You just got fired. The shock is real — but the next 24 hours are the most legally critical of this entire process. What you say, sign, and save right now will determine what you can recover. Here's the exact sequence, step by step.
Your system access will be cut — often within hours. Once IT revokes your access, you cannot retrieve emails, documents, or files from company systems. The window to secure evidence is measured in hours, not days. Act now.
⏱️ The Critical Timeline — What to Do and When
🚨 In the Room — Right Now
During the Termination Meeting
Stay calm and listen. Don't argue, plead, or make threats. Everything said in this room can be used or remembered later.
Ask for the reason in writing. "Can you please confirm the reason for termination in writing?" — this is a reasonable request and creates a record.
Do not sign anything today. If handed a severance offer and release, say: "I need time to review this with a lawyer before signing." That is entirely reasonable and legally your right.
Note who is present. Names and titles of everyone in the room. You may need them as witnesses later.
Ask about benefits, final pay, and return of property. Get clarity on what they expect from you and when.
⚡ First 2 Hours — Evidence Window
Secure Your Evidence Before Access Is Cut
This is your most time-sensitive task. Once IT cuts your access, this window closes permanently.
Forward key emails to personal email: Your employment contract, offer letter, bonus letters, performance reviews (especially positive ones), any emails about your termination or the stated reason for it, and any emails that contradict the stated reason.
Download or screenshot: Pay stubs, benefit summaries, stock option grants, commission statements, and any documentation of your compensation history.
Note your personal contacts: Save the personal contact information of colleagues who may be witnesses — before you can no longer access the company directory.
Check your personal devices: If you used a personal phone for work, review messages and emails that may be relevant and back them up.
📝 First 6 Hours — Write It All Down
Memory Fades — Document While It's Fresh
Write a detailed account of the termination meeting: exact time, location, who was present, what was said word-for-word as best you can remember, what you were offered, and what was said about the reason.
Note anything that contradicts the stated reason — a positive review 3 months ago, a recent promotion discussion, or a comment that suggests the real reason was different.
Record anything discriminatory — any comment about age, pregnancy, disability, race, or other protected characteristics made in connection with or around the termination.
Use WORKWARS to create a timestamped, secure entry — this documentation becomes your claim file.
⚖️ First 24 Hours — Legal Steps
Get Legal Advice Before You Respond
Book a consultation with an employment lawyer or use WORKWARS's verified partner network. Most offer free initial consultations. This costs nothing and tells you where you stand.
Calculate your entitlement — statutory minimum, common law notice, Mexico liquidación formula, UK redundancy + unfair dismissal. Know your number before engaging with the employer's offer.
Apply for EI / unemployment benefits (Canada / US) — this has its own deadlines and you don't want to delay. Applying for EI in Canada doesn't prejudice your severance claim.
Review the severance offer carefully — is it above or below your statutory minimum? What does the release cover? What are you being asked to waive? A lawyer can answer this in 30 minutes.
Do — These Protect Your Claim
Actions That Strengthen Your Position
Get everything in writing — confirmation of termination, reason, final pay date, severance offer
Apply for Employment Insurance / unemployment benefits promptly
Start a job search — demonstrating mitigation (actively seeking new work) is often legally required and strengthens your position
Keep a record of every job application and rejection during the notice period
Get the severance offer reviewed by a lawyer before signing the release
✅ Do's and Don'ts — The Critical Distinction
DO
Ask for termination reason in writing
Secure all evidence before access is cut
Say you need time to review the severance offer
Document the termination meeting immediately
Apply for EI / unemployment promptly
Consult a lawyer before signing anything
Start mitigating — begin job search immediately
🚫 DON'T
Sign the severance release on day one
Argue or make threats in the termination meeting
Post about the termination on social media
Badmouth the employer to colleagues
Delete emails or documents
Take company property or confidential files
Agree verbally to terms before reviewing in writing
🌍 Jurisdiction-Specific Immediate Steps
📋🇨🇦 Canada — Quebec
File unjust dismissal complaint at CNESST within 45 days. Apply for EI immediately — SIN required. Get lawyer review before signing release. CNESST: 1-844-838-0808.
📋🇨🇦 Canada — Ontario
Apply for EI immediately. Request ESA Form 1 if over 50 employees. Calculate statutory minimum vs. common law entitlement. Ministry of Labour: 1-877-202-0008.
📋🇬🇧 United Kingdom
Contact ACAS within 3 months less 1 day. Apply for Universal Credit if needed. Check if you qualify for statutory redundancy pay (2+ years service). ACAS: 0300 123 1100.
📋🇲🇽 Mexico
File with PROFEDET within 2 months. Request liquidación breakdown in writing. Do not sign finiquito without legal review. PROFEDET: 800-911-7877.
📋🇺🇸 United States
File for unemployment benefits immediately — deadlines vary by state. If over 40: you have 21 days to review ADEA waiver. Check WARN Act if large employer. EEOC if discrimination: 1-800-669-4000.
📋🇫🇷 France
Register with Pôle Emploi immediately for ch—mage. Count your préavis period. Review indemnité de licenciement calculation. Prud'hommes deadline: 12 months (economic) / 24 months (personal).
❓ Frequently Asked Questions
"They escorted me out immediately and cut my laptop access. I couldn't get anything. What now?"
This is common — and not the end of your claim. Write down everything you remember right now: your start date, salary history, bonus history, your last performance review and what it said, the names of people in the termination meeting, and exactly what was said about the reason for termination. Your lawyer can also send a demand for documentation as part of the negotiation or litigation process — employment contracts, pay records, and termination letters are legally discoverable.
"They said I have until Friday to sign the severance offer. What if I need more time?"
Ask for an extension in writing: "I am reviewing the offer with legal counsel and request an additional [two weeks] to respond." Most employers will grant a reasonable extension rather than rescind a legitimate offer — rescinding a severance offer creates legal risk for them. In Canada, an unreasonably short deadline can itself be evidence the release was obtained under duress. In the US for workers over 40, the ADEA requires a minimum 21-day review period — and it cannot be waived.
"I said some things in the termination meeting I wish I hadn't. Does that hurt my claim?"
Probably not significantly. Saying you were upset, angry, or even making exaggerated statements in the heat of the moment is generally not held against you. What matters much more is what you do after — specifically, whether you sign the release, how quickly you file, and the quality of the evidence you've preserved. Focus on the steps above rather than worrying about what was said in the room.
Time-Sensitive Actions — Don't Miss These
TodayEvidence
Secure emails, documents, and records before IT cuts access.
TodayNo Signing
Do not sign the release — get it reviewed first.
This WeekLegal Consult
Book a free consultation before responding to the offer.
📋🇨🇦 QC45 Days
CNESST unjust dismissal — starts from last day worked.
📋🇲🇽 MEX2 Months
PROFEDET — strict, runs from dismissal date.
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WORKWARS creates timestamped, secure documentation of your termination — the foundation your lawyer needs to maximize your recovery.
