The appellant employer appealed a summary judgment decision awarding the respondent employee five months' reasonable notice for wrongful dismissal.
The respondent was terminated without cause after four and a half months of employment while five months pregnant.
The Divisional Court dismissed the appeal, holding that the motion judge did not err in considering the respondent's pregnancy as a factor under the Bardal framework when determining the reasonable notice period, nor did the motion judge err in the costs award.
