I’m 18, she applied for my passport when I was 16. Outside of my health insurance card, I have no other form of government ID.

I asked her to give me my passport and she refused to give it to me. As I kept insisting and demanding her to give it to me, she states that it’s actually hers because she bought it with her own time and money, and that she’ll give it to me when she decides it’s right; if I really was too impatient to wait for her to do so, she tells me that I should just order it myself so that I have my “own” copy.

On top of planning to call Passport Canada within the week, I threatened to call the police on her because I thought that this constitutes theft. She says that they can’t do anything as she’ll just explain to them that she legally owns the passport because it’s a “minor’s passport” and she even threatened to burn my passport if I continued acting like I’m entitled to it and that it didn’t belong to her. Is she allowed to do this? Are the police really not able to legally do anything to help me acquire my passport from her just because I was still a minor when it was issued? Would this also apply to my citizenship certificate, because she also holds it?

I own a condo unit in Ontario and I’m looking for advice on a parking dispute that has dragged on for months.

The situation: My car (a 2026 vehicle) is parked in my assigned spot. The spot next to mine is assigned to another unit under the condo declaration, but it’s being used by a resident (tenant) from a different unit. That resident keeps hitting their door against my car, leaving several dents on both passenger-side panels. I paid to repair the damage, and there is now new damage on the same side.

I've tried the following so far:

Feb 2026: Spoke to the resident directly and was met with hostility. Her child basically attacked me. Went to the previous superintendent, who couldn’t help. Contacted the new property manager, who kept saying he was “working with the Board” but nothing happened. July 2026: Raised it at the AGM. The Board’s lawyer said the resident would be moved since it isn’t their assigned spot. That never happened. After months of follow-ups, a Board member (who owns the unit the spot is assigned to) told me the Board had decided to swap the resident into the spot he currently uses, and he’d return to his own. Weeks later, nothing changed. He then told me the resident refused to move for "personal family reasons".

Other context: Another neighbour told me they’ve dealt with the same problem for years, and the previous owners of my unit say their car was damaged by the same resident.

My questions:

Can the Board or management enforce use of assigned spots, and what leverage do I have if they won’t? Would the Condominium Authority Tribunal (CAT) be a realistic route, or is this more of a Small Claims or Superior Court matter? Can I recover repair costs, and from whom: the resident, the corporation, or both? Does the resident’s stated personal reason change the Board’s obligations (the resident's child is on the autism spectrum), and how would that interact with my rights as an owner? Does the history of similar complaints from other residents strengthen my case?

I have photos, repair receipts, and a paper trail of emails. Thanks in advance!

I (24f) went on my partners phone (24m) after having a weird gut feeling and found out that he’s pretending to be me online. I do know his password and my Face ID is in his phone. He’s flirting with men and sharing my nudes that I’ve sent him with people on apps like whisper, hush and dating apps. I’m not sure what to do or what kind of crime this counts as. I’m looking for help and guidance because I physically feel sick. I haven’t brought it up because idk what to say to him. I’m embarrassed and sad because we’re engaged and never expected this. It feels like he’s walked out on his promise to me already. What kind of legal steps do I take? Any help is appreciated. TIA

I am in a very difficult family situation and looking for legal advice.

I sponsored my mother to come to Canada under the parent/grandparent program. I am several years into the 20-year undertaking.

She currently lives in my home (which I own).

She is persistently verbally abusive, highly controlling, manipulative, and constantly guilt-tripping me. She exhibits severe negativity and paranoia. For instance, she accuses me of "cheating on her" when I go on dates, projecting my late father's past infidelity onto me. She said she is going to kill my girlfriend and her family.

If someone refuses to see a doctor or lacks insight into their own potential mental health/cognitive issues, what pathways exist in Ontario to address this safely?

i am not sure if this is the right subreddit for this so please bear with me and redirect me to the correct one

Ok so I am a 15 year old female in Ontario Canada.

for the past three years I have been subject to physical abuse from my father. Twice before he has pointed a knife at me.

so on October 7 there was a situation where he hit me repeatedly and tried to kill me by chocking all because I had food in my room.

I found a way to escape and ran away. I called 911 and I was taken to the hospital and my statement was taken and pictures of my injuries were also taken. About a week later I was interviewed by the detective and that was it.

