Hello, and I hope you are safe and taking care of yourself today. If your paycheque is being reduced by a garnishment, you may feel frightened about rent, food, and household bills. If you work in HR or payroll and have just received a trustee’s notice, you may instead be concerned about taking the correct legal and payroll steps. We know the tension placed upon both sides. This guide explains what usually happens in Ontario when an employee files a bankruptcy or consumer proposal, and how employers should respond.
Garnishment Key Takeaways
- Filing a bankruptcy generally triggers an automatic stay under section 69.3 of the Bankruptcy and Insolvency Act (BIA).
- Filing a consumer proposal generally triggers a similar stay under section 69.2 of the BIA.
- The stay normally stops creditor enforcement, including wage garnishment, for debts covered by the BIA.
- A Licensed Insolvency Trustee (LIT) sends formal notice to the employer’s payroll department.
- Payroll may need to stop the garnishment (but not statutory) deductions immediately after receiving notice. A final deduction can occasionally occur if payroll was already finalized.
- Section 66.36 of the BIA expressly protects an employee from dismissal, suspension, layoff, or discipline solely because the employee filed a consumer proposal.
- Bankruptcy does not have an identical blanket federal employment-protection provision, although terminating someone mainly because they filed bankruptcy may generally amount to wrongful dismissal under Canadian common law.
- Employers requesting a credit report for hiring or promotion must provide prior written notice and obtain meaningful consent.
- Employees should speak with an LIT. Employers should obtain employment-law advice where the situation involves discipline, termination, regulated work, or uncertainty.
Garnishment Highlights
- Does Filing Bankruptcy or a Consumer Proposal Stop Wage Garnishment in Ontario?
- Consumer Proposal vs. Bankruptcy: Which Protects Your Job and Paycheque Better?
- What Steps Should an Employee Take When Wages Are Being Garnished in Ontario?
- What Should HR and Payroll Do After Receiving a Trustee’s Notice of Stay?
- Can an Ontario Employer Fire or Discipline an Employee for Filing Bankruptcy?
- Are Ontario Employers Allowed to Check an Employee’s Credit Report?
- Frequently Asked Questions (FAQ)
- Starting Over, Starting Now
Does Filing Bankruptcy or a Consumer Proposal Stop Wage Garnishment in Ontario?
Yes. Filing for bankruptcy or submitting a consumer proposal in Ontario triggers an automatic stay of proceedings under the Bankruptcy and Insolvency Act (BIA). This legal pause immediately stops most creditor enforcement, including an active wage garnishment for ordinary unsecured debts.
A garnishment is a legal collection process requiring a third party, often an employer, to redirect money owed to an employee to a creditor. In a wage garnishment, payroll deducts part of an employee’s earnings and sends the amount to the creditor or court authority.
When an individual files a bankruptcy, section 69.3 of the BIA generally creates an automatic stay of proceedings. An automatic stay is a legal pause that prevents creditors from starting or continuing enforcement for claims provable in bankruptcy.
When an individual files a consumer proposal, section 69.2 of the BIA generally provides a similar protection while the proposal remains active. The Office of the Superintendent of Bankruptcy identifies garnisheeing wages as an enforcement action that is generally stopped by a consumer proposal.
The practical sequence is usually:
- The employee meets with an LIT and chooses an appropriate formal insolvency option.
- The LIT files the bankruptcy or consumer proposal.
- The automatic stay takes effect.
- The LIT sends formal notice to affected creditors and, where applicable, a notice of stay of proceedings to anyone involved in litigation against the bankrupt and, if a wage garnishment is in place, to the employer’s payroll department to stop the garnishment.
- Payroll stops garnishment relating to the stayed debt once proper notice is received.
This protection is powerful, but it is not unlimited. Support obligations, certain fines or penalties, post-filing obligations, and other claims that are not provable in bankruptcy may be treated differently. If the garnishment relates to child or spousal support, a court penalty, or an unusual statutory debt, the employee should obtain specific advice before assuming it will stop.
Why does this matter? Stopping an ordinary garnishment can restore the income needed for housing, food, transportation, and other necessities. It gives the employee room to make a careful decision instead of reacting to the next reduced paycheque.

Consumer Proposal vs. Bankruptcy: Which Protects Your Job and Paycheque Better?
While both options stop wage garnishments, a consumer proposal is generally less disruptive to employment. Consumer proposals have explicit statutory employment protections under BIA Section 66.36 and don’t involve asset liquidation, making them the preferred choice for most working professionals.
Both options can stop garnishment, but they are different legal processes.
A consumer proposal is a formal offer under the BIA to repay creditors in a modified way. For example, the proposal may provide for a reduced amount, a longer repayment period, or both. A consumer proposal must generally be completed within five years.
A personal bankruptcy is a formal insolvency process in which a debtor’s non-exempt assets, if any, will be administered and sold by the LIT for the benefit of creditors, subject to the BIA and applicable provincial rules.
