Resume Lies Cross the Line: Alberta Court Backs Termination for Cause
A recent Alberta Court of King’s Bench decision makes it clear that dishonesty on a resume can have real consequences. In Tudor v Accurate Screen Ltd (2026 ABKB 237) a senior executive was hired after stating on his resume that he was currently working toward an MBA and expected to complete it later that year.
In actuality, he was not enrolled in an MBA program and had not taken any MBA courses. Although an MBA was not strictly required for his position, the employer relied on that representation when deciding to hire him.
Work Performance Raises Questions
Concerns surfaced when the employee struggled with a forecasting project that required analytical and statistical expertise the employer reasonably expected. The employer ultimately learned that he was not enrolled in an MBA program, had never taken MBA courses, and had not applied to any MBA program.
Court Supports the Employer’s Decision to Terminate
The Court found that his resume was not just misleading, but factually wrong. The employee knowingly overstated his education, therefore undermining the trust the employer was entitled to place in him, particularly given his senior position. The Court confirmed that employers are entitled to rely on the honesty of executive candidates when representing academic qualifications.
The Court ruled that the employer was entitled to immediately terminate his employment without notice. As the dismissal was for cause, the employee was not entitled to any notice.
However, the employee was not left completely empty‑handed. Because other executives received bonuses for the same period, the Court ordered the employer to pay him a pro‑rated bonus for the time he worked, less the amount he had already received.
Key Takeaways
This decision reinforces that resume accuracy matters, particularly for senior roles. Dishonesty during the hiring process can justify termination for cause, even months after employment begins.
Where an employee’s performance later reveals that they lack the qualifications they claimed to have, that context can further strengthen a just‑cause termination.
Importantly, employers are entitled to rely on resume representations and are not required to conduct a “deep dive” into an executive candidate’s education or credentials to later rely on misrepresentation for cause.
Contact DWF
Questions about hiring risks or termination for cause? DWF’s Employment team is available to provide practical, business‑focused advice tailored to your workplace.
