Rutman and Rutman is a full-service law firm dedicated to serving clients across Ontario. With a steadfast commitment to excellence, we aim to provide top-tier legal services designed to address a broad spectrum of legal needs. Our goal is to be your trusted partner in navigating complex legal matters with confidence and ease. At Rutman and Rutman, our mission is to deliver unparalleled legal services grounded in integrity.
Our lawyers have the skill and dedication to provide guidance in a wide range of situations that may arise in today’s legal environment. They are action-oriented in their approach, enabling them to make strategic decisions toward their clients’ goals in a practical and cost-efficient manner.
Our lawyers have the skill and dedication to offer guidance in all types of situations that may arise in today’s legal environment. They are action oriented in their technique, enabling them to make strategic decisions regarding their client’s goal, in a practical as well as cost efficient manner.
Rutman & Rutman Professional Corporation believes that every legal challenge is a valuable opportunity for a fresh start. When you find yourself stuck in complex legal matters, it is best to rely on Brampton lawyers who bring a wealth of experience and expertise to the table. Our lawyers ensure that you receive the highest level of service tailored to your unique needs.
What distinguishes us from other law firms in Brampton is our commitment to personalized service. Our team of skilled lawyers is here to listen, advocate, and empower you through every step of your legal journey. Whatever your issue is related to – real estate, family law, corporate law, litigation, or anything else, we are here to advocate for you.
To help you take the first step, our lawyers in our Brampton office offer an initial in-house consultation meeting. During this meeting, you can discuss your case without any financial obligation to get the clarity you need to move forward. Therefore, be one of our many satisfied clients who have turned to us for our legal assistance and not been disappointed. Let’s work together and turn our challenges into chances for success.
Balancing work and personal life is essential. As important as it is to stay committed at work, it’s important to take time for yourself and handle personal responsibilities when life demands it. There are times when your health needs attention, your family needs support, or unexpected and unavoidable situations arise. During these times, you shouldn’t have to worry about your job security. That’s why Ontario provides job-protected leaves under the Employment Standards Act, 2000 (ESA), so employees can step away when necessary and return without risking their employment. There are limits on the types of leave you can apply for under Ontario's employment policy. Let’s understand everything about leave of absence in Ontario as per Ontario’s Employment Standards Act, 2000 (ESA). What Is a Leave of Absence in Ontario? A leave of absence means that you can take time off work while keeping your employment status active. These leaves are...
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Employees are not always comfortable replying to work emails and messages even after their working hours have ended. With phones and laptops always nearby, the boundary between work and personal time has become blurred. Over time, this constant connectivity can affect both work-life balance and overall well-being. As these concerns became more common across workplaces in the province, clearer rules were introduced to address after-hours communication and employer expectations. In Ontario, some employers must have a written Right to Disconnect policy that explains after-hours communication, but it doesn’t stop them from contacting you after work. This guide explains everything employees and employers need to know about the policy. What is the Right to Disconnect? The Ontario “Right to Disconnect” policy was introduced by the provincial government on December 2, 2021, under the Employment Standards Act, 2000 (ESA). Under the policy, employees may disconnect from work after working hours. The purpose...
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Losing your job can be one of the most traumatic experiences in your professional life. Whether it is a result of restructuring, downsizing, or any other non-disciplinary reason, it is important to understand your rights - particularly regarding severance pay in Ontario. A number of employees do not know they might be entitled to compensation beyond basic termination pay. This guide explains who gets severance pay under the ESA, how it differs under common law, and when to speak to a severance lawyer. What is Severance Pay in Ontario? Severance pay is compensation offered at termination without cause after a lengthy relationship. It is meant to acknowledge the years of service and to assist with financial support while one looks for work. In Ontario, severance pay can be calculated in two ways: According to the Employment Standards Act (ESA), which is the minimum standard. According to common law, which often...
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In Ontario, wrongful dismissal occurs when a worker is terminated without just cause. It can also involve a breach of the employment contract terms under the Employment Standards Act. It may also be reported under other applicable labour legislation in Ontario. In simple language, this means that an employee was terminated unfairly or illegally. Let’s understand more about the wrongful dismissal situations and how you can deal with them. Types of Wrongful Dismissal Ontario is not limited to only one specific situation of wrongful dismissal. Here are examples: the most common now are: Termination Without Cause: In most situations, an employee has the right to receive notice of their termination without cause or compensation instead of termination. An employer that does not provide such notice is wrongfully dismissing the worker. Constructive Dismissal: It occurs when an employer significantly alters the terms of their employment. For instance, changing the job description,...
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It can be upsetting both emotionally and financially to be terminated from your job unexpectedly. The worst part is when the termination is classified as “termination without cause.” In Ontario, this kind of termination happens more often than most people realize. However, many employees do not know what their rights are and what compensation they may be entitled to. The Employment Standards Act in Ontario and common law entitle employees to notice or pay in lieu of notice. In certain cases, additional statutory severance pay should be acknowledged, even when there is no cause. However, many people believe they have no recourse when, in fact, the law provides greater protection than most people expect. At Rutman Law, we have helped thousands of people across Ontario receive the compensation to which they are entitled following a termination. If you were terminated recently or just simply want to know your rights, this...
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Managing workplace stress can be overwhelming, and when it becomes unmanageable, taking a stress leave is often the only way to protect your mental and physical health. In Ontario, workplace stress is taken seriously under employment and human rights laws. If your work is affecting your health, and you need some time off, you can apply for a stress leave. Many employees are unaware of their legal rights and the benefits they can receive. Once you’re aware of your rights, you can take your time off and protect your mental peace, without the fear of losing your job! In this blog post, you’ll learn: What is Stress Leave in Ontario? What are Your Rights to Stress Leave in Ontario? Who is Eligible to Apply for Stress Leave in Ontario? How to Apply for Stress Leave in Ontario? Do you Need Medical Documentation to Apply for Stress Leave in Ontario? What...
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“Thank you so much for assisting us in our closing. It was a pleasure dealing with each and every one of you. Your great work and professionalism exceeded our expectations.”
- Kathy & Derek N.
“I have dealt with many firms in the past, but Rutman & Rutman truly stands out as efficient, professional, and really caring about each and every one of their clients.”
- Diane A.
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