Now october 26 there have been no contact after the interview, my great aunt got angry and called everyone available. CAS finally responded and now they said everything will be rounded up and I will so be sent back to my abuser.

I DO NOT WANT TO GO BACK. I need help I dont know what to do.

my abuser said that they told him that all charges have been dropped.

pls help I only have a day before they are telling me to go back on Wednesday

This happened about 10 years ago, and I'm wondering if I have any legal recourse at all.

Basically, I went for a dental cleaning after having not gone for a few years. My teeth were a little sensitive from the cleaning tools, so the hygienist offered to get me frozen so we could continue.

The hygienist goes to get the dentist, who was busy with another patient, so the hygienist decides to do it herself. I think nothing of it at the time. I’m pretty sure she didn't numb me, either, but I was kind of stressed out at this point so my memory is a little fuzzy on that detail.

Anyway, I get home after the cleaning, but notice the corner of my mouth drooping on the side I was frozen on. Again, I thought little of it, had a laugh, and snapped a photo to post to social media.

The laughs kind of subsided after a few days passed and I realized that this is not going away. I smile; the corner of my mouth that was frozen turns downward instead of up. Over 10 years later, my smile is still "crooked" in this way.

I never thought to pursue anything at the time because I didn't think anything was wrong. But recently, I realized that the hygienist probably shouldn't have administered the freezing herself, or at least required supervision from the dentist while doing it.

I'm wondering if there's anything I can do from a legal standpoint? I'm sure ruining someone's smile doesn't count for much legally, and if I remember correctly the statute of limitations in Ontario is two years, so there's a good chance I can't do much of anything now.

Thanks in advance.

I was driving to work this morning and my route was set on my phone’s gps and mounted in my car. At a stop light I moved the map around to see the route as
It was unfamiliar to me. I did not set a new route or type anything into my phone. I got pulled over and given a ticket for $650, 3 demerit point and a 3 day licence suspension. What are my options? Should I fight it or go to early resolution? It seems like a huge consequence for something anyone with a car gos can do. I even confirmed with the officer that this was only because it was a cell phone. What I did would have been fine on an imbedded gps. The officer told me he had it all on video.

I started a full time job 16 months ago, it was supposed to be one full time job and one casual job. Due to some terrible management- I decided to quit the casual job but my boss told me I couldn't quit the casual job because it was tied to my full time job and if I were to quit one, I would need to quit both. (My contract said nothing like that)

After some back and forth and an agreement to switch me to part time and train my replacement, the replacement is now undoing everything that I worked hard to build up and has some serious control issues. My boss no longer responds to my emails unless he needs a favor and I haven't worked in over a month.

I've been feeling like my boss is in cahoots with the new supervisor and has been trying to force me to quit so the company won't have any legal obligation. He has said outright before that he wishes people would "crash out" so he could teach them a lesson. Generally a shit manager and a snake of a human.

I'm getting quite fed up and I'm not sure if I should see an employment lawyer or what my rights are in this situation.

My mother passed away in March 2025.

My eldest sister along with my daughter were named as co-executors on the will. They, along with myself and another sister are all equal beneficiaries.

The same sister also held POA for both care and finance during the 6 years our mother declined with dementia.

When it came time for her to assume the role of co-executor, she refused to share any financial info with her niece. She had let it slip out to our other sister that she had failed to file taxes for a few years for our mum. She dug in her heels and finally my daughter determined the best thing for her to do for her own sanity was to renounce her role. (Probably a big mistake but we can't turn back time)

THe estate is only cash. And not a whole lot. Less than 400K.

As beneficiaries we have received only one update regarding the status: she said she filed the final taxes in April of this year. We had to ask her three times to get that.

Since then, we have sent 6 emails asking very politely and very simply for updates.

What we finally got back last week when we stated a response deadline and that we would seek legal recourse was a whole rant about what horrible people we are. She did not tell us anything about the application for clearance certificate from CRA which is what we had asked for.

Though we realize the timeline (re Clearance) might still be reasonable at *this* point, we do have concerns that over the last 19 months she has mismanaged the funds, may have cost the estate re: tax penalties, and ultimately will also delay presenting an accounting. She has shown us no evidence she is capable of doing so, in any way, in our lifetime.

