Toronto Employment Lawyers

We are among a select group of Toronto employment lawyers who exclusively represent employees. This has been our specialty for over 35 years.


About Us / Our Lawyers

Toronto Employment Lawyers

Lecker & Associates are Toronto employment lawyers specializing in all areas of employment and disability benefits law. We have the knowledge, experience and skills to handle challenges that often surface in relationships between employees and their employers. For well over 35 years, our Toronto employment lawyers have regularly litigated precedent setting cases, successfully adding clarity to laws which previously remained open to interpretation.

We Exclusively Represent Employees

Unlike many firms, our singular mission is to provide employment law services exclusively to the employees of Ontario. We operate with deep expertise in this field. Our clients are generally under a lot of stress when they seek out our services. We clearly understand this and treat you with professionalism, sensitivity and tact. Our first order of duty is to take care of that stress. Therefore, when we take on your case, we represent your best interest and nothing else. Our team of Toronto employment lawyers specialize in wrongful dismissal, job layoffs, severance and notice calculations, denied disability benefits, constructive dismissal, disputes following maternity leave, constructive dismissal and many such aspects of employment law.  We know how to handle these cases extremely well and have been doing exactly this for over 35 years.

Read What Our Clients Say

Employment Law Services

With over 35 years of experience as Toronto employment lawyers, we have the knowledge and experience to handle almost any type of case.

Articles & Blogs

Be informed by visiting our Toronto Employment Lawyer Blog often.  We regularly publish articles helpful for all employees in Ontario.

About Legal Fees

Legal fees should never deter you from obtaining your lawful entitlements. We welcome the opportunity to discuss this openly and frankly.

Have you ever given up your seat on the subway or held the door open for a disabled person? Society upholds these values of goodwill, generosity and honesty. Should your employer not follow such standards of fair play?

These employment lawyers believe they should.

Introducing our team:

Toronto Employment Lawyers
Bram A. Lecker, B.A. LL.B.

Bram A. Lecker, B.A. LL.B.


As Principal of Lecker & Associates, Bram Lecker is one of the most experienced employment lawyers in Toronto. He actively plays a role in all client cases primarily as a mentor to his stellar team.
Matthew A. Fisher, B.A. LL.B.

Matthew A. Fisher, B.A. LL.B.


A seasoned litigator and Partner, Matthew Fisher comes with a reputation of excellence in employment law. Taking the lead in precedent setting cases, he has clarified laws which previously remained ambiguous.
Maria Esmatyar, B.A.(Hons.), J.D.

Maria Esmatyar, B.A.(Hons.), J.D.


A staunch defender of employee rights in all matters of employment law including workplace harassment, Maria Esmatyar is also a keen and knowledgeable writer, regularly contributing to our blogs.
Ian D. Hurley, B.A. LL.B.

Ian D. Hurley, B.A. LL.B.


If you’ve had your disability benefits denied, Ian Hurley is the employment lawyer you want on your side. His vast experience spans wrongful dismissal, constructive dismissal as well as disputes related to workplace accommodation following sick leave.
Jordan Reiner, B.A., M.A., LL.B.

Jordan Reiner, B.A., M.A., LL.B.


Jordan Reiner is uniquely skilled in demystifying legal jargon. He takes the lead on counselling clients with their employment contract negotiations and aggressively advocates for them against human rights violations, wrongful & constructive dismissals.
Caroline Ursulak

Caroline Ursulak


Caroline Ursulak has her own firm and practiced labour law since 1997. She has successfully negotiated severance & notice disputes, litigated wrongful and constructive dismissal cases and advises client in all areas of employment law

Top 5 Employment Law Questions

Every case we manage at Lecker & Associates is unique and distinctive to the circumstances of the client. But we see a common theme in almost all our clients – a lack of knowledge about their rights as employees.

We want to change this.  Educating our clients arms them with enough power to level the playing field with their employers.

