You might be on stress leave right now, staring at your inbox while your heart pounds every time a message from HR appears. Maybe you open the email, read the first few lines, and feel your chest tighten. You want to be reliable. You want to “pull your weight.” But your body is reacting as if you are in danger every time work reaches out.
That does not mean you are weak.
It is not a character flaw if a toxic workplace makes you sick. Many people in British Columbia develop anxiety, depression, burnout, or physical symptoms after months or years in an unhealthy environment. You are not overreacting when your mind and body finally say they can’t take it any more. Feeling frozen, ashamed, or worried about money is a normal response to a very hard situation.
From the outside, it can look like “just a tough job.” In reality, what you are going through may be a legal problem, not a personal failure.
In BC, long term workplace stress and bullying can become:
When stress, bullying, disability and job security collide, everything can feel tangled together. You might be asking yourself if you should quit, sign a package, apply for LTD, or just try to push through. It is very hard to make clear decisions when you are exhausted and worried.
You do not have to sort this out on your own. Before you resign or sign anything, you can always book a free consultation to talk it through with Tim Louis and get advice that takes both workplace stress and disability into account.
In many cases, yes. In British Columbia, workplace stress can become a “real” disability in law when it causes an actual medical condition that limits your ability to work and live your life.
Under the BC Human Rights Code, disabilities are not limited to broken bones or visible injuries. Mental health conditions such as anxiety, depression, PTSD and diagnosed burnout are recognized as disabilities when they create real limits on what you can safely do at work.
There is an important difference between short bursts of pressure and ongoing illness. A rough week at work that leaves you tired for a few days is usually not enough. What the law looks for is persistent symptoms that are diagnosed or at least documented by a health professional. That might include panic attacks, insomnia, concentration problems, emotional exhaustion or physical symptoms that your doctor connects to stress at work.
Put simply, stress that makes you sick and unable to function is often more than a bad week. In legal language, it may be a disability that triggers your rights under human rights law, employment law and disability benefits.
Your employer cannot legally fire you because of your disability or because you took job protected medical leave. They also cannot treat termination as a shortcut instead of making a serious effort to accommodate your limitations, such as reduced hours, modified duties or a gradual return to work.
In some situations, an employer can end employment for genuine business reasons that are truly unrelated to your health. Even then, your rights to severance, reasonable notice and human rights protection still apply. The fact that you were off on stress leave or disability leave does not erase those rights.
If you are worried that a “restructure” or “not a good fit” explanation is really about your health, it is worth getting advice. Tim’s plain language guide “Fired Without Cause in BC?” works together with this article to explain how severance, human rights and workplace stress all connect.
In BC, mental health conditions that affect your ability to work are usually treated as disabilities under the Human Rights Code. That includes anxiety, depression, PTSD, and other conditions that your doctor connects to workplace stress.
When disability is in the picture, your employer has a legal duty to accommodate you to the point of undue hardship. That means more than saying “take a few days off” or “we all feel stressed.” It means looking at concrete changes that might let you keep working safely, such as:
Accommodation is not about creating a perfect job or ignoring safety rules. It is about taking your medical information seriously and working in good faith to find practical options. When an employer simply refuses to talk about stress, says they “do not believe in burnout,” or ignores clear medical limits, that can be discrimination in law, not just a personality clash.
In law, serious unwanted changes or a toxic environment can be treated as constructive dismissal. That means the employer has effectively fired you, even if they pretend you “chose” to leave. Constructive dismissal claims often sit beside human rights claims when stress and disability are involved.
The key point is that being on leave does not erase your rights to severance or fair treatment. If you feel pushed out, pressured to resign, or told to “take it or leave it,” it is usually worth speaking with a lawyer before you make any final move.
For many people, the financial lifeline during a toxic workplace crisis is long-term disability insurance. When stress, anxiety or depression makes it unsafe to keep working, LTD benefits may replace part of your income so you can focus on treatment and recovery.
