Walk through the ESA-compliant offer letter, probationary periods, vacation accrual, and IP assignment in one sitting.
Ontario employment law moves fast. Thirty days before you hire, you need four things: an offer letter, an IP assignment agreement, a probationary period clause, and clarity on vacation.
Get this wrong and you'll be paying severance you didn't budget for, or fighting over who owns the code your employee wrote.
This is not an email. It's a formal document that sets the terms: role, salary, benefits, probation period, and what happens if they leave.
Ontario's Employment Standards Act sets minimums you must follow. Your offer letter should meet those minimums and add clarity where the law is silent.
If your employee will write code, design, or create anything that becomes your product — assign it explicitly in writing. Without this, you're fighting over ownership later.
A three-month probation period is standard. But probation doesn't remove common law severance obligations — that's a myth that costs business owners thousands.
A 20-minute signal call. No pitch. We tell you if we're a fit.
