60 Day Notice Letter Template for Canada

A 60 Day Notice Letter is a formal employment termination document that provides employees with advance written notice under Canadian employment law. This extended notice period goes beyond standard minimum requirements and is typically used when terminating senior employees or those in positions requiring substantial transition time for knowledge transfer and project completion.

When do you need this document?

You need a 60 Day Notice Letter when terminating employees without cause in senior management positions, specialized roles with significant responsibilities, or positions where business continuity requires extended transition periods. This document is particularly important when the employee has lengthy service records, holds critical institutional knowledge, or manages key client relationships. The 60-day period allows adequate time for training replacements, transferring responsibilities, and completing ongoing projects while maintaining business operations.

Key legal considerations

Your notice letter must clearly state the termination date, specify the employee's current position and service length, and outline expectations during the notice period. Include details about compensation continuation, benefit coverage, and any post-employment obligations such as confidentiality or non-compete agreements. The letter should address severance entitlements, vacation pay, and the return of company property. Ensure the termination is not discriminatory and document legitimate business reasons for the decision. Consider whether the employee will work during the notice period or receive pay in lieu, as this affects workplace dynamics and confidentiality concerns.

Legal requirements in Canada

Canadian employment law requires compliance with both federal and provincial legislation depending on your industry and jurisdiction. Federally regulated employers must follow the Canada Labour Code, while provincially regulated businesses must comply with their respective Employment Standards Acts. Minimum notice periods vary by province and length of service, but 60 days typically exceeds statutory minimums. Common law may require additional reasonable notice based on Bardal factors including age, length of service, character of employment, and availability of similar employment. Your letter must respect human rights legislation and cannot terminate employees for discriminatory reasons. Provincial human rights codes protect against discrimination based on prohibited grounds such as age, gender, disability, or family status. Document the business rationale for termination and ensure all procedures follow your company's employment policies and any applicable collective agreements.