Employment contract template
A ready-to-use employment contract template for businesses in Quebec and across Canada, built for a first hire rather than a complex one.
An employment contract sets the terms that govern the relationship: duties, compensation, working hours, confidentiality, intellectual property and how either side can end it. Writing those terms down before day one is what prevents the argument later.
It covers standard employment situations. It is not a customized agreement, and it is not built for executive or equity-linked hires.
How the template works
This employment contract template is for businesses that want a written agreement in place quickly, without opening a customized legal mandate first. You download it, fill in the blanks that apply to the role, and both parties sign.
It is a generic document, so it gives you a minimum viable legal framework rather than a tailored one. For a standard hire at a growing company that is usually enough. For anything with unusual compensation, equity, or a senior mandate, it is not, and the section below explains where the line sits.
The contract covers the terms that decide most employment disputes:
- Duties and responsibilities. What the role actually is, so performance can be measured against something written.
- Term and probation. Whether the position is indefinite or fixed-term, and how the trial period works.
- Compensation and benefits. Salary or hourly rate, pay frequency, bonuses and any benefits offered.
- Working hours and leave. Schedule, overtime treatment and vacation entitlement.
- Confidentiality and non-solicitation. What the employee may not disclose, and who they may not approach after leaving.
- Intellectual property. Ownership of what the employee creates during employment, which does not transfer automatically without a clause.
- Termination. How either party ends the relationship, and what notice applies.
It is a standard document, so it stops where customization begins:
- No tailoring to your specific business, sector or the role you are filling
- Not suitable for executive, management or equity-linked arrangements
- No stock options, commission plans or complex variable pay
- Does not replace a contract drafted or reviewed by a lawyer
- Any adaptation or legal review requires a separate mandate with Barricad Avocats
Which option fits. The template suits a standard hire where the terms are conventional and the budget is tight. Custom drafting suits a first senior hire, a role with variable compensation, or an employee who will hold real commercial leverage. A full legal review suits a business that already has contracts in circulation and wants to know whether they hold.
Completing and using the template is the client's responsibility.
No refunds are issued after purchase.
This product is a document, not legal advice. It does not create a lawyer-client relationship.
A company hires its first employee and wants expectations, obligations, confidentiality and intellectual property ownership settled from day one, before anyone starts work.
The template lets the employer put a clear contractual framework in place the same week, at a fraction of the cost of custom drafting, while staying aligned with general legal standards.
If your situation involves any of the following, a template is the wrong tool:
- Role-specific or restrictive clauses
- Advanced or variable compensation structures
- Executive, management or director-level contracts
- A full legal review of terms already in use
One thing no contract can change. Provincial minimum standards apply on top of whatever you sign, and a contract cannot reduce them. Notice on termination is the clearest example. In Quebec, the Act respecting labour standards requires one week of notice after three months of uninterrupted service, two weeks after one year, four weeks after five years and eight weeks after ten. In Ontario, the Employment Standards Act starts at one week after three months and rises by roughly one week per year to a maximum of eight. A clause promising less than the statutory minimum is simply unenforceable.
For the full picture before you hire, read our complete guide to the employment contract in Quebec. The team at Barricad Avocats can take it further through a separate legal mandate.
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Employment contract template for Quebec and Canadian employers
A written employment agreement gives an employer and a new employee one place to confirm the role, compensation, schedule, workplace rules and the terms that apply if the relationship ends. This downloadable employment contract template is designed for a standard, non-executive hire in Quebec or elsewhere in Canada. The employer completes the fields that apply to the position, reviews the final terms with the employee and has both parties sign before the first day of work.
The document covers the clauses most growing businesses need for a straightforward hire. It is a practical starting point when compensation is conventional and the role does not involve equity, complex incentives or senior management authority. It is not a customized agreement and it does not replace legal advice.
Why put the employment terms in writing?
In Quebec, an employment contract may be verbal or written. The CNESST recommends a written contract because it helps prevent misunderstandings about working conditions, the duration of the employment and the employee's duties. A signed document also gives both parties a common reference when questions come up later.
Employment contract template or custom drafting?
The right option depends on the role, the compensation structure and how much business risk the employee will carry.
By opening an NBC business account*.
What should an employment contract include?