Most policies use two stages:
Mental health conditions qualify for these tests as long as the evidence supports that you cannot reliably perform the work. That is why consistent medical notes, specialist reports and a clear timeline of what happened at work are so important.
LTD usually does not stop just because the employer ends your job. In many cases, benefits continue as long as you meet the policy test and cooperate with reasonable treatment and reporting. Problems arise when:
The way your employment ends can affect how the insurer views your claim, and the way your LTD file is handled can affect strategy for severance and human rights remedies.
Tim’s long-term disability resources work together with this topic:
When stress, bullying or a toxic job has damaged your health, you are not dealing with just one system. You are standing where human rights, employment law and disability benefits meet. Understanding that intersection is the first step in protecting yourself before you resign, accept a package or try to push through alone.
There is a difference between a busy season and a job that is slowly wearing you down. Many people first notice the impact of a toxic workplace in their body before they have words for it.
You may recognise yourself in some of these signs:
None of this means you are weak. It means your body and mind are doing what they are designed to do. They are sounding an alarm that something about your environment is no longer safe or sustainable.
Toxic workplaces do not always look dramatic from the outside. They often show up as a pattern of behaviour that wears you down over time.
Examples include:
Lawyers and tribunals sometimes call this a “poisoned work environment.” That is a technical phrase for a workplace that has become so hostile that it is no longer reasonable to expect a person to function there. When this kind of behaviour is tied to a health condition or a protected ground such as disability, race or gender, it can move from unpleasant to potentially discriminatory in law.
You do not have to wait until things explode. Writing down concrete examples as they happen can help you and your medical team see patterns that are easy to dismiss in the moment.
For many people, the turning point is a medical appointment that finally names what has been happening. A common path looks like this:
If that happens, you are not imagining things. A health professional is connecting your symptoms to your job and recommending time away so that your condition does not get worse.
From a legal and disability perspective, one practical step can make a big difference: ask your doctor to describe functional limits, not only the word “stress.” For example:
These kinds of notes help in several ways. They give your employer clear information for accommodation. They support human rights and constructive dismissal claims if the employer ignores them. They also strengthen long term disability and other benefits claims because they show how your condition affects real tasks, not just how you feel.
If you are already at the point where your doctor has written you off work, you are dealing with more than a rough patch at the office. You are in the territory where workplace stress and bullying may have become a health issue and, in BC law, potentially a disability. That is often the moment when a conversation with a lawyer who understands both employment law and long term disability can help you plan safe next steps.
In British Columbia, your employer is not allowed to fire you because you went on stress leave or because you have a diagnosed mental health condition. Stress leave is a form of medical leave. Disability, including many mental health conditions, is protected under the BC Human Rights Code.
That does not mean an employer can never end a job while you are away. In some situations a genuine business closure, reorganisation or layoff can still happen. Even then, they must handle termination fairly, which usually means proper notice or severance and an honest explanation of what is going on.
In real life, problem terminations often look like this:
When the timing and the facts suggest that your mental health or your leave played a major role in the decision, there may be both wrongful dismissal and human rights issues in play. The law looks at the real reason behind the dismissal, not just the wording in the letter.
Many people are never formally fired. Instead, they feel pushed to make the decision themselves.
It often starts with comments like:
Other times the pressure shows up after you return from stress leave:
In law, this kind of situation may be called constructive dismissal. That means the employer has changed your job or your treatment so much that it is as if they fired you, even if no one used the word “termination.” The focus is on what a reasonable person in your shoes would think.
A very important warning: resigning without advice can seriously weaken your position. A short resignation email, a text that says “I quit,” or signing a “voluntary separation” form can all be used later to argue that you chose to end the relationship. Before you resign for health reasons, talk to a lawyer about whether what has already happened may amount to a dismissal in everything but name.
Sometimes an employer writes to say that your employment is “frustrated.” The word sounds harsh, and it has a specific meaning in law. Frustration of contract is supposed to apply only when it has become truly impossible to continue the employment relationship because of a fundamental change that no one reasonably planned for.
