grounds for a wrongful dismissal suit against an employer.
Right to Receive Termination Pay
Payment in lieu of notice is generally paid in a lump sum payment that pays the employee's wages for the notice period. An employer in Ontario must pay a terminated employee the minimum statutory termination pay within seven days of termination or by the employee's next regular payday. Failing to provide the pay to a terminated employee who did not receive notice of termination may be grounds for legal action.
Protection against Constructive Dismissal
Employees have the right to be protected against constructive dismissal. Constructive dismissal occurs when you are still employed, but your job has been changed in a substantial way without your consent. An employer who changes your job requirements in such a way that it would be unfair or unreasonable to expect you to continue working may be liable for wrongful dismissal in a subsequent lawsuit.
Right to Enforce the Terms of an Employment Contract
If you and your employer have a contract, you have the right to enforce the terms to which you both agreed. Additionally, your employment contract cannot override the rights given to you by Ontario law. You still are entitled to receive notice of termination and receive your owed wages, even if your employment contract specifies otherwise.
Right to Receive Severance Pay, if Owed
Some employees may have a statutory right to an additional amount for severance pay after termination. Employers with a payroll of $2.5 million or more or who have laid off or terminated more than 50 employees within the past six months will be required to provide severance pay to employees who have been employed for more than five years. The amount of severance pay depends on the number of years an employee has been working with the employer. Employees who have been terminated for just cause do not have a right to severance pay.

If you believe your former employer violated your rights, you may have a claim for wrongful termination. The lawyers at Preszler Law Firm can analyze the circumstances surrounding your termination and may be able to sue your former employer if you have a case. Call 1-800-JUSTICE® to speak with an lawyer about the possibility of a wrongful dismissal suit.

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5 Employee Rights after Wrongful Termination in Ontario - Preszler Law

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Losing a job is never easy. It can be especially difficult if you are forced to leave under unfair or even illegal circumstances. Those workers who have been terminated without cause are guaranteed certain rights under Ontario law. If you face job loss, make sure your employer respects these five basic rights.

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This is the official website by the Government of Canada to state their laws and rules regarding employment.
It focuses on the Canadian Human Rights Act: It is a law to prohibit discrimination in employment and services within federal jurisdiction. Under the Act, Canadians are protected from discrimination when they are employed or receive services from:

the federal government;

First Nations governments; or

Private companies that are regulated by the federal government, including banks, trucking companies, broadcasters and telecommunications companies.

It emphasizes on equality and safe work environment for every citizen.
The next important part that this article covers is The Employment Equity Act: It states to give employment employment opportunities to these four categories of people:

women

Aboriginal peoples (Indian, Inuit or Métis)

people with disabilities

members of visible minorities

This article focuses on the rights given to people at their workplaces.

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Canadians have the right to be treated fairly in workplaces free from discrimination, and our country has laws and programs to protect this right.

The Canadian Human Rights Act is a broad-reaching piece of legislation that prohibits discrimination on the basis of gender, race, ethnicity and other grounds. Also, Canada's Employment Equity Act and the Federal Contractors Program require employers to take active measures to improve the employment opportunities for specific groups of people in our country.

Both the labour rights and responsibilities of employers and employees within federally regulated sectors fall under the Canada Labour Code. The rights of foreign workers in Canada are also protected under federal or provincial/territorial labour laws.

On this page:

The Canadian Human Rights Act

The Canadian Human Rights Act is a law to prohibit discrimination in employment and services within federal jurisdiction. Under the Act, Canadians are protected from discrimination when they are employed or receive services from:

the federal government;

First Nations governments; or

private companies that are regulated by the federal government, including banks, trucking companies, broadcasters and telecommunications companies.

This means that employers and service providers must ensure that all employees are treated equally.

Duty to accommodate

At times, people need to be treated differently to prevent or reduce discrimination. This may require an employer to make a change to an employee's work environment or duties, to make it possible for that person to do his or her job every day. This is called the duty to accommodate and it only applies to needs that are based on one of the grounds of discrimination.

The duty to accommodate has limits. Sometimes accommodation is not possible because it would cause an organization undue hardship.

Learn more about the duty to accommodate and undue hardship.

The Employment Equity Act

The Employment Equity Act is a federal law that requires federally regulated organizations and businesses to provide equal employment opportunities to four designated groups:

women

Aboriginal peoples (Indian, Inuit or Métis)

people with disabilities

members of visible minorities

The Federal Contractors Program

Like the Employment Equity Act, the Federal Contractors Program (FCP) is designed to provide equal employment opportunities to four designated groups: women, Aboriginal peoples, people with disabilities, and members of visible minorities.

The FCP applies specifically to employers that fall under the jurisdiction of a province and have been awarded a federal government contract for goods and services of $1 million or more.

The Legislated Employment Equity Program

The Legislated Employment Equity Program (LEEP) requires federally regulated organizations and businesses to report each year on how many individuals from the four designated groups are represented in their workplaces. They also have to show the steps they have taken to achieve full representation.

The goal of LEEP is to ensure that employers that fall under the jurisdiction of the federal government reflect the composition of the general labour force in Canada. These federally regulated employers include about 500 private-sector employers, 30 Crown corporations and five other federal organizations, with a combined workforce of over 760,000 employees.

The Labour Program administers and enforces LEEP, which is made mandatory under the provisions of the Employment Equity Act.

The Workplace Equity Information Management System

The Workplace Equity Information Management System (WEIMS) is an online application intended to be used by employers under the Legislated Employment Equity Program (LEEP) and federal contractors under the Federal Contractors Program (FCP).

