Terminated employees often ask whether they can sue their former employer for defamation. These questions can arise when employees believe that their employer has been relaying negative information about them or their departure to former colleagues or clients, that their former employer has misrepresented information about their employment or termination, that their former employer is providing negative references to other prospective employers, and similar situations.
In some cases, such actions may provide grounds for a related claim filed in conjunction with a wrongful dismissal or constructive dismissal claim. The employment lawyers at Sultan Lawyers in Toronto have significant experience advising employees following a termination and have brought many successful defamation claims against employers where facts have warranted such an action. We have helped hundreds of employees across all industries and sectors deal with the aftermath of a termination.
Above and beyond providing a reasonable termination package or severance package based on an employee’s age, years of service, level of responsibility while at the organization, probability of re-employment in a similar position, and similar factors, an employer should treat terminated employees fairly and respectfully.
Depending on the circumstances of the terminated employee’s departure, employers should always provide either a letter of employment (simply confirming the length of employment) or a reference letter (which provides positive information or an endorsement of the departing employee). Negative information about the departing employee, including their time at the organization, the reasons for their termination, or their performance, should not be communicated externally. Similarly, negative information about the departing employee should not be communicated internally to remaining employees and within the organization.
Legally, defamation involves written or oral communications that injure the reputation of the person about whom the communications are about. In order to be considered defamatory, the communications must be:
In an employment context, an employer can be vicariously liable for communications made by individual employees (for instance, a manager or HR professional providing a reference) if such communications are found to be defamatory.
Defamation claims are highly legally technical and should not be made without the guidance of a knowledgeable employment lawyer who has specific experience representing employees in these highly technical and legally challenging matters.
The employment lawyers at Sultan Lawyers provide exceptional guidance to terminated employees, including providing legal advice about defamation claims and representing employees where such claims proceed. We will fight for your rights following a termination and ensure that you are protected and well positioned to find new employment. Contact us online or at 416-214-5111 for a consultation.
“I want to sincerely thank Sharaf Sultan and his team for their assistance. Right from the beginning, I knew they were extremely knowledgeable and hard working. I also had confidence that Sharaf and his team understood my perspective and that they were prepared to work hard to receive the best result possible. Sharaf and his team were always professional and diligent when providing legal services. He truly went above and beyond my expectations. The whole team provided honest and precise services and they managed to solve any problems that arose during my case. I would definitely work with them again!!”C. Bell
“Kristine Gorman of Sultan Lawyers was terrific in helping me get a Canadian work visa. Responsive, friendly, but mostly incredibly thorough and efficient, she was a life line for when I needed wise counsel and focused expertise.”D. Baum, Ph.D., D.Min. Management Consultant
“Sultan Lawyers provided a great experience during a difficult time with my employer. Kristine was extremely thorough and knowledgeable when reviewing and articulating the risks and details of my severance package. I am thankful for Kristine as her expertise enabled and empowered me to confidently make a decision on my options.”James V.
“I wholeheartedly endorse Sharaf and Alexandra for their employment expertise and their impressive level of client service. Not only was their legal counsel top-notch, but Sharaf helped me navigate the tricky emotional waters related to my matter in a healthy way. He saw the big picture and helped me toward the best possible outcome for me now and into the future. As a lawyer myself, I realised that the smartest thing I could do in my circumstances was to have excellent legal advice, and Sharaf and Alexandra went above my expectations. It was empowering to work with them, and I can't thank Sultan Lawyers enough!”N. Haras
I had an incredible experience working with the Sultan Lawyers team from start to finish. They were friendly and professional, and made me feel at ease with what I was going through. They provided me with some incredible advice, which resulted in a better outcome than I had expected. They also followed up with me to make sure everything was ok, which was a lovely touch, they really care about their clients. I also felt like the service I received was incredibly affordable, and I would definitely recommend Sultan Lawyers to anyone, without hesitation.A. Kelly
Employers reserve the right to terminate an employee’s employment at any time on a without cause basis. This applies provided that the reasons for the dismissal are not related to…
Many employees are deterred from requesting additional compensation from employers upon termination. This is largely because employees assume that they can only secure damages after a drawn-out period of expensive…
The Government of Canada has formally designated September 30 as a public holiday. National Day for Truth and Reconciliation will be observed to honour First Nations, Inuit and Métis survivors…