In the context of disability and stress leave, decision makers look at:
An employer cannot simply point to the length of your leave and say “no severance because of frustration” without considering these factors. In many cases there are still arguments to be made about severance, human rights remedies or long term disability, especially where there were real opportunities to accommodate you earlier.
If you receive a frustration letter, it is worth having the situation reviewed before you accept that you have no further rights.
“We need your resignation”
One of the most common tactics in a toxic workplace is a push to make you resign so the employer does not have to formally terminate you.
If you receive this kind of request, a calm written response can protect you:
“Thank you for your message. I am currently following medical advice and remain on medical leave. I wish for my employment status to remain unchanged while I focus on treatment. I am not in a position to make any decisions about resignation at this time, and I will not be doing so without first obtaining legal advice.”
This kind of note confirms that you are still their employee, that you are following your doctor’s advice, and that you are not choosing to end the relationship.
“Sign this severance package by Friday”
Short deadlines are designed to make you panic. They are not a legal requirement.
You can respond with something like:
“I confirm that I have received the proposed severance package. I will need reasonable time to review it and to obtain independent legal advice before I can respond.”
Many severance packages include a broad release that quietly gives up human rights claims, long term disability claims, or other important rights. The fine print can matter just as much as the dollar figure on the front page. You do not have to sign anything important on a two or three day deadline.
“Return full time or we will treat this as job abandonment”
Employers are allowed to ask for medical information. They are not allowed to ignore it.
If you receive this kind of ultimatum, you can:
“I am enclosing updated medical information that sets out my current restrictions. I am not abandoning my job. I remain available for work that is consistent with these medical limits and for reasonable accommodation discussions.”
This makes it harder for an employer to later claim that you simply stopped showing up.
Sometimes the pressure is not loud. It shows up as silence.
You send medical notes and receive no response. You ask about gradual return options and no one answers. You feel as if your messages are going into a void.
In that situation:
If your case ever comes before a court, tribunal or insurer, that paper trail can speak for you. A record showing that you tried to cooperate and the employer refused to engage can support both human rights and constructive dismissal arguments.
Start by gathering everything into one place. That can include:
You do not have to sort or analyse anything yet. The goal is simply to make sure important pieces do not go missing.
Next, create a short timeline in point form. Include:
This does not have to be perfect. Even a basic timeline helps you, your doctor and your lawyer see the pattern more clearly.
In BC, quick signatures can close doors.
Resignation letters, “voluntary separation” forms and broad severance releases can all limit or erase:
One small decision made on a bad day can have long term effects. A protective rule is simple. Decide now that you will not resign or sign any important document about your job, your severance or your benefits until you have had legal advice.
Your situation sits at the overlap of several legal areas. Workplace stress is not just an employment law issue. It is also a human rights issue and, very often, a long term disability issue.
Tim Louis works in all of these areas, including related estate and trust questions that sometimes arise when long term disability and family finances are involved. That combined approach means your severance, human rights and LTD strategy can work together instead of pulling against each other.
If you are ready to talk through your options, you can contact Tim Louis & Company for a free consultation by phone, email or through the contact form. Services are available in English and Spanish.
Unfortunately, the law does not always wait until you feel better.
Different paths have different time limits, including:
You do not need to know every exact date on your own. You do need to reach out early enough that options are still open. Even a short initial conversation can help you understand which deadlines apply to you.
Workplace stress can be a disability in BC when it leads to a diagnosed mental health condition, such as anxiety, depression or PTSD, that limits your ability to work.
Your employer cannot legally fire you because you are on stress leave or because you have a disability, although they may sometimes end employment for genuine business reasons if they still respect your human rights and severance rights.
Constructive dismissal happens when your employer changes your job or treats you so badly that it is as if you were fired, even without a formal termination letter.
In many cases long-term disability benefits continue after employment ends, as long as you still meet the medical test in the policy and cooperate with reasonable treatment and reporting.
Resigning without advice is almost never a safe first step, because a quick resignation can weaken or wipe out severance, human rights and long-term disability claims.
