Practice Area
Employment & Contractors
Hiring is where fast-growing businesses get exposed. The wrong offer letter, a misclassified contractor, a termination handled without the right documentation — these are all fixable problems, but only before they become disputes.
We help founders and growing digital businesses put clear agreements, practical policies, and defensible processes in place so you can scale with confidence — aligned with Ontario's ESA, OHSA, and human rights obligations. Fixed-fee and scoped upfront.
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How We Help
Team growth isn't just employment law — it's risk management, clarity, and operational discipline. We build agreements and systems that match how founders actually scale.
Offer Letters & Employment Agreements
Offer letters and employment agreements covering probation language, compensation mechanics, bonus and variable pay, confidentiality and IP terms, and remote-work expectations — drafted to reduce ambiguity and the disputes that follow from it.
Contractor Agreements & Misclassification Risk
Contractor templates and relationship structures designed to reduce misclassification exposure — with clean deliverables, payment, termination, and IP ownership terms built for how modern service-based teams actually operate.
Policies & Handbooks Built for Real Use
Code of conduct, respectful workplace, harassment and violence policies, leave and overtime basics, accommodations processes, and social media guidelines — written so managers can actually follow them under pressure, not just file them.
Performance, Discipline & Defensible Records
Documentation frameworks, PIPs, and progressive discipline processes built to keep decisions consistent, trackable, and defensible — so performance issues are handled before they become legal exposure.
Terminations & Restructuring Support
Without-cause packages, notice and severance risk analysis, releases, and reference language — structured to reduce wrongful dismissal and constructive dismissal exposure without turning every departure into a crisis.
Restrictive Covenants & IP Protection
Tailored confidentiality, non-solicit, and IP provisions drafted to be enforceable and realistic — especially for client-facing, revenue-critical, or brand-sensitive roles where the exposure is highest.
Our approach
Agreements and policies are handled as scoped, fixed-fee deliverables wherever possible. You know what you're getting, what it costs, and why it matters — before we start, not after.
What Goes Wrong
Common Hiring Issues We Fix
These problems appear consistently in fast-growing teams — usually at the exact moment there's no time to fix them properly.
Offer letters that create ambiguity on probation, bonus, or remote work +
We tighten role definitions, probation language, compensation mechanics, and expectations so you don't end up in disputes over what was promised at the time of hire.
Contractors working like employees — misclassification exposure +
We structure contractor relationships to match how they actually operate, reduce reclassification risk, and lock down IP ownership, deliverables, and termination rights before the relationship starts.
Policies that exist, but nobody can follow — or they're outdated +
We build policies designed for real use — simple, consistent, and aligned with your team's actual workflows, so managers don't improvise when a situation arises.
Performance problems handled informally — until they escalate +
We create documentation frameworks and progressive discipline processes so decisions are consistent, trackable, and defensible if challenged — before the situation gets expensive.
Terminations that trigger wrongful dismissal or constructive dismissal claims +
We assess notice and severance exposure, build clean release packages, and help structure communications and reference language so departures are handled cleanly the first time.
No IP assignment or confidentiality terms in place when a key person leaves +
We build confidentiality, IP assignment, and non-solicit provisions into employment and contractor agreements so your client relationships, code, content, and trade secrets are protected when someone moves on.
Working Style
What the Process Looks Like
01
Tell us how you hire and how the team operates
Headcount plans, roles, contractor versus employee usage, remote setup, compensation structure, and where you've already felt friction — performance issues, policy gaps, or a termination that didn't go smoothly.
02
We scope the work as a fixed-fee project
Agreements, policies, and documentation systems handled as scoped deliverables wherever possible — so you know what you're getting, what it costs, and why it matters before we start.
03
You get usable documents and practical guidance
Clean agreements, manager-ready policies, and documentation workflows designed to reduce risk without turning your team into a bureaucracy. Built to scale with you, not to be filed and forgotten.