Former CityNews reporter Tina Yazdani attracted significant media attention after Rogers terminated her employment for cause. The high-profile nature of Ms. Yazdani’s litigation against Rogers is unique and the resolution is not imminent. However, there are many wrongful dismissal-related principles that employers can learn in the interim to navigate their own employment disputes.

Facts

Ms. Yazdani worked as a Queen’s Park correspondent for CityNews for approximately eight years. According to a Toronto Life article regarding the dispute, Rogers asserted that Ms. Yazdani breached its policy on several occasions. Rogers allegedly issued Ms. Yazdani written warnings after she included footage of Premier Doug Ford ignoring her questions and later after she posted a social media video in which she challenged government officials.

After these warnings, Ms. Yazdani included footage in her report of Education Minister Paul Calandra telling her not to interrupt him. CityNews removed Ms. Yazdani’s story from its website and Rogers terminated her employment for cause, citing her report as another breach of its journalistic standards.

Ms. Yazdani commenced litigation against Rogers for wrongful dismissal and claimed 18 months’ notice and an additional $500,000 in moral and punitive damages.

Applying Legal Principles

Just Cause

One of the central issues of Ms. Yazdani’s case will be whether her conduct justified Rogers’ decision to terminate her employment for cause. Employers must conduct a contextual assessment before dismissing an employee for cause. These decisions should be approached on a case-by-case basis to determine if the misconduct truly undermined the trust necessary for maintaining the relationship.

For example, a single instance of dishonesty with minor consequences is unlikely to meet the high threshold. However, if an employee is repeatedly insubordinate and violates an employer’s policies after being put on notice, then termination for cause may be appropriate. Courts will also consider whether the employer clearly communicated their concerns and warned the employee that continued misconduct could result in dismissal.

While Rogers will rely on Ms. Yazdani’s alleged policy violations, Ms. Yazdani will likely assert several defences, including that her conduct was not sufficiently serious to justify Rogers terminating her employment for cause. She may also argue that her employer effectively “condoned” her conduct because CityNews’ producers reviewed and approved her reports before they were published.

Notice of Termination

If Rogers cannot establish that Ms. Yazdani’s conduct warranted dismissal for cause,  the court will consider whether her termination entitlements were limited by an enforceable termination clause. For more information about termination clauses and a “win” for employers, read our recent blog regarding the Baker decision.

Absent an enforceable termination clause and just cause for dismissal, Rogers will owe Ms. Yazdani reasonable notice under the common law. While Ms. Yazdani claimed that she is entitled to 18 months’ notice, the court will assess the Bardal factors—including her approximately eight years of service, role as a journalist, claimed annual compensation exceeding $80,000 per year, and the availability of comparable employment—to determine the appropriate notice period. Ms. Yazdani may cite the state of the journalism industry as a factor that lengthens her notice period, as opportunities are typically scarce in this field.

Mitigation

All employees are required to conduct a reasonable job search to find comparable employment. If they find a comparable role during their notice period, the court will offset their wrongful dismissal damages and limit their common law entitlements to the date they secured employment.

Ms. Yazdani began publishing stories for The Trillium in May 2026—just one month after Rogers terminated her employment in April 2026. A court will assess whether her new role is comparable employment and, if so, reduce any damages by the income she earned.

Additional Damages

Aggravated damages may be awarded to compensate an employee for an employer’s bad faith conduct in the manner of dismissal. Punitive damages are awarded to punish the employer’s malicious conduct. For example, courts have awarded damages against employers for asserting just cause without a reasonable basis to do so. Similarly, if an employer engages in conduct that unjustly harms an employee’s reputation, courts may award further damages to compensate the employee.

Ms. Yazdani asserted that Rogers acted in bad faith, without a legitimate basis to assert just cause, and cumulatively claimed $500,000 in additional damages—though, courts typically reserve damages at that level for the most reprehensible conduct. If Ms. Yazdani can establish that Rogers’ decision to terminate her employment for cause was baseless and harmed her reputation as a journalist, a court may award some additional damages.

Key Takeaways for Employers

Litigation is a long process, and it is uncertain whether and when a court will render a decision regarding Ms. Yazdani’s case. However, employers can learn valuable lessons from this dispute:

• Engage in Good Faith Conduct: Employers are held to a high standard during dismissals. While the circumstances that end an employment relationship can be emotionally charged, employers should act reasonably. This includes paying termination entitlements in accordance with statutory and contractual obligations, refraining from unfairly harming an employee’s reputation, and only asserting just cause when there is merit to do so.
• Set Expectations and Standards You Can Rely On: Employers can use policies and training to proactively minimize the risk of employee misconduct, as these tools can establish expectations. When standards are not met, employers can rely on these policies to support discipline. In the absences of clear policy expectations, employers may find it difficult to justify their preferred level of discipline in cases of so-called “minor” misconduct.
• Consider Full Scope of Risks: Employers should consider factors beyond their strict legal obligations, as employment decisions can have wide-ranging implications. As Ms. Yazdani’s case demonstrates, business-related risks can flow from a dismissal, including to an organization’s reputation and public image.

This blog is provided as an information service and summary of workplace legal issues.

This information is not intended as legal advice.