It is worth getting legal advice as soon as your health, your job security and your benefits start to collide, especially before you resign, sign a severance package or agree to major changes at work.
If a toxic job has made you sick, that is not a personal failing. You did not cause this by needing time off, asking for accommodation or saying that you cannot keep pushing past your limits. You are allowed to take your health seriously and to ask for help.
Workplace stress cases sit where several systems meet. There is employment law, which covers termination, severance and constructive dismissal. There is human rights law, which protects disability and requires employers to accommodate to the point of undue hardship. There is long-term disability law, which focuses on income replacement when your health keeps you from working. Tim Louis works at this intersection every day.
For more than 40 years, Tim has helped people in BC who are dealing with stress leave, bullying, toxic management and long-term disability claims. Clients often say they value his plain-language explanations and the fact that he listens without judgment before giving practical advice.
If you would like to talk through your options, you can contact Tim Louis & Company for a free consultation. Call 604-732-7678, email timlouis@timlouislaw.com, or use the contact form on the website. Services are available in English and Spanish. A short conversation can give you a clearer picture of where you stand and what realistic next steps are open to you.
Vancouver winter slip and fall claims Winter Slip and Fall in Vancouver: What Evidence Helps and What Deadlines Matter by Personal Injury Lawyer Tim Louis If you slipped on ice, snow, or slush in Vancouver, the two things that matter most are evidence and deadlines. Where you fell can change
“Chemo Brain” and Cognitive LTD Claims in BC: What Evidence Helps By Long-Term Disability Lawyer Tim Louis If your thinking still feels slower or less reliable after cancer treatment, you are not alone, and you are not imagining it. The key is documenting clear, work-related restrictions with medical support, not
By Long-Term Disability Lawyer Tim Louis
Being denied long-term disability can feel like losing your footing twice: once to illness, and again to disbelief. In British Columbia, you still have rights, and you still have time to act.
When an insurer tells you no, it rarely means the end of the road. Most denials are not final decisions; they’re the company’s interpretation of paperwork, timing, or medical language that can be challenged. Still, the moment you read that letter, fear sets in — How will I pay my bills? Who will believe me? What now?
Take a breath. You do not need to fight this alone. At Tim Louis & Company, we’ve helped British Columbians reclaim denied benefits for over forty years — people with chronic pain, depression, cancer, autoimmune disease, and other conditions that don’t always show on a scan. We know how insurers think, and we know how to make them listen.
If your LTD claim was denied or cut off, this guide will walk you through what that decision really means, what steps to take next, and how to protect your health and income while we challenge the denial together.
Need help now?
Call Tim Louis & Company for a free consultation.
📞 (604) 732-7678 📧 timlouis@timlouislaw.com 🌐 https://timlouislaw.com/contact-us/
English y español disponibles.
A denial does not mean you are not disabled. It means the insurer says it does not yet have what it needs. The letter is often a template with phrases like “insufficient medical evidence,” “not totally disabled under the policy,” or “pre-existing condition.” That language protects the company, not your health.
Most LTD denials in British Columbia are not final. You usually have a right to an internal appeal, and you can start a legal claim if benefits remain refused. You do not have to finish the insurer’s appeal process before filing a claim. Waiting too long can risk the two-year limitation period.
Each of these can be challenged with the right evidence and timing. At Tim Louis & Company, we translate insurer language into plain terms, collect focused medical and vocational proof, and hold insurers to the policy and the law.
If you received a denial, keep treatment consistent, save every letter and email, and contact us early. A short call can clarify next steps and protect deadlines.
Take a breath. You have options, and you have time to use them wisely.
1) Read the denial letter carefully.
Note the date, the stated reasons, and any deadlines for appeal. Keep the envelope and all pages.
2) Ask for your claim file in writing.
Request the full file from the insurer, including adjuster notes, paper review reports, IME reports, surveillance, and internal emails. Keep a copy of your request.
3) Book medical follow-ups.
