BENJAMIN J. HAHN
1-888-760-1020 (Toll Free)
31 Elm Street,
Bloomsbury Law Chambers
Toronto, Ontario, M5G 1H1
Ben is an Ontario Civil Litigation and Employment lawyer. He gives legal advice to both employees and employers about workplace issues, and he takes cases to court when disputes require adjudication.
Ben’s general civil litigation practice also includes matters in a variety of other legal contexts outside of employment law, such as contract law, defamation, professional negligence, civil fraud, real estate litigation, breach of fiduciary duty, and enforcement of restrictive covenants.
Ben was born and raised in Toronto. He received his B.A. in 2007 from Acadia University in Wolfville, Nova Scotia, before returning to Toronto to obtain his law degree from UofT in 2011.
Currently based in Toronto, Ben aims to serve a broad clientele throughout southern Ontario. Having previously worked out of offices in Burlington, Oakville, and Mississauga, Ben understands that a modern legal practice doesn’t have to be narrowly confined geographically. He has appeared in courthouses in Barrie, Brampton, Burlington, Guelph, Hamilton, Kitchener, Milton, Orangeville, Oshawa, Richmond Hill, St. Catherines, Toronto, and Welland. And he has argued cases at all levels of court, including in Small Claims Court, Superior Court, Divisional Court, the Court of Appeal for Ontario, and before the Ontario Human Rights Tribunal.
Ben runs a streamlined practice to provide responsive and knowledgeable representation that is within the reach of clients from all industries and backgrounds. He has a passion for the reasoning involved in law and employs a thoughtful approach to legal matters.
Terminated employees are entitled to receive a pro-rated bonus payment even when the bonus payout day falls outside their notice period. Only clear and unambiguous contractual language can alter or remove this common law right.
Non-employee workers may be categorized as "dependent contractors" when they are "economically dependent" on a client. But this economic dependence must represent "substantially more than a majority" of the contractor's income.
When an employer permits an employee to retract a previously-accepted resignation, the employer can insist upon modified terms to the employment contract as a condition of continued employment, even where there has been no interruption of work.
Don't let the name scare you. A Record of Employment isn't a centralized document accessible to employers detailing your past work performance or discipline history. It's just the name of a form used by Service Canada to assess your entitlement to Employment Insurance Benefits.
Human rights prohibitions against discrimination "with respect to employment" can extend to consultants, contractors, or other non-employee workers.
Ontario has three legal regimes which address gender wage discrimination: human rights laws against workplace discrimination, employment standards for "equal pay for equal work," and pay equity legislation for "equal pay for work of equal value."
Yes, but with some restrictions. Ontario employers can direct when employees take vacation, but employment standards legislation requires employers to at least let employees take their minimum vacation entitlement within ten months of it accruing.
An Ontario employee was ordered to pay her former employer's legal fees after she made a "substantially unsuccessful" bid to sue her employer following its decision to rehire "her abuser," a former supervisor fired ten years earlier amidst sexual harassment complaints.
The Court of Appeal for Ontario has declined to recognize "harassment" as a free-standing basis to sue in Ontario.
Featuring a fancy chart showing how many months of pay Ontario judges awarded dismissed employees.
A look at wrongful dismissal cases in 2018 to see what Ontario Judges thought was bad employer behaviour (and what wasn’t) and how much it was worth.
In 2017, the Court of Appeal for Ontario put an end to employers using “severability clauses” to cure contractual violations of employment standards. But in 2018, the court has approved the use of “saving clauses.”
Yes, but only if it’s untrue and the employer acted maliciously.
A review of recent Ontario Court of Appeal cases on employee bonus entitlements after employment ends.
BEN HANDLED MY CASE WITH CARE...
Ben handled my case with care and efficiency throughout the process. He always responded timely to my questions and provided sound advice. He skillfully safeguarded my best interests with his knowledge and experience, and made moves with tact and swiftness. I would highly recommend Ben's service. — H.W.
I NEEDED A QUICK TURNAROUND...
I needed a quick turnaround regarding termination of a consulting agreement. Ben was able to meet my tight timeline and provide insightful advice. I will definitely use his services in the future. —A.S.
BEN WAS EXTREMELY HELPFUL...
When I recently had some issues with my employer, Ben was extremely helpful in explaining my rights so that I could then explain them to my employer. Once that was done (on a few different issues) things were settled without going to court and I am still working which was my goal.. Thanks Ben Hahn! —D.S.
Please note that the use of this form does not create a lawyer-client relationship with the recipient. Once you are contacted, the terms of any legal representation can be discussed.