LAWCRESTEmployment agreements lawyer in Mississauga
The terms you sign at the start of a job shape your rights for years. Lawcrest helps employees, executives and employers across Mississauga and the GTA review, negotiate and draft employment agreements that are clear, fair and compliant with Ontario law.
Whether you are hiring or being hired, the written agreement matters. Get advice before you sign, while the terms can still be changed.
416-830-3369Why your employment agreement matters
An employment agreement sets out your pay, duties, benefits, working conditions and, importantly, what happens when the relationship ends. In Ontario, minimum standards are set by the Employment Standards Act, and an agreement cannot give you less than those minimums.
Clauses on termination, bonuses and restrictions are the ones people most often regret signing without advice.
We explain the agreement in plain language, point out the risks and, where needed, negotiate better terms. For employers, we draft agreements that are clear and built to hold up.
- EmployeesNew offers, promotions and changes to your terms.
- Executives and senior staffComplex pay, equity and exit terms.
- EmployersCompliant contracts, policies and templates for your team.
Agreements and documents we handle
If your document is not listed, call us. We will tell you plainly how we can help.
Offer letters and contracts
Review and drafting of the written terms for new and existing employees.
Executive agreements
Senior management contracts, including bonus, equity and exit terms.
Independent contractor agreements
Agreements with contractors, and advice on whether someone is truly a contractor.
Termination clauses
Checking whether a termination clause is clear and meets the legal requirements.
Confidentiality and non-solicit
Agreements that protect business information and client relationships.
Bonus, commission and equity
Plans and agreements for incentive pay, stock options and shares.
Remote and hybrid work terms
Agreements and policies for working from home or across locations.
Handbooks and workplace policies
Policies that support your contracts and meet current Ontario requirements.
When should you speak to a lawyer?
The best time is before you sign. It is much easier to change a contract than to deal with the consequences later.
- You received a job offer or contractWe explain the terms and suggest changes before you accept.
- Your employer wants you to sign a new agreementChanges to your terms deserve a careful look.
- You are being promoted or relocatedYour agreement and your rights may need updating.
- You are hiring your first or next employeeA proper contract helps avoid problems later.
- You are unsure if someone is an employee or contractorThe label in the contract does not always decide the issue.
- You want to protect your business informationConfidentiality and restrictive terms need careful drafting.
What a good employment agreement covers
Every job is different, but strong agreements deal clearly with these key points.
- The roleJob title, duties, reporting line and place of work.
- Pay and benefitsSalary, bonus, commission, vacation and benefit plans.
- Hours and probationWorking hours, overtime treatment and any probationary period.
- Confidentiality and ownershipProtection of business information and who owns work created.
- Restrictive termsNon-solicitation and, in the few cases where allowed, non-competition.
- Ending the employmentNotice, severance and what happens when either side ends the relationship.
Red flags we look for
These are some of the terms that can quietly cost you money or rights. We point them out and suggest fixes.
- Unclear or unfair termination clausesTerms that may not meet Ontario minimums, or that cut your entitlements.
- Non-compete clauses for ordinary employeesOntario generally restricts these, with limited exceptions.
- Vague bonus or commission termsPay that depends on undefined conditions or discretion.
- Unilateral right to change termsClauses letting the employer change your job or pay at will.
- Overbroad intellectual property termsGiving up ownership of work done outside your job.
- Mislabelling as a contractorAn employee treated as a contractor can lose basic protections.
For employees and executives
Your agreement is worth reading closely. We help you understand it and, where possible, improve it.
- Plain-language reviewA clear explanation of every important clause.
- Negotiation supportAsking for better pay, notice, bonus or equity terms.
- Executive packagesReview of complex pay, equity, change-of-control and exit terms.
- Changes after you startAdvice if your employer wants to change your terms or role.
For employers
Good agreements and policies protect your business and treat your team fairly. We help you get them right.
- Compliant contract templatesAgreements that reflect current Ontario law and your business needs.
- Protecting your businessConfidentiality, intellectual property and non-solicit terms drafted carefully.
- Workplace policiesPolicies required or recommended for Ontario employers, such as those on disconnecting and electronic monitoring where they apply.
- Correct classificationAdvice on whether workers are employees or independent contractors.
- Keeping documents currentRegular updates as the law and your business change.
How we work with you
A clear process, with no surprises about where your agreement stands.
Consultation
You tell us about the job or the business. We listen, ask the right questions and explain how we can help.
Review or plan
We read the agreement or plan the contract, and identify the points that matter most to you.
Advice or draft
We give you a clear written explanation, or prepare a draft that fits your situation.
Negotiate
We propose changes and negotiate with the other side, aiming for a fair, workable agreement.
Finalize and sign
We prepare the final version and guide you through signing, including electronic signing where suitable.
Ongoing support
We are available for questions as the relationship develops and for later updates.
How we price our work
We discuss costs at the start, so you can plan and decide with confidence.
Employee contract reviewBefore you sign
A plain-language review of the contract you were offered, with advice on risks and suggested changes.
Executive agreement reviewMore complex terms
Review and negotiation of senior-level agreements, including bonus, equity and exit terms.
Employer contract draftingTailored to your business
A new employment agreement or template written for your business and your roles.
Policies and handbooksFor your workplace
Policies that match your contracts and current Ontario requirements.
Updating existing documentsKeep them current
Review and update of agreements and policies as the law and your team change.
Why clients choose Lawcrest
You are trusting us with your work or your business. This is how we earn that trust.
Plain-language advice
No jargon. You understand each clause before you agree to it.
Cost clarity
We discuss our fees at the start so you can decide with full information.
Practical drafting
Agreements that are clear, fair and easy to follow.
Confidential
What you tell us is protected by solicitor-client privilege.
Responsive
Your questions get answers, and you hear from us as your file moves.
Both sides understood
We work with employees and with employers.
Regulated lawyers
Lawcrest is a professional corporation regulated by the Law Society of Ontario.
Local and accessible
Meet us at our Matheson Blvd office in Mississauga, or arrange a call.
Frequently asked questions
Still not sure? Call 416-830-3369 and we will talk it through.
Do I have to sign my employment contract right away?
You can usually ask for time to review it. Signing and starting work may bind you to its terms, so it is wise to have it reviewed before you accept.
Can my employer make me sign a new contract after I start?
Employers sometimes ask. Whether the new terms are binding can depend on whether you received something in return and on the circumstances. Get advice before you sign.
Can my employer make me sign a non-compete?
In Ontario non-competition clauses are generally prohibited for employees, with limited exceptions such as certain executives and sales of a business. Non-solicit and confidentiality terms are still commonly used.
What makes a termination clause invalid?
Courts look closely at these clauses. If a clause could give an employee less than the legal minimums, a court may find it unenforceable, and the employee may be entitled to more notice at common law.
Is a verbal agreement enough?
Verbal terms can be binding, but they are hard to prove. A written agreement protects both sides, and for employers it is the safer route.
Am I an employee or a contractor?
It depends on the real working relationship, not just the label in the contract. Factors include control, tools, risk and whether you work for others.
Can my employer change my terms without my agreement?
Not always. A major change to your pay, duties or role may be a significant change that you do not have to accept, and may in some cases amount to constructive dismissal. Get advice quickly.
Is my information confidential?
Yes. Your communications with us are protected by solicitor-client privilege.
Testimonials
They made a complicated legal matter feel understandable. We always knew what was happening, why it mattered and what came next.
Carolean
Worker
We always knew what was happening, why it mattered and what came next. They made a complicated legal matter feel understandable.
Elena
Founder of a company
Lawcrest
@2026