See your family doctor and any specialists. Bring the denial letter so they can address the insurer’s concerns directly. Update referrals, diagnostic tests, and treatment plans.
4) Start a simple symptoms and function diary.
Write one page per day. Record pain levels, fatigue, sleep, medication effects, and what you could and could not do. Consistent notes help your case.
5) Organise your records.
Create a folder for medical reports, test results, employer letters, job description, benefits booklet, and all insurer correspondence. Save emails as PDFs.
6) Protect your income.
If you are eligible, apply for EI sickness benefits or CPP-D. These can run alongside an LTD dispute. Note interaction rules so you are not penalised.
7) Call a lawyer early.
An early review helps you avoid missed deadlines and unhelpful appeals. We can map the best path and preserve your limitation period.
1) Do not argue by phone only.
If you speak with the insurer, follow up with an email that confirms what was said.
2) Do not stop treatment.
Gaps in care can harm your health and your case.
3) Do not rely on internal appeals alone.
You are not required to finish them, and they do not stop the two-year limitation period.
4) Do not post about your claim online.
Insurers often review social media. Context is easy to lose in a photo or short post.
5) Do not send long, emotional letters.
Keep communication factual and brief until you have advice.
Need help now?
We will review your denial letter and explain your options in plain language.
Tim Louis & Company • (604) 732-7678 • timlouis@timlouislaw.com • https://timlouislaw.com/contact-us/
When an insurer says there is not enough proof, it can feel personal. Your pain is real, and so is your fatigue. The job here is to help the record reflect your day-to-day reality in a way decision makers understand. We will walk with you through that process.
Start with function.
Describe what life looks like. How long you can sit, stand, or focus. How far you can walk. How often symptoms flare. Note what tasks you need help with and what happens after activity. A short daily diary is more powerful than you think.
Objective tests and clinical notes.
Tests like MRIs, EMGs, sleep studies, or lab work can help. So can regular clinic notes that show patterns over time. A normal test does not cancel real limits. Ask your providers to connect the dots from findings to function. Plain language helps everyone.
Work capacity forms.
Residual Functional Capacity forms turn symptoms into clear restrictions. Safe lifting, posture limits, expected absences, and the need for breaks. Invite your doctor to be specific. Instead of words like moderate, ask for numbers, times, and examples.
Keep stories aligned.
Insurers compare your diary, doctor notes, pharmacy refills, therapy charts, and imaging. Small differences are normal. Large gaps create doubt. Bring the denial letter to appointments so your providers can respond to the concerns that were raised.
Mental health matters.
Depression, anxiety, PTSD, and cognitive issues are real and disabling. Useful records include counselling notes, psychiatric opinions, scales that track symptoms, and neuropsychological testing when appropriate. Describe concentration, memory, decision making, and how stress shows up in your body. Safety plans belong in the file if needed.
Medication side effects and combined impact.
Fatigue, brain fog, dizziness, nausea. These can limit safe and reliable work. Write down what you experience and how often it happens. The combined effect of conditions and treatment often explains why steady work is not possible.
Your job, on paper.
Ask for your job description and any notes on duties or attendance. A brief employer letter that confirms essential tasks and productivity expectations can be very helpful.
CPP Disability and LTD.
A CPP D approval can support your LTD claim because both focus on capacity for work. A CPP D denial does not end your case. Share any CPP decisions so we can keep your record consistent.
You are not alone in this. We can help you gather what is needed, speak with your care team, and present your story with dignity and clarity.
Insurers use patterns. Knowing them helps you stay steady and lets us respond with the right evidence.
Paper reviews.
An insurer doctor may review your file without meeting you and say you can work. We counter with detailed treating physician opinions, work capacity forms, and, when useful, independent specialists who examine you.
Surveillance.
Short clips on a good day can be used to suggest you are fine. We place the footage in context with your diary, medical notes, and the reality of fluctuating conditions. A few minutes of activity does not equal full-time, reliable work.
Independent Medical Examinations (IMEs).
