Consent forms, deposits, photos. We write the rules your clinic runs on.

It depends on who provides the care. If your clinic is run by or for regulated health professionals, PHIPA usually applies, with rules on consent, a public statement of your information practices, patient access and breach notice. A wellness business that isn’t a health information custodian is generally covered by PIPEDA instead.

No. The privacy policy explains your practices to the public. Intake and consent forms record what each client agreed to when they started with you.

Many regulated health professions restrict testimonials and before-and-after images, so start with your college’s advertising rules. For ads and sponsored posts that do use a client’s image, a signed release is the standard.

Claims must be truthful, supported and within what the product or service is authorized for. The Food and Drugs Act limits advertising to the public as a treatment or cure for listed diseases, performance claims need adequate and proper testing, and natural health products are limited to the claims in their licence.

Generally, yes. Ontario’s health profession laws mainly control who performs and authorizes treatments such as injections, not who owns the business. Those treatments must be done by an authorized regulated professional, or under their order or delegation, and the employer and its directors can be charged if staff perform them without authority. A clinician’s own professional corporation can only be owned by members of their profession, so owners and clinicians usually work through separate entities and written agreements.

If nurses at your clinic perform injections or other controlled acts, they need an order from an authorized provider such as a physician or nurse practitioner, and that person is often called the medical director. The agreement should cover the orders and directives they issue, who assesses clients and when, supervision and availability, adverse events, records, advertising and pay. It also has to fit the director’s own college rules.

It depends on how the work actually happens, not what the contract calls it. The CRA and the Employment Standards Act look at factors like control, who supplies the tools and the chance of profit or loss. Getting it wrong can mean unpaid CPP and EI, penalties and ESA claims.