• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
You are here: Home / Employee Relations / Top 4 mistakes US employers make when expanding into Canada

By SpringLaw | 2 Minutes Read July 13, 2016

Top 4 mistakes US employers make when expanding into Canada

Four issuesWith the hot Toronto tech skills market and the favourable dollar exchange, US employers are increasingly looking north of the border to expand for new business and for new talent.  Here are four common mistakes US employers will want to avoid:

1) Employment laws

While we continue to have more in common than not, there are many subtle differences between US and Canadian workplace laws.  In Canada, about 90% of the workforce is governed by provincial law, not federal, so identifying what applies to your Canadian employees scattered across the country is not always straightforward.  The best approach is to not assume the laws will be the same as US laws, even if we do speak a shared language and all watch the same American TV shows.

2) Privacy

Expectations of privacy are ingrained in our legislation and case law.  This is a fundamental difference between the two countries – employees do have an expectation of privacy in Canada that cannot be eliminated through employer policies.

3) IP laws

Whether an employee by default retains rights to their inventions differs between the two countries (and we’d refer you to great IP lawyers who know way more than we do about this).  Ownership of workplace content intersects with our privacy laws that give employees a default right to privacy.  For example, content developed on a personal device that is then incorporated into workplace product will no doubt invite debate over who owns what.

4) Employee terminations

We have no at-will employment in Canada.  Every employment relationship is governed by a contract, whether express or implied.  The employment standards legislation will require a minimum amount of notice or pay in lieu of notice to any employee dismissed without cause (e.g. business restructuring, redundancy, mild incompetence – anything short of willful misconduct and very bad behaviour).  The common law (courts) will generally award well above the statutory minimums, taking into account various factors of the individual that may necessitate a greater cushion to the next position.  It is very expensive to get this wrong in Canada.  Employees are well versed in their employment rights and will not hesitate to go to an employment lawyer to have their termination package reviewed.

While there are far more great reasons to do business in Canada, the subtle differences can be costly if not navigated carefully.

  • About
  • Latest Posts
Follow me
SpringLaw
Employment and Labour Law Firm at SpringLaw
SpringLaw is a virtual Canadian boutique law firm, practicing exclusively in the areas of employment, labour and human rights law. We work with a wide range of employers - from global companies with operations in Canada to local owner-operators and start-ups - advising on the wide range of legal issues that arise out of the workplace, particularly workplaces in the tech and creative space. We also provide legal and strategic advice to employees throughout their employment journey. Blog posts are written by Lisa Stam, Hilary Page, Emily Siu, Danielle Murray, Lindsay Koruna, Jessyca Greenwood, Marnie Baizley, Matt Chapman, Evaleen Hellinga and Tiffany Thomas.
Follow me
Latest posts by SpringLaw (see all)
  • Navigating your employees’ fear of AI in the workplace - November 8, 2023
  • Ontario businesses must file accessibility compliance reports by December 31, 2023 - October 11, 2023
  • Tech at termination: Can I read my employee’s email after they leave? - September 14, 2023

Share this:

  • Tweet
  • Email
  • Print
  • More
  • Reddit
  • Share on Tumblr
  • Pocket
  • Mastodon

Article by SpringLaw / Employee Relations, Employment Standards, Health and Safety, Human Rights, Immigration, Payroll, Privacy, Union Relations / at-will employment in Canad, common law, Employee inventions, employee terminations, employer policies, employment contract, employment law, employment relationship, IP laws, Ownership of workplace content, Toronto tech skills market, US employers

The Essential HR Policy Guide Banner

Get the Latest Posts in your Inbox for Free!

About SpringLaw

SpringLaw is a virtual Canadian boutique law firm, practicing exclusively in the areas of employment, labour and human rights law. We work with a wide range of employers - from global companies with operations in Canada to local owner-operators and start-ups - advising on the wide range of legal issues that arise out of the workplace, particularly workplaces in the tech and creative space. We also provide legal and strategic advice to employees throughout their employment journey. Blog posts are written by Lisa Stam, Hilary Page, Emily Siu, Danielle Murray, Lindsay Koruna, Jessyca Greenwood, Marnie Baizley, Matt Chapman, Evaleen Hellinga and Tiffany Thomas.

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy

 

Loading Comments...