The table is a general guide, not a recommendation. A consumer proposal is often viewed as less disruptive to employment because it allows the individual to address debt while avoiding bankruptcy and providing explicit statutory employment protection. However, the right option depends on income, assets, debt type, family circumstances, and long-term ability to make payments.
What Steps Should an Employee Take When Wages Are Being Garnished in Ontario?
If your wages are being garnished in Ontario, immediately review your pay stub to identify the creditor, contact a Licensed Insolvency Trustee (LIT) to explore debt relief options, and confirm that your employer’s payroll department receives the official Notice of Stay. Consider these steps:
- Identify the creditor and the legal basis for the garnishment. Review your pay stub, court documents, or notice from the creditor. Determine whether the debt is a credit card, personal loan, tax debt, support obligation, or another type of claim.
- Speak with a Licensed Insolvency Trustee. An LIT can review whether a consumer proposal, bankruptcy, or another option is appropriate. The initial discussion can help you understand the consequences before you make a decision.
- Ask whether the debt is covered by the automatic stay. Most ordinary unsecured debts are generally subject to the stay. Special categories require closer review.
- If you file, confirm that payroll received the trustee’s notice. The LIT normally sends the formal notice, but you can also ask your payroll contact, carefully and privately, whether it has been received.
- Review the next paycheque. Payroll cycles can create timing issues. If payroll was finalized before notice arrived, one final deduction may occasionally appear. Amounts withheld but not yet remitted may be recoverable, depending on the circumstances.
- Do not stop attending work or resign out of fear. Filing a formal insolvency proceeding does not automatically mean you lose your job. Consumer proposals receive express protection under section 66.36 of the BIA.
You are not your debt. The fact that your wages are being garnished does not mean you have failed as an employee, parent, business owner, or person. Taking action can be the first step towards regaining control.
What Should HR and Payroll Do After Receiving a Trustee’s Notice of Stay?
Upon receipt of a trustee’s notice, HR and payroll departments must verify the employee details, record the effective date, stop future garnishment deductions immediately, keep the filing confidential, and consult employment counsel before taking any action regarding the employee’s status.
For these reasons, HR and payroll teams should treat a trustee’s notice as an operational and legal document, not as a performance issue.
A sensible response is:
- Verify the employee and the garnishment reference. Confirm that the notice relates to the correct employee, payroll account, creditor, and court or trustee file.
- Record the effective date. The automatic stay begins when the bankruptcy or consumer proposal is filed, but payroll will likely not receive notice until shortly after.
- Stop future deductions covered by the notice. Coordinate with payroll software, the payroll provider, and any third-party garnishment administrator.
- Check whether payroll has already been finalized. If a deduction was processed before notice arrived, document what happened rather than making an immediate unilateral adjustment.
- Do not remit funds that have not yet been sent without clarification. Ask the LIT or creditor’s representative how amounts withheld but not remitted should be handled. Those funds may be recoverable.
- Maintain confidentiality. Share the information only with people who need it to process payroll or obtain advice.
- Separate insolvency from employment performance. Do not place the employee on discipline, reduce hours, terminate employment, or make hiring decisions solely because of a filing.
- Obtain advice if the role is sensitive. Employment counsel may be appropriate where the employee works in a regulated profession, handles trust money, occupies a fiduciary role, or is subject to industry-specific disclosure obligations.
Continuing to withhold after receiving proper notice can expose an employer to legal and administrative complications. Promptly escalating the notice to the appropriate payroll, HR, legal, and finance personnel protects both the organization and the employee.

Can an Ontario Employer Fire or Discipline an Employee for Filing Bankruptcy?
The answer must be stated carefully, but no. Section 66.36 of the BIA explicitly prohibits employers from dismissing, suspending, or disciplining an employee solely because they filed a consumer proposal. While bankruptcy lacks an identical federal clause, terminating an employee solely due to bankruptcy generally constitutes wrongful dismissal under Canadian common law.
A straight bankruptcy is different. There is no identical blanket federal provision in the BIA that mirrors section 66.36 for bankruptcy. However, Canadian common law generally does not treat bankruptcy alone as just cause for dismissal. Terminating an employee mainly because they filed bankruptcy may therefore expose an employer to a wrongful-dismissal claim.
This does not prevent an employer from addressing legitimate, independently documented concerns. It also does not eliminate disclosure obligations that may apply to regulated professionals or specialized fiduciary roles. For example, financial services, legal, accounting, licensed-trade, or trust-related positions may involve rules where financial status is relevant.
The correct question is not, “Has this person filed?” It is, “Is there a legitimate, documented, job-related reason for the employment decision, and have we followed applicable employment law?”
Are Ontario Employers Allowed to Check an Employee’s Credit Report?
