Where there is no error in law or improper consideration notice periods are not limited to 24 months. On the contrary, a consideration of the unique circumstances of the wrongfully dismissed worker may justify additional damages.
The Ontario Court of Appeal was busy the last two months providing important direction to the employment bar about the enforceability of non-competition agreements in the staffing environment (see S. I. Systems Partnership v. Geng https://www.canlii.org/en/on/onsc/doc/2020/2020onsc8086/2020onsc8086.html) and insight on notice and break of service (see Currie v. Nylene Canada Inc., 2021 ONSC 1922 (CanLII), <https://canlii.ca/t/jdqzq ). Both Trial Decisions were upheld..