On March 1, 2010, the Ontario Court of Appeal held that an employer, in advancing a defence of failure to mitigate in a wrongful dismissal claim, must lead evidence as to the availability of comparable employment.
It must also prove that reasonable steps to mitigate would have resulted in the plaintiff securing such employment.
The Court of Appeal therefore rejected the argument of failure to mitigate.
What is one’s duty to mitigate?
An acceptable legal definition is a duty to take such steps as a reasonable person in the dismissed employee’s position would take in his or her own interests – to maintain his or her income and his or her position in the industry, trade or profession.
For more, read Link v. Venture Steel Inc., 2010 ONCA 144 (CanLII)
Earl Altman, Garfinkle, Biderman LLP
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- Contracting out of the Ontario Employment Standards Act - April 16, 2014
- Picky, picky:How selective can a dismissed employee be in mitigation efforts? - March 14, 2014