An employment contract should answer the questions that affect the day-to-day relationship and the cost of ending it. The exact terms depend on the position and the province where the employee works, but a standard agreement commonly addresses:
- the job title, duties, reporting relationship and start date;
- whether the position is indefinite or fixed-term, plus any probation period;
- salary or hourly pay, pay frequency, bonuses and benefits;
- regular working hours, overtime treatment, vacation and leave;
- work location and expectations for remote or hybrid work;
- confidentiality, non-solicitation and the handling of company information;
- ownership of intellectual property created during employment;
- resignation, termination, notice and any continuing obligations.
The completed agreement must comply with the employment standards that apply where the employee works. A contract cannot remove minimum rights created by provincial law, even when the employer and employee agree to the wording.
When is this template the right fit?
Use this employment contract template when you are hiring a standard employee, the duties and compensation are easy to describe, and you need a written agreement without opening a custom legal mandate. It works best for an early hire whose responsibilities, pay and working conditions follow a conventional structure.
Choose custom drafting instead when the employee will manage the business, receive shares or options, earn substantial variable compensation, control sensitive commercial relationships or accept restrictions that need to be tailored. In those cases, a generic clause can create more uncertainty than it removes.
Before the employee signs
- Complete every field that applies to the role and remove instructions or blanks that should not remain.
- Check the employment standards for the province where the employee will work.
- Make sure the compensation, schedule and benefits match the offer already discussed.
- Review confidentiality and intellectual property terms against the employee's actual duties.
- Give the employee time to read the agreement and have both parties sign before work begins.
For a fuller explanation of Quebec clauses, minimum standards and termination terms, read the complete guide to employment contracts in Quebec.
Need a contract built for the role?
Barricad Avocats can draft or review an employment agreement for a senior position, variable compensation plan or unusual commercial risk under a separate legal mandate. If the template does not match the hire, book a call to discuss the role before anyone signs.
FAQ
Answers to your frequently asked questions.
What is an employment contract?
An employment contract is a legal agreement between an employer and an employee that defines the terms and conditions of employment. It outlines the role, compensation, work schedule, obligations, and termination conditions.
Is an employment contract mandatory in Quebec?
It is not mandatory, but strongly recommended. Without a written contract, the minimum rules of the Act Respecting Labour Standards apply, which can limit the employer's flexibility for elements not covered by law.
Why is it important to have a written employment contract?
Although the law governs many aspects of the employment relationship, a written contract helps clarify expectations, reduce the risk of disputes, and address elements not automatically covered by law.
What does an employment contract usually include?
It typically includes the position, job description, salary, benefits, work schedule, vacation, confidentiality, intellectual property, and termination conditions.
Must an employment contract comply with Quebec's minimum labour standards?
Absolutely. The contract cannot provide conditions below what the Act Respecting Labour Standards guarantees: minimum wage, vacation, statutory holidays, and termination rules. If a clause provides less than the law, the law applies and the clause is void. The contract serves to go beyond the law and govern what it does not cover.
Can I include a non-compete or non-solicitation clause?
Yes, but these clauses must meet strict criteria to be valid in Quebec: reasonable duration, territory, and scope. Proper drafting is essential to ensure enforceability. For sensitive situations (technology, trade secrets), Barricad Avocats can assist with custom drafting.
Is a non-compete clause truly enforceable in Quebec?
In Quebec, non-compete clauses are valid but must be reasonable. Courts evaluate three criteria: duration (generally 1 to 2 years maximum), territory (limited to the area where the employee actually worked), and the nature of prohibited activities (must be sufficiently specific). An overly broad clause will be reduced or voided. The Lexstart template includes a standard clause, but for sensitive businesses (technology, trade secrets), custom drafting through Barricad Avocats is recommended.
Can I include a confidentiality clause?
Yes. A confidentiality clause is strongly recommended to protect sensitive information, client data, and trade secrets.
Can I include an intellectual property assignment clause?
Yes, and it is strongly recommended if the employee creates content, code, designs, or any other material as part of their duties. Without an explicit clause, ownership of these creations can be ambiguous. The IP assignment clause ensures everything the employee creates in the scope of their work belongs to the corporation. The Lexstart template includes this optional clause.
Can I include a clause on data retention?
Yes. The clause should specify how long data is retained and how it is secured or deleted at the end of that period.
Our team is here to answer your questions and help you find the right solution.