Regulated Professions
Lawyers for Nurses in Ontario
Workplace Defence Lawyers for Nurses
Nurses in Ontario face unique vulnerabilities when workplace disputes intersect with professional regulation. A complaint from a patient, a conflict with management, a medication error, or even a social media post can trigger not only employment consequences but also an investigation by the College of Nurses of Ontario (CNO) that could affect your registration, your livelihood, and your career.
At Greenwood Law, our Ontario employment lawyers represent registered nurses (RNs), registered practical nurses (RPNs), and nurse practitioners (NPs) facing workplace allegations, wrongful dismissal, and CNO complaints. We understand the regulatory pressures nurses face, and we provide the strategic defence you need when your career is on the line.
The Greenwood Law Team
Greenwood Law provides employment law and regulatory defence counsel to nurses in Ontario. We have extensive experience with workplace investigations in healthcare settings and understands both the employment and regulatory dimensions that affect nursing professionals.
Employment Law Services for Nurses
Our employment lawyers represent RNs, RPNs, and NPs in workplace disputes, including:
- Wrongful Dismissal Claims– Pursuing your full entitlements when your employment is terminated, whether you work in a hospital, long-term care facility, clinic, or community health setting
- Termination Package Review – Analyzing severance offers to determine whether they reflect your true legal entitlements under the Employment Standards Act and common law
- Constructive Dismissal – Representing nurses who have been forced out through unilateral changes to duties, schedules, compensation, or working conditions
- Employment Contract Review – Reviewing contracts before you sign to identify problematic termination clauses, restrictive covenants, or unfavourable terms
- Workplace Harassment & Discrimination – Pursuing claims when you have been harassed, discriminated against, or subjected to a poisoned work environment
- Human Rights Claims – Representing nurses facing discrimination based on disability, family status, pregnancy, or other protected grounds
- Accommodation Disputes – Asserting your right to accommodation when employers fail to meet their obligations under the Human Rights Code
- Reprisal Claims – Protecting nurses who face retaliation for raising health and safety concerns, reporting misconduct, or asserting workplace rights
- Collective Agreement Grievances – For unionized nurses, advising on grievance procedures and representing your interests in disputes with your employer
- Return-to-Work Disputes – Navigating complex return-to-work situations after leaves of absence, illness, or workplace conflict
CNO Complaint & Regulatory Defence
We also represent nurses facing CNO investigations and discipline proceedings:
- CNO Complaint Response – Preparing strategic written responses to complaints filed by patients, employers, colleagues, or others
- ICRC Proceedings – Representation during Inquiries, Complaints and Reports Committee (ICRC) review, including document preparation and submissions
- Discipline Committee Hearings – Defence at formal Discipline Committee hearings, which function similarly to trials with witness testimony and legal argument
- HPARB Reviews – Appealing ICRC decisions to the Health Professions Appeal and Review Board when appropriate
- Interim Orders – Responding to interim restrictions on your certificate of registration imposed during investigations
- SCERP Negotiations – Negotiating appropriate Specified Continuing Education or Remediation Programs when such outcomes are appropriate
- Incapacity Proceedings – Representation in fitness-to-practise matters involving health concerns affecting your ability to practise safely
Workplace Allegations We Defend
Nurses face workplace and regulatory allegations that can arise suddenly and threaten careers built over decades. We defend nurses against:
- Sexual Harassment Allegations – Defence against complaints under the Occupational Health and Safety Act and employer policies
- Professional Boundary Violations – Defence against allegations of inappropriate nurse-client relationships, dual relationships, or boundary breaches under the new Professional Boundaries standard (effective March 1, 2026)
- Social Media Misconduct – Responding to allegations of inappropriate online conduct, including connecting with patients on personal platforms
- Medication Errors – Defending against allegations of dispensing errors, documentation failures, or diversion concerns
- Documentation Deficiencies – Responding to allegations of inadequate, inaccurate, or falsified documentation, including issues arising under the new AI-accountability Documentation standard (effective February 1, 2026)
- Patient Safety Concerns – Defence when clinical judgment or competence is questioned
- Substance Use Allegations – Navigating fitness-to-practise proceedings and protecting your registration while addressing health concerns
- Abuse & Neglect Allegations – Defence against allegations of patient mistreatment in hospital, long-term care, or community settings
Hear From Our Clients
Protecting Your Career, Defending Your Registration
We represent nurses across Ontario facing workplace allegations, termination disputes, and CNO complaints. When your professional standing is at stake, we bring strategic, experienced representation to protect your career and your future.
