Dawe v. The Equitable Life Insurance Company, 2019 ONCA 512 involves an appeal from Gordon J.’s decision to award the Plaintiff a notice period of 30 months. On appeal, Trotter J.A. held that the lower court’s “approach to reasonable notice was in error” and reduced the reasonable notice period to 24 months in line with Employment Foresight’s original prediction range.

Employment Foresight made this prediction based on several factors, including:

  • the age of the employee at the time of dismissal;

  • the amount of time the employee performed services for the hirer prior to termination; and

  • the jurisdiction under which the case falls.

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