Employment Contracts & Policies
Offer letters, employment agreements, and workplace policies drafted to protect your business and hold up when it matters.
Learn more For Employers
Practical legal support, built for business.
From hiring to termination, we help employers across Canada manage employment risk with clear, practical advice — not just legal theory. Simon has worked inside a corporate legal department, so he understands the operational realities behind every decision.
Advising businesses from small teams to national operations
How We Help
Legal support at every stage of the employment relationship.
From hiring through termination, here's where employers typically need us.
Terminations Done Right
Guidance on structuring dismissals and severance to minimize legal exposure while treating departing employees fairly.
Learn moreWorkplace Investigations
Independent, defensible handling of harassment and discrimination complaints inside your organization.
Learn moreHuman Rights & Compliance
Practical guidance to meet your obligations under the Ontario Human Rights Code and employment standards legislation.
Learn moreRestructuring & Workforce Changes
Legal support through layoffs, reorganizations, and business transitions — before decisions become disputes.
Learn moreOngoing HR Advisory
Acting as an extension of your team for day-to-day workplace questions, without the overhead of in-house counsel.
Learn more Why Pelsmakher Law
In-house experience, applied to your business.
Simon has sat where you sit — inside a corporate legal department, balancing legal risk against real business considerations. That perspective means advice that's not just legally sound, but practical to act on.
Learn more about our approach Employer FAQs
Plain answers to common employer questions.
Practical, Canadian-law guidance for employers managing risk across their workforce.
Yes — a properly drafted contract is one of the most effective ways to limit your liability on termination and clarify expectations from day one. Without one, you may owe significantly more than you expect under the common law.
Without an enforceable termination clause, a court will typically award common law "reasonable notice," which is often far higher than the Employment Standards Act minimums, based on factors like the employee's age, role, and length of service.
Ontario employers are generally required to investigate workplace harassment complaints. A timely, independent, and well-documented investigation protects both your employees and your business.
Employers must provide a workplace free from discrimination and harassment on protected grounds, and must accommodate employees' needs — such as disability or family status — up to the point of undue hardship.
Yes. Careful planning around selection criteria, notice, and documentation can significantly reduce the risk of claims arising from a restructuring or workforce reduction.
It's one of the most cost-effective ways to reduce risk. Outdated or poorly drafted policies are a common source of disputes and can undermine your position if a termination is ever challenged.
Free consultation
Let's talk about protecting your business.
Whether you're drafting a new policy or navigating a difficult termination, we can help you make the right call — before it becomes a legal problem.
Get In Touch
Tell us what's going on.
Fill out the form and we'll get back to you within one business day. The first consultation is free.
Submitting this form does not create a solicitor-client relationship. Please avoid sharing highly sensitive details until we've connected.