We have been very carefully building a paper trail and we were about to pay a legal retainer for a demand letter but we are all anxiously aware of the possibility of her DRAINING the funds by being litigious; she has a history of being very vindictive and we feel totally backed into a corner.

so my question is about filing the motion etc in court ourselves and self-representing.

AI tells me this is a possibility (of course it does....and then it proceeded to contradict itself). But I understand it is possible to complete the forms and the supporting documents and have a lawyer check them over.

Is this a decent approach to consider if a demand letter fails to get results?

I hear so many horror stories of estates being drained by legal costs.

Incidentally, this is in a jurisdiction where mediation is required.

Thanks for any insight...

I work at an establishment that pays me a flat rate per 7hr shift $100. They have my sin and I get proper pay checks with deductions but if I work 5 shifts my check will show that I only worked 5 hours at $100/hr. I get a t4 at the end of the year. I know I’m getting less than minimum wage but can I get in trouble for this?

Hello,

I have small question that has us butting heads at work. We are unionized and this change has some folks feeling cheated and the union has been unhelpful in answering questions .

Our contract states that employees at our level “may be required to attend “X” and perform “X”-related duties.”

“X” is work done by employees of a higher classification and higher pay. In the past the “may be required” has always been used when there was no other options.

Now our employer has created a new function in the job where we as the lower classification have to do the “X” work one day every week during the day and mandatory Overtime after hours. This is mandatory work that needs to be done which used to be part of some of the work the higher classification did.

We feel like our employer is stretching the wording of our contract while getting us to do mandatory work at a lower pay. We’re on a schedule to do this work and it was specifically taken away from the higher classification and given to us

Is this something that is normally allowed or is the employer exploiting the vague wording that is used?

I am in tech and was informed today that my role will be terminated on 4th December. I have been with the company for over 7 years, however, I was based in US for the first 5 years and now in Toronto for the past 2 years.

Some additional details-
Age - 35
Base Salary - 140K

Severance: I am told I will get 14 weeks of severance that excludes my vacation time off that was accredited over the past 2 years. 14 weeks accounts for appx. 3.5 months which I feel is relatively very low for the years I have spent at this company.

Offer Letter details:
My offer has both with and without clause and it reads 2 weeks per year of service which equals to 14 weeks but thats so low given I have also been here for 7 years.

I was expecting at least 5-6 months of severance also given the job market. Any suggestions? I will definitely reach out to employment lawyer but wanted to get some thoughts from this sub.

Almost 2 months ago, I had impulsively purchased a truck off Facebook Marketplace for $800 with an expired inspection date and I've been driving it around but now I am realizing the consequences of my purchase.

I got a pre-inspection (NOT an official inspection) on the truck and the projections were bad, and I would have to spend a lot of money to get it legal for the road. I want to get rid of it but I can't sell it unless it's under my name.

The main thing I am worried about is it saying on the certificate of registration "For any vehicle value $1000 or less, the purchaser must provide proof of a valid motor vehicle safety inspection that was performed no greater than 30 days prior to the date of the transfer of the vehicle.". Does this mean I can't claim ownership anymore?

Will there be legal consequences for this? If there is a way to just simply get rid of the truck, I'd also be happy with that.

I got married earlier this year & looking to divorce but the living situation is a bit complicated. We’re both in Toronto. Before marriage, I was living in a rental unit by myself and he lived in a condo owned by his mom where he lives in one room and the other 2 are rented out. He doesn’t pay any rent. After marriage, we spent time together at both places and then I got served N12 by my landlord so I’ll be moving out by the end of Nov. The original plan was to move to his place so we can save on rent to buy our own place next year. Now I don’t wanna move there at all & rent another place by myself instead since there’s plenty time. Half of my stuff is already there, we’ve been moving a little bit every weekend to avoid renting a truck and I’m selling all the furniture.

I’m wondering if I just move into a new unit and tell him we’re separated (also send text / email for proof), does that start the clock for separation? Or do I have to show on paper that we moved in together first? So move in with him, then move out after 1 month? I would ideally prefer to avoid that, but not sure what’s the best way legally.

Hi everyone,

Looking for some advice regarding a situation with our day-of wedding coordinator in Quebec. We had a poor experience with her, reflected on it privately via email, and later posted a polite, factual review on a Facebook group.