Yes, but only under strict legal conditions. Ontario employers must provide prior written notice and obtain meaningful written consent in accordance with Ontario’s Consumer Reporting Act privacy law and PIPEDA.
Generally, the employer must:
- Provide prior written notice that a credit report will be requested.
- Provide that notice in bold type and at least 10-point font under Ontario requirements.
- Obtain meaningful consent, as required by PIPEDA where applicable.
- Use the information for a legitimate employment-related purpose.
- Provide required notification if adverse action is being considered or taken because of the report.
A first bankruptcy is generally removed from an Ontario credit report seven years after the date of discharge. Repeat bankruptcies may remain for up to 14 years. Equifax may voluntarily remove a first bankruptcy after six years, while TransUnion generally follows the seven-year rule.
Employers should not assume that an insolvency record automatically disqualifies an applicant. Whether credit information is relevant depends on the position, the purpose of the check, and the surrounding facts. Employees concerned about a credit check or adverse employment decision should consider speaking with an employment lawyer.
Frequently Asked Questions (FAQ)
Does filing bankruptcy immediately stop garnishment?
The automatic stay generally takes effect when the bankruptcy is filed. In practice, payroll must receive formal notice before it can safely update its records and stop deductions. A payroll cycle may result in one final deduction if processing was already complete.
Does a consumer proposal stop wage garnishment?
Generally, yes. A consumer proposal normally triggers the stay under section 69.2 of the BIA, which stops enforcement such as garnishing wages for debts covered by the proposal.
Can my employer fire me for filing a consumer proposal?
Section 66.36 of the BIA prohibits dismissal, suspension, layoff, or discipline solely because you filed a consumer proposal. Other legitimate employment issues are separate and should be assessed on their own facts.
Does bankruptcy give the same employment protection as a consumer proposal?
No. Bankruptcy does not have an identical federal statutory protection. However, bankruptcy alone will generally not be just cause for dismissal, and terminating someone mainly because they filed bankruptcy may be wrongful dismissal.
What if the garnishment is for child support?
Support obligations are treated differently from ordinary unsecured debts. Do not assume that filing bankruptcy or a consumer proposal will stop a support garnishment. Obtain advice about the specific order and debt.
What should an employer do with a garnishment deduction already taken?
Document the payroll timing and ask the LIT or relevant legal representative how to handle funds that have been withheld but not yet remitted. Depending on the circumstances, those amounts may be recoverable.
Will HR automatically know about my bankruptcy or consumer proposal?
Not necessarily. HR or payroll may learn about it when a garnishment must be stopped. An employer may also learn about it through a lawful, consent-based credit check, particularly for a role where credit information is relevant.
This article is educational only and is not legal, employment, privacy, or financial advice. Employees should speak with a Licensed Insolvency Trustee about their debt solution. Employers and HR professionals should obtain employment counsel where appropriate.

Starting Over, Starting Now
Don’t let financial uncertainty dictate your future. If you or your business is struggling with debt, losing sleep, or facing legal action, contact Ira Smith Trustee & Receiver Inc. today.
We offer a free, confidential consultation to discuss your situation, explain your options in plain language, and help you develop a clear, actionable plan. Our team of Licensed Insolvency Trustees is dedicated to providing the compassionate, professional support you need to regain control and achieve a debt-free life.
Take the first step towards a brighter financial future; call us now.
- Phone: 905.738.4167
- Toronto Line: 647.799.3312
- Evening and Weekends: 289.670.7500
- Website: irasmithinc.com
- Email: brandon@irasmithinc.com
Ira Smith Trustee & Receiver Inc. is licensed by the Office of the Superintendent of Bankruptcy. Ira and Brandon Smith are members of the Canadian Association of Insolvency and Restructuring Professionals.
, , , , , , , , , , , , , , , , , , , , , , , , , , –
Disclaimer: This analysis is for educational purposes only and is based on the cited sources and professional expertise as a Licensed Insolvency Trustee. The information provided does not constitute legal or financial advice for your specific circumstances. Every situation is unique; the outcomes discussed may not apply to your particular case. Please contact Ira Smith Trustee & Receiver Inc. to discuss your specific needs.
About the Author:
Ira Smith is President at Ira Smith Trustee & Receiver Inc., a CPA CA and a Licensed Insolvency Trustee serving clients across Ontario. His experience includes consumer insolvency and complex court-ordered receivership and corporate bankruptcy administration, giving him practical insight into navigating challenging financial situations to achieve optimal outcomes for businesses, creditors, and professionals. Brandon stays current with landmark developments in Canadian insolvency law, ensuring his clients benefit from a cutting-edge understanding of their rights and options.

#Garnishment #WageGarnishment #BankruptcyCanada #ConsumerProposal #DebtRelief #OntarioHR #Payroll #PersonalBankruptcy #Insolvency #StartingOverStartingNow





























