Canadian HR templates, ready to generate.

A bilingual Ontario offer of employment: role, pay, hours, benefits, vacation, probation, conditions, governing terms and acceptance.

A full indefinite-term Ontario employment contract: hours, pay, benefits, leaves, IP, restrictive covenants, termination, layoff and governing terms.

Engages a contractor, not an employee. Misclassification is a leading liability — the real relationship decides status.

An offer letter tuned to Québec: French-language default, LSA terms, and Civil Code framing.

The end-of-probation assessment and its outcome — confirmed, extended, or ended — recorded while the statutory notice clock is still short.

A respectful, professional decline sent to an unsuccessful candidate after interview.

A first-week onboarding bundle: welcome letter, benefits enrollment, IT equipment checklist, statutory holiday calendar, and first-week schedule. French by default in Quebec per the Charter of the French Language.

Confirms a new role, pay, or reporting line — and keeps the existing contract intact rather than silently rewriting it.

Confirms the return date and the position being returned to — same role or a comparable one, at no less than the pay the leave started at.

One form for any leave — records the dates, the type, and how to stay in touch, without asking for more than the leave requires.

Protects confidential business, client, and personal information handled during employment.

Non-solicitation and (where lawful) non-competition terms. In Ontario, employee non-competes are largely banned.

The consolidated Ontario guide to how the workplace runs — respect & human rights, hours & pay, leaves, remote work, monitoring, health & safety, confidentiality, privacy, conduct and how employment ends.

Sets eligibility, hours, equipment, expenses, data security, and health-and-safety for work away from the office.

Consolidates statutory and company leave — vacation, sick, personal, bereavement, and job-protected leaves.

The baseline behavioural standard — respect, integrity, conflicts of interest, and how concerns are raised.

The base policy every jurisdiction Dutiva covers requires — harassment, discrimination and violence, what respect looks like day to day, and how a report is handled. Québec and federal workplaces prescribe further content the document lists for you to add.

Sets attendance expectations and how absences are reported — separating absence someone chooses from absence they cannot help.

What sick leave you offer, how to use it, and what evidence you ask for — separate from attendance, which never counts it.

Defines eligible expenses, submission timelines, and reimbursement obligations. Sets a company floor that meets or exceeds every province you operate in.

A generic policy shell — purpose, scope, and detail sections the Advisor tailors once you describe what the policy should cover. Start here when no specific template fits.

Documents a performance or conduct concern, the expected change, and the consequence if it continues.

A structured, time-boxed plan with clear goals, support, and check-ins. Framed as help first, not a paper trail.

The findings of a workplace investigation — allegations, evidence, what was found on a balance of probabilities, and the process that got there.

Confidential record of functional limitations and the accommodation plan — no diagnosis on file.

Requests functional-limitation information from a treating provider to support an accommodation — never a diagnosis.

The form you issue when an employee asks for an adjustment — collects functional limitations and what they need, never a diagnosis.

The written answer to an accommodation request — what was asked, what was considered, what was decided, and when it will be reviewed.

The working agreement once an accommodation is in place — the measures, who is responsible for each, and when it gets reviewed.

The internal worksheet behind a refusal — every option canvassed, the evidence for each factor, and the conclusion that follows from them.

Ends employment without cause. High exposure — confirm notice, severance, and benefit continuation before sending.

Confirms an employee’s resignation, the last day, and final-pay logistics — closing the record cleanly.

For terminating 50+ employees in a short window. Triggers enhanced notice and government-notification duties.

Release of claims provided in exchange for enhanced termination payment. Requires independent legal advice for the employee before signing.

Final-pay, benefits, equipment, and ROE checklist for an employee’s last day.

Assembles what the ROE needs before you file it, and records the reason code you used — the field that decides the EI claim.

Confirms role, dates and — where you choose to give one — an assessment you can stand behind, written to one consistent standard.

Notice of an individual temporary layoff — start date, expected recall, what continues, and the point at which it becomes a termination.

An employee’s own plan for staying well at work — what helps, what the early signs are, and what they want their manager to do. Voluntary, issued blank for the employee to fill in, and no diagnosis is ever requested.

What someone receives beyond salary, separated honestly — pay, benefits provided, and employer contributions — without one inflated total.

The outcome of a pay review, including the year there is no increase — said in the first line, with the actual reason and what would change it.

What to say to the team, in what order — for the meeting after the individual conversations, never instead of them.

The written follow-up to the meeting — the new structure, what is not changing, and when people will hear more.

The questions the team will actually ask, with answers agreed in advance — including the ones you are not going to answer.

Introduces a new policy — what it is for, what changes in practice, and what to do if it affects something you already had.

One signature covering a set of policies rolled out together — for onboarding, an annual refresh, or a policy issued outside the studio.

Tells people what actually changed in a policy they already have — what moved, what did not, and whether they need to acknowledge it again.

Tells a respondent or a witness what is happening, what is being asked of them, and what protections apply — before the interview, not after.

Tells the team someone has left — the date, the cover, the contact. Written so that a resignation and a dismissal read the same way.

What to tell staff after a serious incident — what is known, what is being done, what to do now, and nothing that has to be retracted tomorrow.