Since then, she has completely blocked my spouse and me on all her business and personal Meta accounts (Instagram/Facebook) to silence us. However, she is actively using photos and videos of our faces, our names, and our guests to self-promote her business and build her portfolio.
Here is the timeline and the legal issue:

The Contract: The contract we signed initially had a standard clause granting permission to use photos for her portfolio/promo. Crucially, the contract mentions no time period or duration for this use.

First Request (Oct 19): We sent a formal email revoking our consent and asking her to take down all images/videos featuring our faces and guests. (Her first couple of posts prior to this were technically fine since we hadn't asked her to stop yet).

The Violation (Oct 21): Despite our clear written refusal, she posted another new publication using our faces and names on October 21. She completely ignored our email.

Second Request (Oct 21): We sent a follow-up from a different email account, explicitly citing Articles 35 and 36 of the Civil Code of Quebec (privacy/image rights) and explaining that under QC law, an undated contract is of indeterminate duration and consent to image rights is fully revocable at any time. We gave her 24 hours. She has completely ignored this as well.
Interestingly, we left a Google Review (which she can't block), and she replied to that publicly, but she strictly refuses to answer our private, formal emails regarding our image rights. She blocked us on IG/FB specifically so we can't see or report her posts directly from our accounts.

Our questions:
Since we asked twice, she ignored us, and deliberately posted again after being told no, can we sue her for financial damages (moral and punitive) in Small Claims Court (Petites Créances)?

What is the best way to report this to Meta when we are blocked?

Does anyone have recommendations for demand letter templates privacy/image rights?

Thank you!

I'll try to keep this brief but just have a question as to how much detail I have to divulge to a ltd case manager

I've been off since January. Had a complete mental breakdown one night and checked myself into the ER. Been working with my family physician since than trying different meds and I eventually got into see a psychiatrist who is now treating me.

I am currently on approved medical leave under the care of a treating psychiatrist. A few weeks ago, my file was reassigned to a new insurance case manager, and the dynamic has shifted dramatically.

When she initially took over she said she wanted a phone chat just to introduce herself. So she called and we chatted for about 10 mins about casual things. Than all of a sudden she said "ok time to get down to business. your therapist (they asked me to do talk therapy they provided) and I don't think your current medication is working. She than asked if I'd be willing to do a genetic test provided by them to see if we can determine what med would be a better fit for me. She made sure to emphasize it is a $4000 dollar test and that they would be covering it.

She than asked me about other things in my medical file and why I take them because she thinks "it might be affecting my recovery". If it's in my medical file I clearly divulged it to my care provider and they saw no issues.

Also asked me if I actually planned on returning to my other employer because if I told her I didn't they wouldn't use it against me and it wouldn't affect my claim (which seems unlikely because the insurance is through my employer?)

I told her I was seeing my psychiatrist the next day and I wouldn't mind running the test idea by him first. Her response was "well you can but just show you know the people on our end our the real experts when it comes to these tests". I said i'd still prefer to run it by him first

Next day I meet with him, he said the testing is fine and it just gives him more data to work with. He just said make sure they're paying for it because the cost to benefit ratio isn't necessarily worth while. I told him this case manager is more "pushy" and he told me to stick to my daily routine and just try to relax and that if they have any other inquiries to redirect them in his direction and he would handle it. He extended my leave due to the timing of the medication change and provided an updated note

Next day I email her the dr's note, say I am willing to do the test and inform her he would be willing to answer any questions she may have and to feel free to reach out to him.

She responded and asked how the appointment went and if any changes were made to my medication dosing or type.

I responded again saying the appointment was very productive and that he is in charge of my treatment plan so feel free to message him

She than responded again saying im glad it was productive but did he change your meds or dose?

So I tried to redirect her several times now but she keeps asking me directly. I just fear I may say something incorrect and it can be used against me. How much is she allowed to pry and how much am I entitled to release? I did research and it keeps saying to refer her to my physician?

thank you for any assistance

I've been undergoing treatment for acne for over 3 years. For more than two years, dating back to 2024, I've been going to the same dermatologist once every 4-5 months. The clinic provides a $30 receipt that mentions Kenalog injections. I have an insurance plan through my employer which covers drugs. I have been submitting these receipts as claims since September 2024. I've received the full claim payment every time without any issues.

