Under common law, i.e., law made by courts outside statutes—in this case, the Employment Standards Act—24 months is the unofficial maximum of reasonable termination notice in Ontario, absent exceptional circumstances. So, when a court awarded a 62-year-old insurance exec who was wrongfully fired after 37 years of service 30 months’ notice, it raised eyebrows. But now the Court of Appeal has restored order by knocking the award down to 24 months. Thirty months might have been okay had the lower court based the award on exceptional circumstances. Instead, the court modified the 24-months’ rule on “change in society’s attitude regarding retirement.” In addition to reaching a questionable conclusion, the court made an “error” in relying on his personal perceptions of social factors to determine reasonable notice. Bottom Line: The 24-month cap for termination notice remains intact [Dawe v. The Equitable Life Insurance Company of Canada, 2019 ONCA 512 (CanLII), June 19, 2019].