Eligible employees are entitled to 17 weeks of maternity leave. Employment Insurance (EI) provides maternity benefits at 55% of the employee's average insurable earnings, up to a maximum of $695 per week, for 15 weeks.

Maternity benefits are available to the birth mother and cover the period surrounding childbirth.

Canada offers two options for parental leave benefits through EI:

• Standard option: Up to 40 weeks at 55% of earnings (maximum 35 weeks per parent)
• Extended option: Up to 69 weeks at 33% of earnings (maximum 61 weeks per parent)

Quebec has its own parental insurance plan (QPIP), which includes 5 weeks of paternity leave paid at 70% of earnings.

Sick leave entitlements vary by province and territory. Federally regulated employees are entitled to 10 days of paid sick leave per year.

Provincial entitlements differ. Some provinces provide paid sick days while others only guarantee unpaid sick leave. Employers may also offer additional sick leave through employment contracts or company policies.

Federally regulated employees are entitled to bereavement leave as follows:

• 5 days of bereavement leave (3 days paid) for the death of an immediate family member

Provincial entitlements vary. Employers may offer additional bereavement leave through company policy.

There is no at-will employment in Canada. Employers must have just cause for termination or provide adequate notice and severance pay. Employees may challenge wrongful dismissals through the courts or applicable labour boards.

Valid grounds for termination with cause include:

• Serious misconduct or insubordination
• Habitual neglect of duty
• Fraud or dishonesty
• Willful disobedience of lawful orders

Notice periods depend on the jurisdiction and length of service:

Federal (Canada Labour Code):

• After 3 months of service: 2 weeks notice
• After 8 or more years of service: up to 8 weeks notice

Ontario (Employment Standards Act):

• 1 week of notice per year of service, up to a maximum of 8 weeks

Common law notice entitlements are typically much more generous, ranging from 2 to 6 weeks per year of service, up to a maximum of approximately 24 months.

Severance pay entitlements vary by jurisdiction:

Federal:

• After 12 consecutive months of continuous employment: the greater of 2 days' wages per year worked or 5 days' wages

Ontario:

• After 5 years of service: 1 week's pay per year of service, up to a maximum of 26 weeks

Upon termination, employees must also be compensated for any accrued but unused vacation time.

Federal vacation entitlements increase with years of service:

• After 1 year of service: 2 weeks (vacation pay at 4% of earnings)
• After 5 years of service: 3 weeks (vacation pay at 6% of earnings)
• After 10 years of service: 4 weeks (vacation pay at 8% of earnings)

Provincial vacation entitlements vary. Some provinces, such as Saskatchewan, provide 3 weeks after 1 year of service.

Canada observes approximately 9 federal statutory holidays per year. Five holidays are recognized nationwide, with additional holidays varying by province and territory.

Nationwide statutory holidays:

• New Year's Day (January 1)
• Good Friday (date varies)
• Canada Day (July 1)
• Labour Day (first Monday of September)
• Christmas Day (December 25)

Additional federal holidays:

• Victoria Day (Monday before May 25)
• Thanksgiving (second Monday of October)
• Remembrance Day (November 11)
• National Day for Truth and Reconciliation (September 30)

The onboarding process is typically completed within 2-5 business days following client execution of the Statement of Work.

Salaries in Canada are typically paid on a bi-weekly basis (every two weeks). Some employers use a semi-monthly pay schedule (twice per month).

Employers are responsible for withholding and remitting income tax, CPP contributions, and EI premiums from each pay period.

Written employment contracts are strongly recommended in Canada but are not always legally required. Verbal agreements can create enforceable employment relationships, though written contracts provide clarity and legal protection for both parties.

Essential contract elements include:

• Job title and description
• Compensation and benefits
• Start date
• Termination terms and notice provisions
• Non-compete and non-solicitation clauses
• Confidentiality obligations

Employment law varies significantly by province and territory. Contracts should comply with the applicable provincial employment standards legislation.

Probation periods in Canada are typically 3 to 6 months. During the probation period, employers may terminate employment with shorter notice or no notice, depending on the jurisdiction and contract terms.

Federal employees may be terminated without notice during the first 3 months of employment. Provincial rules vary, and employment contracts should clearly specify probationary terms to be enforceable.