Faraz Kourangi shared his comments with Canadian HR Reporter on a recent Ontario decision highlighting how aggressive recruitment can later support inducement claims in wrongful dismissal cases. He explains that courts assess inducement based on the full recruitment context—including who initiated contact and what assurances were made—and that contractual disclaimers alone may not shield employers. The decision reinforces the importance of careful recruitment practices and enforceable termination clauses in managing litigation risk.
See an excerpt below:
Was it inducement? How to avoid wrongful dismissal claims
Canadian employment lawyer explains how HR can avoid crossing the line from reasonable recruitment tactics into persuasion, inducement and wrongful dismissal claims
When Canadian employers set out to woo senior talent from comfortable, well-paid jobs, they’re often thinking about succession planning and competitive advantage — not what will happen if that hire is dismissed two years later.
As a recent Ontario Supreme Court decision shows, once an employee argues they were induced to leave secure employment, a straightforward termination can turn into a disputed, credibility-heavy wrongful dismissal case, with potentially longer notice periods and bonus claims at stake.
Employment lawyer Faraz Kourangi of Williams Law says inducement is not a binary on-off switch in Canadian wrongful dismissal law, but rather a “spectrum, based on the full recruitment context.”