Here are the most common questions our Toronto employment lawyers receive:

My employer has hired me as a contractor but I perform the same job as an employee. Is this legal?
This is one of the most contentious employment issues of our times. Lecker & Associates fought a precedent setting case which clarified laws that remained open to interpretation before. If you are an “Independent Contractor”, then you must remain fully in control over your work assignments. Essentially, you would operate like a business. Many project based contractors operate in this manner. They pay their own taxes and generally use their own resources (tools & equipment, etc.); they can set their own hours and also hire employees to complete portions of the work. Often, fees charged by contractors are higher than wages for hourly employees.

You should question the motives of any employer who has hired you as a “dependent contractor”. They may be skirting the law. They might be avoiding paying out your CPP, EI and severance benefits. Contact one of our lawyers for an assessment of your case.

How much severance am I entitled to when my employer lets me go?
When your employer decides to let you go they must offer you fair notice that your job is ending. You can use this time to look for alternative work while earning a salary.

Alternatively, your employer can offer you severance pay in lieu of this notice period. The Employment Standards Act 2000 outlines the minimum standards for notice and severance pay. However, if your employer terminates you without cause then you could receive an additional level of financial compensation. The circumstances of your employment come into play to determine the fairness of your severance package. We review four basic issues; Your age, your position, length of service and how long it will take you to find another job. If you are close to retirement and at a senior point in your career, chances are you will find some challenges to land an equivalent job any time soon. And in this case, your severance should be much higher than the minimum set out in the ESA 2000.

Can my employer ask me to sign an employment contract that suggests I can be let go at will?
Employees applying for jobs at Canadian subsidiaries of U.S. corporations should review their employment contracts closely. We often find at will termination clauses which supposedly allow employers to fire employees without notice. First of all, our laws completely prohibit clauses of this nature. In this matter, there is little room for a Canadian employer to maneuver. They must offer notice or severance pay in lieu to employees. If you must sign such a contract to land the job, consult with one of our lawyers. In almost all cases, our courts will consider the clause void when taken to trial and replace it with a fair level of compensation.
Am I entitled to my old job when I return from disability or maternity leave?
You remain an employee of the company when you are on disability or maternity leave. You may return to your original or a comparable job. Your employer cannot fire you for being on leave. If they do, then they must prove that it was for reasons not connected to your leave. Our courts will demand evidence and the bar is set very high, indeed.

If your leave extends beyond two years, your employer can fire you by declaring the employment relationship “frustrated”. And in this event, you should consult with one of our lawyers.

If my employer changes my job description or pay, do I have to accept it?
This sometimes occurs when new owners take over a company with existing employees. They start announcing the “new order” and all of a sudden the terms of your employment change. This includes seniority, job descriptions, location and hours of employment,etc. It may even include wage cuts. If these changes are necessary for the survival of the business then your boss has to provide you with options. He cannot unilaterally change the terms of your employment.

  • In exchange for the wage cut, they should offer you equivalent “consideration”. Examples are more vacation time, signing bonuses, reduced hours, etc.
  • If these changes are not acceptable to you, then your employer must offer you an adequate severance package to end your employment relationship.

Client Inquiries

  • Wrongful Dismissal 40%
  • Disability Claims 25%
  • Job Layoffs 20%
  • Maternity Leave 10%
  • Workplace Harassment 5%

Legal Fees

Legal fees should never deter you from obtaining your lawful entitlements. Our initial assessment of your situation will be free. In the vast majority of cases, we do not require a retainer up-front. Instead, we charge a percentage of the settlement we obtain for you. When you engage us to work for you, we always begin the relationship with a Service Commitment letter which outlines what we will do for you, along with the corresponding fee. We welcome the opportunity to discuss this openly and frankly.

In addition, Revenue Canada allows you to deduct most legal fees incurred for an employment matter when you file your income taxes.

Toronto Employment Lawyers - Wrongful Dismissal - About Us
The last 45 years have seen relentless reform in employment law for non-unionized workers in Canada. However, the last decade has also witnessed a rise in precarious employment. Seemingly, our progressive laws have done little to curtail the daily stream of complaints we hear. Learn more about the employment law services we provide.