1. Position, Duties, and Reporting
Position / Job Title: [[Job Title]]
Department: [[Department or "N/A"]]
Primary Work Location: [[Primary Work Location Address or "Remote as agreed"]]
Reports To: [[Supervisor Name and Title]]
Start Date: [[Start Date]]
The Employee is employed in the position of [[Job Title]]. The Employee shall perform the duties reasonably assigned by the Employer consistent with the position and such other duties as are customarily associated with the role. The Employee agrees to devote the time, attention, and best efforts necessary to perform the duties faithfully and to comply with all lawful policies, procedures, and directions of the Employer.
2. Employment Type, Probation, and At-Will / Termination Notice
Employment Type: [[ "Indefinite term" or "Fixed term ending [[End Date]]" ]]
Under the British Columbia Employment Standards Act ("ESA"), employment is generally indefinite unless a written fixed-term agreement is used. The initial period of employment may include a probationary period of up to three (3) months during which the Employer may terminate without notice or severance under the ESA (s. 63).
After the probationary period, the Employer must provide written working notice or pay in lieu of notice (and severance where applicable) in accordance with the ESA minimums:
- After 3 consecutive months of employment: 1 week's notice or pay in lieu.
- After 12 consecutive months: 2 weeks' notice or pay in lieu.
- After 3 consecutive years: 3 weeks' notice or pay in lieu, plus 1 additional week for each additional year of service, up to a maximum of 8 weeks.
The Employer may terminate the employment relationship at any time by providing the greater of ESA minimum notice/pay or common-law reasonable notice (which may be significantly longer depending on age, length of service, character of employment, and availability of similar employment). Any contractual notice clause must be carefully drafted to limit liability while remaining enforceable.
The employment relationship may also end by resignation (Employee must provide reasonable notice), retirement, death, or frustration of contract.
3. Compensation
Base Salary or Hourly Wage: $[[Base Annual Salary or Hourly Rate]]
Pay Frequency: [[Bi-weekly / Semi-monthly / Weekly]]
Overtime: Non-exempt employees are entitled to overtime pay at 1.5 times the regular wage rate for hours worked over 8 in a day or 40 in a week (or as otherwise provided in an averaging agreement approved under the ESA).
FLSA / ESA Classification: [[Exempt or Non-exempt - include brief rationale]]
Wages must be paid at least semi-monthly and within 8 days after the end of the pay period under the ESA. The current British Columbia minimum wage is $17.40 per hour (as of June 2026; confirm current rate at time of hire). The Employee authorizes all required statutory deductions including income tax, Canada Pension Plan (CPP), and Employment Insurance (EI).
Bonus / Commission / Variable Pay: [[Description of any bonus, commission plan, or "None"]]
Any bonus is discretionary unless expressly stated as earned upon meeting defined metrics. The Employer reserves the right to modify variable compensation plans with notice.
4. Benefits and Paid Time Off
Benefits: [[Summary of benefits eligibility, e.g., extended health, dental, life insurance, or "As described in the Employer's current benefits summary provided separately"]]
The Employee may be eligible for benefits in accordance with plan documents and the Employer's policies. The Employer reserves the right to modify or terminate benefit plans in accordance with their terms and applicable law.
Vacation: The Employee is entitled to paid vacation in accordance with the ESA:
- After 1 year of employment: at least 2 weeks of vacation time and 4% vacation pay.
- After 5 consecutive years: at least 3 weeks of vacation time and 6% vacation pay.
Vacation must be taken within 12 months after the end of the year in which it is earned, unless a written agreement permits carry-over.
Statutory Holidays: The Employee is entitled to statutory holiday pay for the 11 public holidays recognized under the ESA when eligibility requirements are met.
Sick Leave and Other Leaves: The Employee is entitled to protected leaves under the ESA (including maternity/parental, family responsibility, compassionate care, critical illness, domestic violence, and COVID-19 related leaves where applicable) and any greater entitlements under the Employer's policy or the Canada Labour Code (if federally regulated).
5. Hours of Work and Scheduling
Standard Hours: The Employee's regular hours are [[e.g., Monday to Friday, 9:00 a.m. to 5:00 p.m., 40 hours per week]].
The Employer will schedule work in accordance with the ESA hours-of-work rules, daily and weekly rest requirements, and any applicable averaging agreement. The Employee will be notified of scheduling changes in advance where practicable.
6. Confidentiality, Intellectual Property, and Restrictive Covenants
Confidentiality: During and after employment, the Employee shall not disclose or use any confidential or proprietary information of the Employer, including trade secrets, customer lists, pricing, business methods, financial information, and other non-public information, except as required in the performance of duties or as required by law. This obligation survives termination indefinitely for trade secrets and for a reasonable period for other confidential information.
Intellectual Property Assignment: All work product, inventions, improvements, ideas, writings, software, designs, and intellectual property created by the Employee in the course of employment or using Employer resources, time, or information are the sole and exclusive property of the Employer. The Employee hereby assigns all rights, title, and interest to the Employer and agrees to execute all documents and take all actions reasonably requested to perfect the Employer's ownership. This clause survives termination.
