Toronto, ON – May 6, 2026 – As we head into the summer season, students coast-to-coast are brushing up their resumes (or in some cases, ChatGPT is hard at work doing the drafting) for summer jobs, and employers (or their own AI assistants) are scanning for qualifications.
But what happens when a qualification is made up (or AI hallucinated)? Are there repercussions after an employee is hired when their employer finds out there was false information on their resume?
The recent Court decision in Tudor v Accurate Screen Ltd, 2026 ABKB 237 (CanLII) tells us the answer. Spoiler alert: it’s a resounding “YES!”
Tudor’s Resume
Tudor applied to be the Vice President of Business Development with Accurate Screen Ltd. (“Accurate”). He did so online, applying for a job posting that stated “an undergraduate degree in Business Administration, or a related field” was necessary, and that an MBA was beneficial.
Tudor didn’t have a degree in Business Administration. In the resume he submitted he indicated that an MBA from McGill University was “expected” later that year.
After going through the hiring process, he was hired and brought onboard by Accurate.
The only problem? Tudor wasn’t enrolled in any MBA program with McGill, nor was he enrolled with any other university for an MBA. He had lied on his resume to make it appear as though he met the necessary qualifications for the job.
And He Would Have Gotten Away With it If it Wasn’t For…
…those pesky Excel skills.
Over the 6.5 months following his hiring, Tudor’s skill set seemed off to Accurate. When questioned about his skill set and education, Tudor variously replied that he would take refresher courses, or some additional mini courses.
Eventually, Tudor admitted he was not enrolled in an MBA program.
As a result of his dishonesty, Accurate terminated Tudor’s employment for cause shortly thereafter.
Can Accurate Do That?
Tudor sued Accurate alleging wrongful dismissal.
In the course of the trial, Tudor offered no reasonable explanation on why he included the fact that he “expected to complete an MBA” in the near term. He wasn’t enrolled in an MBA program and had no activity indicating he would be enrolled in an MBA program. He tried to suggest that Accurate should have done more diligence, which was rejected by the Court. Instead, the Court clearly determined that Tudor was obligated to provide accurate information on his resume. His intentional misrepresentation went to the “heart (of his) moral compass and ultimately (his) abilities.”
Tudor then tried to suggest it wasn’t that bad, and that an MBA wasn’t required for the job. The Court reminded him in its decision that the skills he would have gotten from an MBA were required in the job. The misrepresentation landed Tudor an executive level job for which he was unqualified and untrained (the lack of Excel skills being but one of his shortcomings).
The Court, unimpressed with Tudor’s various arguments, upheld his termination for cause.
Takeaways for Employers
Tudor was no summer student. He applied for an executive level position, which had substantive impact on the organization. However, it is clear that the Court expects honesty and integrity from job applicants.
If, in the course of employment, it becomes clear that an employee (or their AI assistant) has hallucinated relevant qualifications or experience, there can be accountability. In cases such as Tudor’s, that accountability may include termination of employment for cause. Employers are encouraged to conduct a prompt investigation, allowing for the employee to provide an explanation for the misinformation. Employers may also wish to consider including language in the offer letter that requires truthful disclosure and confirms that falsified qualifications may result in discipline up to and including termination for cause.
If you’ve experienced too much creative writing in employee CVs and it’s impacting your business, the Protea LLP team is ready to assist.