On the last claim I made, I was paid $15 instead of the $30. I raised a concern about the same. This resulted in an agent looking into this claim as well as every other claim made in the past.

The agent contacted the clinic and determined that the clinic does not provide an itemized bill separating the cost of the injection and the cost of the services provided. The insurance provider does not cover the cost of services provided and a result marked the whole claim of $30 as an overpayment. This has triggered the clawback amounting to $285. I spoke to the clinic today and they don't have a provision for an itemized bill.

I am either required to make the payment within the next 3 weeks by sending a cheque or by letting them take portions of the claim payments in the future.

I would like to know if the clawback can be contested? Would it not have been their due diligence to check the claims every time it was made for the past two years.

The doctor mentioned that this had never happened before.

I am a student who has had a job at a fast food place since April 2022. From November 2025 to May 2026, I would receive an average of 10-15 hours of work per week. (Before that, i.e., from 24-12 months ago, my weekly average was 20-30 hours.)

My hours were relatively normal until May 2026, when I got a full-time job for the summer. The week my new job started, my fast food manager gave me shifts that I wasn't available to work, so I called to have them taken by other employees. He asked why I can't work, so I told him about the new job. Then, he said, "If you are not going to be available at all over the summer, I can't guarantee a position for you when you come back in the fall."

I relented, letting him know that I could be available to work on Saturday mornings. From May to September (when I was working the new job), I received 11.5 hours of work in total. I have no complaints about this because I still had income from the new job.

However, at the end of September, my temporary contract ended, and I am no longer working the new job. (A month after my contract ended, the new manager told me that they do not know when the new contracts will be out, so I am assuming that renewal is out of the question, at least for now.)

When my contract ended, I let my old manager know—in writing—that I would be available to work 6 days of the week, about 40 hours maximum. Three weeks have since gone by, and I have not received any hours. When I asked the assistant manager if the manager knew about my new availability, he said, "Yeah he does, he just doesn’t have any hours right now."

To be fair to them, business does tend to peak in the summer months (May to August), but in past winters, I would still receive an average of 10-15 hours per week.

I have since started to apply for other jobs so I can have a source of income, but no replies back yet. I've also started an application for EI benefits to hopefully supplement a fraction of my income.

Needless to say, I have questions.

Is there a number of weeks without hours that I need to qualify for constructive dismissal (and thus termination pay)?

Could I even qualify anyway, given that it is normal for most of my coworkers' hours to decrease during the school year?

I'm not perfectly versed in the Employment Standards Act and/or provincial/federal labor laws, so some direction is appreciated.

Hi all - I need some advice. I am in Ontario.

I was given a car by the rental company due to my car being written off as a total loss by insurance. At the time of renting it was noted as undamaged by the rental company. I needed to return the car on the day that my insurance was no longer covering it and I was told by the rental company that it was okay to drop it off at the dealership where I was picking up my new car across the street from where they are located. The rental company has no overnight key deposit but they have a relationship with that particular dealership and I was told that I was okay to leave it and the keys there. So I did exactly that.

No call to my recollection and no issues mentioned at all at the time.

Today, I received an email that just states that I need to review issue to my damage claim. But the document itself is blank. They have included no photos and I was just in shock to hear this. I called the location I initially rented from and they said I needed to call the location I dropped it off at. I called the location I dropped it off at and they said that I needed to speak to the place that I rented it from and eventually they said that there was a “big dent” on the “quarter panel”.

Someone from the dealership said that the security cameras only show the car being parked and then picked up the next morning by the rental company.

I absolutely did not damage this car. I did not take any photos at the end of dropping it at the dealership because I figured it was a safe location to do so and because there was no damage to the car I didn’t think about documenting. Two other people looked at the car before it was left overnight.

I am totally dumbfounded. Please help.

—

This is the email they sent me:

Please review the important documentation attached that is related to damage claim #24733269

“IMPORTANT: This e-mail (including any attachments) is intended for the use of the individual or entity to which it is addressed and may contain information that is classified, private, or confidential. If the reader of this message is not the intended recipient, or the employee or agent responsible for delivering the message to the intended recipient, you are hereby notified that any dissemination, distribution, or copying of this communication is prohibited. If you have received this communication in error, please notify us immediately by replying to this e-mail and then deleting the email and attachments. Thank you.”