These are arranged by the insurer. We prepare you, clarify the scope in writing, and request the examiner’s notes and test data. If the report is incomplete or unfair, we rebut it with focused medical evidence.
The “any occupation” switch at 24 months.
After two years many policies tighten the test for disability. We gather vocational assessments, job market data, and medical opinions that address stamina, reliability, and cognitive limits, not just job titles.
Pre-existing condition clauses.
Insurers may say your condition existed before coverage. We examine the lookback dates, policy wording, and medical records to show onset, flare, or aggravation within the insured period.
Failure to accommodate.
If your employer could not or would not accommodate safe duties, we collect the emails, schedules, and doctor notes that prove attempts were made. This supports both LTD and, when appropriate, human rights or employment claims.
You do not have to engage in a tug-of-war alone. Our job is to turn scattered records into a clear, credible story that the insurer must answer.
Before you appeal or respond to your insurer, make sure you’ve gathered the documents that can protect your claim.
Download our free checklist to get started.
Deadlines matter. Insurers run internal appeal clocks, often 30 to 90 days from the denial letter. Courts apply limitation periods, most often up to two years for a civil claim in British Columbia. These are separate tracks. Finishing the insurer’s appeal process does not extend a court deadline.
Why this matters: some people use all the internal appeals, then learn they are out of time to sue. Others keep negotiating by phone while the limitation period quietly runs down. Both are avoidable.
What to do:
You do not need to choose between being reasonable and being protected. We can do both at the same time, in writing, and on your timeline.
Losing your job while you are ill can feel like the floor giving way. In BC, employers have a duty to accommodate medical limitations up to undue hardship. Ending employment while you are on long-term disability may raise human rights issues as well as employment and insurance claims.
Here is how we look at it:
If you were let go while on LTD or medical leave, keep every document and see your doctor. Then call us. We will explain your options in plain language and build a coordinated plan that protects your income, your health, and your dignity.
Every long-term disability case is different. The court looks at evidence, credibility, and how the insurer handled the claim. The following BC decisions show the range of outcomes over the past few years. They are shared to inform, not to promise any result. Context always matters.
These public cases are drawn directly from CanLII, the Canadian Legal Information Institute, which hosts official court decisions.
Case | Year | Issue | Outcome | Lesson |
Okano v. Cathay Pacific Airways Ltd., 2022 BCSC 881 | 2022 | Termination of long-service employee with disability history | 24 months’ notice adjusted for mitigation | Courts reaffirm the 24-month ceiling but adjust for efforts to find work. |
McKnight v. Sun Life Assurance Co. of Canada, 2023 BCSC 1861 | 2023 | Denial of LTD for chronic fatigue and fibromyalgia | Benefits reinstated; insurer ordered to pay costs | Courts recognise chronic pain and fatigue syndromes when well-documented. |
Chand v. Zurich Life Insurance Company Ltd., 2021 BCSC 1428 | 2021 | Denial based on surveillance and “any occupation” change | Plaintiff successful; full benefits and legal costs awarded | Short video clips did not outweigh consistent medical evidence. |
Schaefer v. Mutual Life Assurance Co. of Canada, 2020 BCSC 1049 | 2020 | Psychiatric condition; insurer alleged exaggeration | Benefits reinstated | The court stressed compassion and careful consideration for mental-health claims. |
Wang v. Industrial Alliance Insurance, 2019 BCSC 1213 | 2019 | Denial for lack of “objective” proof | Insurer ordered to pay arrears | Courts continue to reject the myth that only objective findings count. |
How to read this table:
Each decision turns on the facts. The judge looks at how the insurer handled the file, whether medical records were consistent, and whether the claimant was credible and compliant with treatment. Similar facts can lead to different outcomes depending on documentation and timing.
If your LTD claim was denied or cut off, we can explain how your situation fits within this legal landscape and what steps can move your case toward resolution.