The WEIMS application helps employers meet their obligations under the Employment Equity Act, and federal contractors under the FCP.

The Canada Labour Code

The labour rights and responsibilities of about 12,000 businesses and 820,000 of their employees are defined by the Canada Labour Code. These employees account for approximately six per cent of all Canadian workers.

Generally, the Canada Labour Code covers:

industrial relations - certification of unions, labour-management relations, collective bargaining and unfair labour practices;

workplace health and safety; and

employment standards, including general holidays, annual vacations, working hours, unjust dismissals, minimum wage, layoff procedures and severance pay.

See a full list of the federally regulated sectors covered by the Canada Labour Code.

The employment standards for businesses and services outside of these sectors are defined by their provincial or territorial ministry of labour.

Rights for foreign workers

Canadian laws protect every worker in Canada, including foreign workers. In Canada, foreign workers have the right to:

be paid for their work;

have a safe workplace; and

keep their passport or work permit.

Federal labour and employment laws cover:

the federal government;

banks;

companies that transport goods between provinces;

telecommunications companies; and

most businesses owned and run by the federal government.

Most other occupations are covered under provincial and territorial laws. Every province or territory has an office that deals with labour and employment laws, which can provide information about fair pay, hours of work, rest periods and working conditions.

Foreign workers have the right to call or visit these offices; an employer cannot punish a foreign worker or have him or her deported for contacting an employment standards office. To find your local office, see provincial and territorial employment standards offices.

Find more information on your rights as a foreign worker.

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Examine the laws and programs in place to protect the right of all Canadians to be treated fairly in the workplace.

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Ensuring equity at the workplace is not just a great idea, but it is a Law. This is a great video to watch, and states the point of view from a diverse group of people. This video educates you about the tools you can use as a Hiring Manager. It elaborates the concepts of Employment equity stated in the Canadian Human Rights Act.

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Provides access to news and notices for members of the media.

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This video explains the concept of Wrongful Dismissal very beautifully.

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What is Wrongful Termination?

Wrongful termination happens when an employee is fired for illegal reasons or for reasons that violate company policy.

Wrongful termination is difficult to prove because most employees are at-will employees. This means that the employee can quit at any time, for any reason, and the employer can terminate the employee at any time, for any reason. Employees are considered to be at-will unless the employee has an employment agreement that states otherwise. For example, the employee might have an employment contract stating that the employee can only be terminated for specific reasons. Or, sometimes an employee handbook sets forth a company policy regarding how employee terminations will be handled. When a company sets out a particular policy, then that policy must be followed.

Illegal Firings

It's important to note, though, that even at-will employees can be wrongfully terminated. When an employee is terminated in violation of the law, it's known as an illegal firing, which is considered wrongful termination. There are many laws that limit the reasons why an employee can legally be fired. For instance, no employee can be fired because of race, color, religion, sex, or national origin. These firings are violations of Title VII of the Civil Rights Act of 1964.

Employers are also prohibited from terminating an employee because of his or her legally protected actions. This is known as retaliation. For example, let's say that Frank feels he's being forced to work overtime without pay and so he files a complaint with his state labor commission. After his employer finds out about the complaint, Frank is fired. Frank had a legal right to file the complaint, so this is retaliation and is a wrongful termination.

Many employers face wrongful termination lawsuits due to whistleblowing violations. There are various state and federal laws that prohibit employers from firing an employee because the employee reported that the employer violated a law, rule, or regulation. For example, let's say that Kristy works at a burger restaurant where she sees that the meat isn't kept properly chilled before it's cooked. She's warned the manager before and is afraid someone is going to get sick. She finally files a complaint with the health department. After the health department comes to inspect the restaurant, the manager fires Kristy for filing the complaint. If Kristy's state has a whistleblowing law, then this is likely a wrongful termination.

Wrongful termination is a civil cause of action, meaning that the fired employee can sue the employer for any damages the employee suffered as a result of his or her wrongful termination. Sometimes the employee can even get his or her job back. Wrongful termination cases can result in large damage awards.

Case Example

Let's take a look at a real case example. The plaintiff in this case was awarded more than $2.5 million in damages in her wrongful termination lawsuit against Oracle, a computer hardware and software company based in California. Sandy Baratta was a vice president with the company when she was fired. The company told her she was being fired for 'inappropriate behavior,' even though she'd always received very positive reviews and hadn't received any feedback regarding improper conduct. Baratta claimed she'd been wrongfully terminated due to her internal whistleblowing activities and because she complained about pregnancy discrimination.

Just prior to being fired, Baratta expressed concern over comments from a high-level executive regarding his disdain for pregnancy leave. Baratta was in the early stages of pregnancy herself and found the comments troubling.

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what is wrongful termination? - definition & conditions - video & lesson transcript | study.com

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What Is Wrongful Termination? - Definition & Conditions - Video & Lesson Transcript | Study.com

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Wrongful termination happens when an employee is fired for illegal reasons or for reasons that violate company policy. Wrongful termination is difficult to prove because most employees are at-will employees. This means that the employee can quit at any time, for any reason, and the employer can terminate the employee at any time, for any reason.

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This is what is happening now a days, You are fired because you are replaced by a machine.

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This video tells how the small retailers, like coffee shops have battled against the wage increase. Most of the people are either terminated or the shops have increased the prices of the products by 10-14%

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Ontario labour minister promises enforcement of new employment laws | Watch News Videos Online

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Watch Ontario labour minister promises enforcement of new employment laws Video Online, on GlobalNews.ca

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No discrimination on any basis. All men, women are equal.

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This tells what is wrongful dismissal.
You can be fired because your boss doesn't like your shoes, is said sarcastically.