Nedko Petkov

Nedko Petkov





  • J.D., Osgoode Hall Law School, York University
  • Citation in International, Transnational & Comparative Law, Osgoode Hall Law School
  • B.A. (Hons.), Victoria University, University of Toronto

Practice Description

Nedko is a partner in Dale & Lessmann LLP’s Litigation/Dispute Resolution Group. Nedko maintains a broad commercial litigation practice, including acting for clients in employment, leasing, secured creditor, insolvency and construction disputes. Nedko is also a member of the firm's Renewable Energy Practice Group and has made appearances before the Environmental Review Tribunal, including successfully defending appeals of Renewable Energy Approvals issued to developers of renewable energy power generation facilities (in particular wind power projects) by the Ontario Ministry of the Environment.

Community Involvement

  • Parkdale Community Legal Services (Caseworker)
  • Parkdale Community Legal Services (past Board Member)

Professional Affiliations and Distinctions

  • Admitted to the Ontario Bar (Law Society of Upper Canada), 2014
  • The Benjamin Laufer Prize in International Law (Osgoode Hall Law School)
  • The Honourable Paul Bentley ’77 Prize for Professionalism (Osgoode Hall Law School)
  • Canadian Bar Association

Recent Blog Posts

November 1, 2019, saw the coming into force of several amendments to the Bankruptcy and Insolvency Act (“BIA”). One notable change is the broadening of the scope of directors’ liability with respect to certain pre-bankruptcy transactions.
After receiving much media attention and public scrutiny, Canada’s rules and policies for admitting and processing temporary foreign workers into the country were recently overhauled.
Canadian Law has long recognized that employers are, in certain circumstances, responsible for the wrongful actions of their employees.  Cases in which employers may be found vicariously liable can vary, below is a summary of the general principles governing an employer’s vicarious liability.
The suspension of an employee is a very serious measure that can have a drastic effect on the employment relationship.  As such, it should be undertaken only after careful consideration by the employer.
Non-competition and non-solicitation clauses in employment contracts (collectively referred to as “restrictive covenants”) can be a source of frustration and uncertainty for employers and employees alike.