Find a Canadian Employment Lawyer
Know who to call and what to ask before your first consultation.
How to Find and Choose an Employment Lawyer
How to Find a Lawyer
Not all lawyers handle employment law. Look for lawyers who specifically practice employment law or labour law on the employee side (not employer side). Here is how to start your search:
- Law Society referral services (free, available in every province, see links below)
- Legal aid organizations if your income qualifies
- Community legal clinics (many offer free initial consultations)
- Bar association lawyer directories filtered by practice area
- Word of mouth from trusted contacts who have been through similar situations
- Online directories like Canadian Lawyer Magazine listings
Avoid lawyers who primarily represent employers. Check their website and past cases. If their client list is mostly corporations, they may not be the right fit for your situation.
What to Look For
Specialization
Do they focus on employment/labour law? A general practitioner may not know the nuances of CLC s.246.1 or PIPEDA complaints.
Employee-side experience
Do they represent employees, not just employers?
Jurisdiction
Are they familiar with federal employment law (CLC, CHRA, PIPEDA) if your employer is federally regulated?
Track record
Have they handled cases similar to yours (harassment, reprisal, wrongful dismissal, privacy)?
Communication style
Do they explain things clearly? Do they respond within a reasonable timeframe?
Reviews and reputation
Check Google reviews, Avvo, or ask for references from past clients.
Questions to Ask in Your First Consultation
Prepare these questions before your first meeting:
- 1What is your experience with [your specific issue: reprisal, harassment, privacy, dismissal]?
- 2Have you handled cases against federally regulated employers?
- 3What is your assessment of my case? What are the strengths and weaknesses?
- 4What strategy do you recommend? Which bodies should I file with (CIRB, CHRC, OPC)?
- 5What is your fee structure? Hourly, flat fee, or contingency?
- 6What is the estimated total cost and timeline?
- 7What would you handle versus what would I handle?
- 8How often would we communicate and through what channel?
- 9What should I do or avoid doing right now?
- 10Do you offer a free initial consultation?
Fee Structures
Hourly rate
$200 to $700+ per hour depending on experience and city. You pay for all time spent. Ask for an estimate of total hours.
Flat fee
A set price for a specific task (reviewing a severance package, drafting a complaint). Good for defined, limited work.
Contingency
The lawyer takes a percentage (typically 15% to 35%) of your award or settlement. You pay nothing upfront. Common in wrongful dismissal and discrimination cases.
Retainer
You pay an upfront deposit that the lawyer bills against. Replenished as needed.
Unbundled / limited scope
The lawyer handles only specific parts of your case (drafting documents, reviewing filings) while you do the rest. More affordable.
Always get the fee arrangement in writing before retaining a lawyer.
Free and Low-Cost Options
If you cannot afford a private lawyer:
Legal Aid
Available in every province for people who meet income thresholds. Covers some employment matters. See your provincial legal aid link below.
Community Legal Clinics
Many offer free employment law advice and representation. Search by your city or region.
Law Society Referral Services
Free 30-minute consultation with a lawyer in your area. Available in most provinces.
Pro Bono Programs
Programs like Pro Bono Ontario, Access Pro Bono (BC), and Pro Bono Law Alberta connect qualifying individuals with volunteer lawyers.
Law School Legal Clinics
University law schools often run supervised clinics that provide free legal help.
Self-representation
You have the right to represent yourself before the CIRB, CHRC, OPC, and Labour Program. These bodies are designed for self-represented complainants. The guides on MyWorkRights.ca are built to help you do this effectively.