Table of Contents
Hear From Our Clients
Protecting Your Career, Defending Your Registration
We represent nurses across Ontario facing workplace allegations, termination disputes, and CNO complaints. When your professional standing is at stake, we bring strategic, experienced representation to protect your career and your future.
Why Nurses Choose Greenwood Law
Understanding of Nursing Practice
We understand the pressures nurses face, from staffing shortages and mandatory overtime to complex patient loads and documentation burdens, and we contextualize allegations within the realities of nursing practice
Dual Employment-Regulatory Strategy
CNO complaints often arise from or alongside workplace disputes. We help you manage both dimensions strategically, understanding how employer decisions affect regulatory outcomes and vice versa
Workplace Investigation Expertise
We have extensive experience conducting and advising on workplace investigations, giving us insight into how investigations unfold and how to respond effectively
Discretion & Confidentiality
We understand the reputational sensitivity of nursing allegations and handle matters with appropriate discretion
Frequently Asked Questions
My employer reported me to the CNO. What should I do?
Under section 85.5 of the Health Professions Procedural Code, employers must report to the CNO when they terminate a nurse for professional misconduct, incompetence, or incapacity, or if a nurse resigns during or before an investigation into such matters. If you’ve been reported, you will receive notice from the CNO and have 30 days to respond in writing. This response is critical, it shapes how the ICRC views your conduct. Do not assume the employer’s characterization is accurate or complete. Seek legal advice before responding. An experienced lawyer can help you present your perspective, contextualize the events, and identify mitigating factors that the ICRC should consider.
What is the ICRC and what happens after a CNO complaint?
The Inquiries, Complaints and Reports Committee (ICRC) is the CNO committee that reviews complaints and employer reports. The ICRC does not hold hearings or assess witness credibility, it reviews documents including the complaint, your written response, and any investigation materials. After review, the ICRC can: take no action; issue advice or recommendations; require a Specified Continuing Education or Remediation Program (SCERP); require you to appear for an oral caution; or refer the matter to the Discipline Committee for a formal hearing. SCERPs, oral cautions, and discipline referrals are posted on the CNO public register and will appear on your profile. You can request a review by the Health Professions Appeal and Review Board (HPARB) for most dispositions, except discipline referrals.
I've been terminated and I think it's wrongful dismissal. What am I entitled to?
Your entitlements depend on whether you have an enforceable termination clause in your employment contract. If you do, your entitlements may be limited to Employment Standards Act minimums (one week per year of service, to a maximum of eight weeks, plus severance pay if applicable). However, many termination clauses, particularly older ones, are unenforceable under recent Ontario case law. If your termination clause is unenforceable, you may be entitled to common law reasonable notice, which for nurses with significant tenure can be substantially higher than ESA minimums. Courts consider your age, length of service, the character of your employment, and the availability of similar positions. Unionized nurses have different rights under their collective agreements. Before accepting any severance offer, have it reviewed by an employment lawyer.
I'm a unionized nurse. How does that affect my rights?
Most hospital nurses are represented by the Ontario Nurses’ Association (ONA) and governed by the Hospital Provincial Collective Agreement. Unionized nurses cannot sue their employer for wrongful dismissal, instead, termination and discipline disputes are resolved through the grievance and arbitration process. The collective agreement requires employers to have “just cause” for discipline and termination, imposes progressive discipline requirements, and provides procedural protections that non-unionized employees don’t have. If you’re disciplined or terminated, you should contact your union representative immediately to file a grievance within the required timelines. If you’re dissatisfied with your union’s handling of a grievance, you may have recourse through a duty of fair representation complaint to the Ontario Labour Relations Board.
What are the new CNO standards taking effect in 2026 and how might they affect me?
The CNO has approved significant standards changes taking effect in early 2026 that nurses should understand. Effective February 1, 2026, the new Documentation standard explicitly holds nurses accountable for the use of technology, including artificial intelligence, in documentation. If AI-generated text contains errors or “hallucinations” (such as recording a vital sign check that never occurred) and you sign that note, you may be held accountable for falsification. Effective March 1, 2026, the Professional Boundaries and Nurse-Client Relationships standard introduces stricter requirements around professional boundaries, including explicit prohibitions on connecting with current or former patients on personal social media platforms. “Private” settings are not a defence. Conduct that previously occupied grey areas may now constitute professional misconduct. Understanding these standards is essential to protecting your registration.
Contact Greenwood Law
If you’re facing a CNO complaint, workplace investigation, termination, or other employment dispute, contact Greenwood Law for a consultation. We understand what’s at stake for nursing professionals, and we’re here to help you protect your career.
Areas We Serve
At Greenwood Law, we proudly serve clients across Ontario & throughout Canada, including:
