Area of Practice | Individuals and Estate Planning
We prepare and review employment agreements, contractor agreements, workplace policies, confidentiality terms, restrictive covenants, and related documents for employers and employees.
Employment and workplace advice across British Columbia
Ratcliff advises employers, employees, executives, First Nations, businesses, and organisations across British Columbia on the full range of employment and workplace matters. We assist with employment contracts, workplace policies, terminations, severance, human rights, accommodation, investigations, discipline, and employment disputes. Our advice is practical, timely, and focused on reducing risk and finding workable solutions.
Focus Areas Advice for employers and employees at every stage
We advise employees and employers on terminations, severance entitlements, wrongful and constructive dismissal claims, just cause issues, and practical resolution of employment disputes.
We assist with workplace human rights issues, disability and family status accommodation, privacy obligations, harassment concerns, and related employment standards and compliance matters.
We advise on workplace complaints, misconduct investigations, discipline, harassment, dishonesty, and appropriate employer responses, including procedurally fair investigation processes.
We help employers understand and meet their obligations under employment standards legislation, including policies, records, leaves, wages, layoffs, and workplace practices.
We assist with employment claims before courts, the BC Employment Standards Branch, human rights tribunals, and other administrative bodies, with a focus on practical strategy and resolution.
We advise First Nations, tribal councils, societies, development corporations, and Indigenous employers on employment, workplace obligations, human rights, and governance-related employment matters.
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Frequently Asked Questions Have questions? We have the answers
Often yes. Employment contracts can significantly affect your severance entitlement, bonus rights, restrictive covenants, confidentiality obligations, and options if the employment ends. Getting advice before signing is far less costly than addressing problems later.
A clear agreement should address duties, compensation, benefits, termination, confidentiality, restrictive covenants where appropriate, workplace policies, and compliance with employment standards.
Wrongful dismissal arises where an employer terminates employment without providing proper notice or pay in lieu. The amount owed depends on the employment contract, the Employment Standards Act, and common law reasonable notice, which is influenced by the employee’s age, length of service, position, and prospects for re-employment.
In most cases, yes, provided the employer gives proper working notice or pay in lieu of notice. The required amount depends on the employment contract, the Employment Standards Act, and the common law. Where just cause exists, no notice or pay in lieu is required, but just cause is a high bar.
Constructive dismissal may arise where an employer makes a significant unilateral change to the employment relationship, such as a reduction in pay, a change in duties, relocation, or altered reporting relationships. An employee who resigns in response may be entitled to treat the resignation as a dismissal and claim damages.
Yes. We advise employers on conducting procedurally fair investigations involving harassment, misconduct, dishonesty, and human rights concerns, and on appropriate disciplinary responses following an investigation.
Yes. We advise both employers and employees on workplace human rights obligations, disability and family status accommodation, harassment and discrimination complaints, and proceedings before the BC Human Rights Tribunal.
Yes. Ratcliff advises First Nations, tribal councils, societies, development corporations, and Indigenous employers on employment agreements, terminations, workplace investigations, human rights, and governance-related employment matters.