How can an employer avoid crossing the line between an employee’s normal distress at being fired an additional stress caused by the manner of dismissal, particularly if a dismissed employee is known to be emotional?
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![Brian Johnston](https://cdn-res.keymedia.com/cdn-cgi/image/f=auto/https://cdn-res.keymedia.com/cms/images/ca/126/0287_637061660650674567.jpg)
Question: How can an employer avoid crossing the line between an employee's normal distress at being fired and additional stress caused by the manner of dismissal, particularly if a dismissed employee is known to be emotional?
Answer: As a general rule, and regardless of the emotional proclivity of the employee, the mere act of termination does not create a cause of action, provided that the employee was given reasonable notice of their termination. The Supreme Court of Canada’s classic statement from Honda Canada Inc. v. Keays was: “The normal distress and hurt feelings resulting from dismissal are not compensable.”