Items You Must Include in Employment Contracts

Items You Must Include in Employment Contracts

Legally sound employment contracts spell out your company’s obligations to workers and their responsibilities to the business. Canadian employment contracts must comply with the terms set by the Employment Standards Act, or ESA. The Act describes legal minimums that employers must meet when offering a job to a prospective employee.

If you are concerned about the employment contracts at your company, you may wish to speak with an attorney to make sure your documents are in order and compliant with federal law. This page will discuss some best practices when drawing up new contracts.

Table of Contents

The Basics: Employee Duties, Hours, Compensation and Type of Employment

These basic components are all related but distinct aspects of an employment contract that lays out when an employee will report to work, what they will do, and how you will pay them. Your employment contracts may also outline any probationary periods you establish for staff at your company.

Types of Employment


Employee Duties

Employee Confidentiality and Competition Agreements

A confidentiality clause requires employees to keep information about your business private, which protects your property and rights from public disclosure. Additionally, a non-compete agreement restricts employees from working for another rival company or establishing their own competing business as long as they work for you and perhaps for a set period of time after they leave.

A non-compete clause can also legally protect your business from an employee who tries to hire away your staff or contractors for a rival business.


Employer Notices Regarding Termination and Changes to Employment

Your contract should provide information in line with the ESA to address termination and significant changes to employment, which could include demotion, cutting hours, or making substantial changes to an employee’s duties, which may amount to “constructive dismissal.” 

Your employment contract should address issues such as the period of time between notice of termination and the conclusion of employment.

Review the ESA for your province or territory to ensure you are in compliance with Canadian federal law:


Consider seeking legal counsel if you are concerned about how your company handles this aspect of employment contracts.

Some Final Advice

If you are looking to hire new employees, you may be able to attract more qualified applicants by offering a competitive benefits package. Group Enroll is a brokerage firm that has helped many Canadian companies secure group health insurance and other benefits packages that appeal to prospective employees who are trying to decide where they want to work.

Contact Group Enroll today to begin receiving quotes from top health insurance providers so you can compare policies and choose the best one to fit your employees’ needs and your budget.