Restrictive Covenants:
The Employee agrees that during employment and for a period of [[e.g., twelve (12) months]] after termination (for any reason), the Employee will not, directly or indirectly:
- Solicit or attempt to solicit any customer, client, or supplier of the Employer with whom the Employee had material contact during employment, for the purpose of providing competing services or products.
- Solicit, recruit, or encourage any employee of the Employer to leave their employment.
Non-Compete: A non-competition covenant is included only if necessary to protect legitimate business interests and is limited to [[geographic scope, e.g., the Lower Mainland of British Columbia or "the Province of British Columbia"]] and [[duration, e.g., twelve (12) months]]. British Columbia courts will enforce non-compete and non-solicit covenants only to the extent they are reasonable in duration, geographic scope, and activity. Overbroad covenants may be severed or declared unenforceable. The Employer does not require a non-compete in all roles; this clause applies only where expressly stated and reasonable.
The consideration for these covenants is the employment and the mutual promises contained in this Agreement.
7. Termination
Termination by Employer for Cause: The Employer may terminate the Employee's employment at any time for just cause (including but not limited to serious misconduct, willful neglect of duty, dishonesty, or material breach of this Agreement) without notice or severance.
Termination by Employer without Cause: The Employer may terminate the employment relationship at any time without cause by providing working notice or pay in lieu of notice equal to the greater of:
- The minimum entitlements under the ESA (as described in Section 2); and
- Common law reasonable notice (or pay in lieu), taking into account the Employee's age, length of service, character of employment, and the availability of similar employment.
The Employer may require the Employee to remain away from the workplace (garden leave) during any notice period while continuing to receive salary and benefits.
Termination by Employee: The Employee may resign by providing reasonable advance notice in writing. The Employer may, at its discretion, accept a shorter notice period or waive the notice requirement.
Return of Property: Upon termination (or at any time upon request), the Employee shall immediately return all Employer property, documents, devices, keys, access credentials, and materials, and shall not retain copies of any confidential information.
8. Performance and Probationary Reviews
The Employer may conduct periodic performance reviews. The initial probationary period is [[e.g., ninety (90) days]]. During or at the end of probation, either party may end the employment relationship without notice or severance beyond ESA minimums if applicable.
9. Expenses, Equipment, and Remote Work
The Employee will be reimbursed for pre-approved, reasonable, out-of-pocket business expenses incurred in the performance of duties upon submission of required documentation in accordance with Employer policy.
If remote or hybrid work is authorized, the Employee agrees to maintain a suitable workspace, secure all confidential information, and comply with the Employer's remote-work policy. The Employer is not responsible for home office expenses unless expressly agreed in writing.
10. Governing Law and Dispute Resolution
This Agreement is governed by and construed in accordance with the laws of the Province of British Columbia and the federal laws of Canada applicable therein. The courts of British Columbia have exclusive jurisdiction over any dispute arising out of or relating to this Agreement or the employment relationship.
The Employee acknowledges that the Employee has been advised of the right to seek independent legal advice before signing this Agreement and has had a reasonable opportunity to do so.
11. General Provisions
- This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements, understandings, and negotiations, whether written or oral.
- No modification of this Agreement is valid unless in writing and signed by both parties.
- If any provision is held invalid or unenforceable, the remaining provisions continue in full force.
- The failure of either party to enforce any term is not a waiver of that party's rights.
- This Agreement may be executed in counterparts, including by electronic signature, each of which is deemed an original.
- The Employee represents that the Employee is legally entitled to work in Canada and will provide all required documentation (SIN, work permit if applicable) on or before the Start Date.
12. Employee Acknowledgments
The Employee acknowledges and agrees that:
- The Employee has read and understands this Agreement in full.
- The Employee has had the opportunity to seek independent legal advice.
- The Employee signs this Agreement voluntarily, without duress or coercion.
- The Employee understands the termination provisions and the restrictive covenants (if any).
- The covenants are reasonable and necessary to protect the Employer's legitimate business interests.
13. Signature Block
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
EMPLOYER:
[[Employer Legal Name]]
Per: ________________________________________
Name: [[Authorized Signer Full Name]]
Title: [[Authorized Signer Title]]
Date: [[Date]]
EMPLOYEE:
________________________________________
Employee Full Legal Name: [[Employee Full Legal Name]]
Date: [[Date]]
14. Schedules (Optional Attachments)
Schedule A - Job Description
[[Attach detailed job description or state "Duties as reasonably assigned consistent with the position."]]
Schedule B - Compensation and Bonus Terms
[[Attach commission plan, bonus metrics, or equity grant details if applicable.]]
Schedule C - Confidentiality and IP Policy Acknowledgment
[[Reference or attach separate policy if used.]]
15. Disclaimer
Template - not professional (legal/financial/medical) advice. This is a sample template employment contract for use in British Columbia. Termination entitlements are governed by the British Columbia Employment Standards Act (s. 63 and related sections) and common law. Minimum wage is subject to periodic adjustment; confirm current rates. Non-competition covenants are enforceable in British Columbia only if reasonable in scope, duration, and geography; otherwise they may be unenforceable. Vacation, statutory holiday, and leave entitlements must meet or exceed ESA minimums. Employers and employees should obtain advice from qualified British Columbia employment counsel. This document is not legal advice. As of June 2026.
Record of Execution
Both parties acknowledge that they have received a signed copy of this Agreement.