Many denials are based on missing paperwork, limited medical detail, or an insurer’s “paper review” that downplays symptoms. It often comes down to wording, not truth. Most claims can be challenged with fuller medical and functional evidence.
No. You can start a legal claim without completing the insurer’s internal appeal process. Internal appeals do not pause the two-year limitation period to sue. Speaking with a lawyer early ensures you do not lose that window.
Detailed medical notes that explain how symptoms affect work capacity. Functional forms, daily diaries, and employer letters that describe actual job demands all help. Consistency across records matters more than a single test.
Yes, in some cases. Policies vary, but limited or therapeutic work often supports your case when done under medical advice. Keep a record of hours, symptoms, and your doctor’s guidance.
Most BC LTD claims must be filed in court within two years of the insurer’s final denial letter. This timeline can differ by policy. Always note the date on the letter and get legal advice right away.
Further Reading & Community Support
BC Human Rights Tribunal (BCHRT)
Info on discrimination, the duty to accommodate, how to file a complaint, and timelines.
https://www.bchrt.bc.ca/
CPP Disability (Government of Canada)
Who qualifies, how to apply, required medical reports, and appeal routes for Canada Pension Plan Disability.
https://www.canada.ca/en/services/benefits/publicpensions/cpp/cpp-disability-benefit.html
WorkBC
Job-search tools, training programs, wage subsidies, and career services that can support return-to-work plans.
https://www.workbc.ca/
Employment Standards Branch — Termination & Benefits (BC Government)
Minimum standards for termination pay, benefits continuation, and related employment protections.
https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards/termination-pay
Tim Louis & Company — Long-Term Disability Hub
Plain-language guides on LTD denials, evidence, timelines, and how we challenge insurers.
https://timlouislaw.com/long-term-disability-lawyer-vancouver-bc/
Tim Louis & Company — Blog
Recent BC cases, practical checklists, and step-by-step advice for LTD and employment issues.
https://timlouislaw.com/blog/
An LTD denial can make you feel unseen. Your symptoms are real, yet a letter suggests otherwise. Take heart. The law in British Columbia gives you a path forward, and your story can be told in a way that decision makers understand. With clear evidence, steady treatment, and the right guidance, many denials are reversed. You do not have to carry this alone. We are here to listen, to explain the steps in plain language, and to protect your health and income while we challenge the decision together.
Tim Louis & Company
2526 West 5th Ave, Vancouver, BC V6K 1T1
📞 (604) 732-7678
📧 timlouis@timlouislaw.com
🌐 https://timlouislaw.com/contact-us/
Free consultation: Email or call with your denial letter and we will review it. Clear, compassionate advice. No pressure.
English y español disponibles.
You can also download our free checklist, “Denied LTD in BC — 7 Documents Your Lawyer Needs Today,” to help you organize your information before we talk.
Having these documents ready can make your free consultation faster and more effective.
Vancouver winter slip and fall claims Winter Slip and Fall in Vancouver: What Evidence Helps and What Deadlines Matter by Personal Injury Lawyer Tim Louis If you slipped on ice, snow, or slush in Vancouver, the two things that matter most are evidence and deadlines. Where you fell can change
“Chemo Brain” and Cognitive LTD Claims in BC: What Evidence Helps By Long-Term Disability Lawyer Tim Louis If your thinking still feels slower or less reliable after cancer treatment, you are not alone, and you are not imagining it. The key is documenting clear, work-related restrictions with medical support, not
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www.timlouislaw.com
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Vancouver, BC V6K 1T1
ABOUT VANCOUVER, BC BASED LAW FIRM SPECIALIZING IN LONG-TERM DISABILITY, PERSONAL INJURY, EMPLOYMENT LAW AND ESTATE LITIGATION.
At the law firm of Tim Louis and Company, we are committed to helping people through difficult times. Starting with a free consultation, we help people who need it most to get the compensation they deserve. Our practice includes Long-Term Disability, Personal Injury, Employment Law and Estate Litigation. With over four decades of experience, Tim Louis has helped people across British Columbia get legal help when they need it most.
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