Bad employment contracts cost businesses thousands in severance disputes, wrongful dismissal claims, and unenforceable restrictions.
We draft employment agreements that protect your business, limit severance exposure, and clearly define the employment relationship from day one.
Without proper contracts, you’re stuck with expensive common law severance obligations—often 12-24 months for long-service employees.
Poorly drafted contracts with illegal clauses get thrown out entirely, leaving you with even more liability.
Strong contracts limit severance to reasonable amounts, protect confidential information, and prevent employees from competing against you after they leave.
We draft customized employment contracts for executives, managers, professionals, and hourly employees. Each agreement includes compliant termination clauses that limit severance obligations, clear job descriptions and reporting structures, compensation and benefits terms, and probationary period provisions. Your contracts will protect your business while meeting Ontario legal requirements.
Fixed-term contracts require careful drafting to avoid common law severance obligations when the term ends. We structure these agreements properly to minimize liability. For independent contractors, we draft agreements that clearly establish the contractor relationship and avoid employee misclassification risks that trigger ESA obligations.
We draft enforceable non-competition, non-solicitation, and confidentiality clauses tailored to your business needs. Ontario's Working for Workers Act restricts non-competes for most employees, but properly drafted non-solicitation and confidentiality provisions still protect your interests. We ensure your restrictions are reasonable in scope, duration, and geography so courts will enforce them.
Misclassifying employees as contractors creates massive ESA liability. We review your contractor relationships, assess misclassification risks based on control, integration, and other legal tests, and help you restructure agreements to reduce exposure. If relationships should be employment, we help you transition properly.
We create standardized offer letter templates, onboarding checklists, policy acknowledgment forms, and conditional offer language for background checks and medical assessments. Consistent documentation from day one protects you and ensures all new hires receive the same legal protections for your business.
Generic templates often contain illegal clauses or don't comply with current Ontario law. Courts regularly throw out template contracts, leaving you with full common law severance obligations.
Without a contract, employees are entitled to common law notice—often 12-24 months. Proper termination clauses can limit this to reasonable amounts, saving you tens of thousands per termination.
Yes. Contracts don't prevent termination—they just define what you owe when you terminate without cause. Strong contracts make terminations cheaper.
Very limited. The Working for Workers Act banned most non-competes. However, non-solicitation and confidentiality clauses are still enforceable if properly drafted.
Yes. Without one, you're stuck with common law entitlements. Even basic employees should have contracts limiting severance and protecting your business.
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