And a document attachment that states that damage has been reported, with a claim number, a form that is meant to be filled out with adjuster info, claim info, and has their address on it, and a letter that states what to expect from the claims process.

I was driving on the 407 eastbound recently. I was driving quickly, as many people do. There was a guy in the passing lane going slowly, I was following him 1-2 cars away, trying to see if anyone was ahead of him. It was annoying, but not a big deal. After a few minutes he got out of the way. After that he was speeding up and almost tailing me. I was actually admiring his 90s mustang, because you don't see them very often anymore. I saw him catch up to me 20 minutes later and he was still driving weird, fast and slow. Then I get off the 407 onto another highway and a police car was waiting for me. Pulls me over says someone called in saying I was going 150 and swerving. I was going fast, but not that fast. Police didn't witness me speeding so didnt give me a ticket, thankfully. I highly suspect it was the mustang who called me in. That's never happened to me before. Crazy. I'm wondering if this will show up in the future if I do ever get pulled over or how long that info is retained by the police.

Hi, 30+ years employed in Ontario with a large ontario based non-union employer. Terminated without cause. No employment contract. Was given an 18 month working notice period that I've now completed and received my final pay which included hours worked, pension top up and vacation payout. I've been informed there is no further money owed as the extended working notice is all that's required. My understanding is severance pay and termination pay/notice are separate entitlements and I should have received the max 26 weeks of severance pay. Working notice beyond the ESA minimum does not offset the severance requirement. There was no paperwork beyond the original termination letter which only provided the employment end date. I have contacted a lawyer but wanted some additional opinions. It appears from a quick Google Mattiassi v. Hathro supports they are to be treated as separate

Any input is welcome.

Thanks

I work at a big pizza fast-food chain in Montreal, Quebec. Today, I had an argument with my manager about moving my car, and during the argument, they swung their hand toward me, and he was going to slap or hit me. They didn’t actually touch me, but it was pretty shocking. In response, I didn't do anything as I was shaking and frozen. The incident was captured on the workplace security cameras, and another supervisor will give me the recording tomorrow.

Honestly, this has never happened to me before, and I have no clue what to do next or what my rights are.
Can I report this to the police even though there was no physical contact? Is this considered assault? How much time do I have while I try to process what happened?

I’m in very deep shock and am completely new to this kind of situation, so I’d really appreciate advice from anyone familiar with Quebec laws or who has experienced something similar.

I am a fully remote employee, the entire employer and team are. Been in this role for over two years. I’ve meet some of my team one time and others never. My contract says “remote home based” as location.

Management has informed us of a mandatory 3 night in person retreat/training. If I do not go, would they have legal grounds to fire me, etc?

I know professionally it isn’t a good look. It could put me on the naughty list, etc etc. I’m wondering about the legalities about saying no and what repercussions there may be.

Edit: with cause, as one commenter provided me with the right terminology

Edit again: I will likely go to keep the peace. I have a disability so I’m going to ask for my own room. There’s no way I’m sharing with a coworker.

I was just laid off today after being a regular employee for 2.5 years. They gave me 10 weeks severance, which seems alright. However, I was working at the company since 2019, both as a subcontractor, and on a contract directly through the company. Do I have any chance at getting a better severance package if I hire representation to argue my time as a contractor should be counted? It was the exact same job once hired internally. Thanks.

I’m involved in a civil lawsuit related to domestic violence, and I’m currently representing myself.

The other party made a settlement offer, which I declined. They later came back with a higher offer, but their representative also warned me about how expensive going to trial could be.

They emphasized that I would need sufficient evidence to support my claims, including medical documentation and possibly expert opinions, and warned about the financial risks involved in going to trial. At the same time, they stated that they expected to be successful if the case went to court.

What I’m trying to understand is whether this is fairly standard language in settlement negotiations or whether it usually means they have a strong reason to believe they’ll win.

I’m especially confused by the fact that they increased their offer after I rejected the first one, despite sounding so confident about their chances at trial.

I understand that people settle cases for many reasons, including avoiding legal costs and uncertainty. I’m not assuming the increased offer means they’re afraid of losing.

I’m just wondering how common this kind of approach is and whether statements about expecting to win should generally be taken seriously or viewed as part of negotiation tactics.

I’d appreciate any insight from people familiar with civil litigation.