Calgary Employment Contract Lawyer

When it comes to employment contracts in Alberta, having a knowledgeable and experienced employment contract lawyer by your side can make a big difference. These legal professionals specialise in navigating the intricacies of employment law and can ensure compliance with applicable laws and regulations, and help create clear and enforceable agreements. 

In Alberta, an employment contract serves as a crucial document that outlines the terms and conditions of employment between an employer and an employee. It establishes the rights and obligations of both parties, helping to prevent disputes and clarify expectations. However, employment contracts can be complex, and understanding the legal implications requires expertise in employment law.

Relying solely on generic employment contract templates may not adequately address specific needs or protect the employer’s interests. An employment lawyer can provide personalized advice and customize the contracts. The employment contract lawyers at DLegal assist with reviewing and drafting employment contracts to ensure they comply with Alberta’s employment standards and protect the interests of your business. They have in-depth knowledge of Alberta labour law and can identify any ambiguous clauses or craft employment contracts on your behalf.

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Why Have a Lawyer Review Your Employee Contracts

Legal Compliance

Employment laws and regulations can be complex and vary depending on the jurisdiction. Lawyers who specialize in reviewing and drafting employment contracts can ensure that the contract adheres to all relevant local, state, and federal employment laws, avoiding potential legal issues in the future.

Avoiding Ambiguity

Ambiguous or poorly written contract terms can lead to misunderstandings, disputes, and potential lawsuits. When lawyers specialize in reviewing and drafting contracts, they can help draft precise and clear contract language, reducing the risk of misunderstandings between Alberta employers and their employees.

Protecting Company Interests

Employee contracts often include confidentiality, non-compete, non-solicitation, and intellectual property clauses to protect the company’s sensitive information and assets. A lawyer can help ensure these provisions are appropriately drafted to safeguard the employer’s interests.


Each business and industry may have specific requirements and considerations. A knowledgeable lawyer can tailor the employee contracts to address the unique needs and concerns of the employer.

Minimizing Liability

A well-drafted employment contract can help limit an employer’s liability in case of disputes or termination of employment. It can outline the terms and conditions of employment, including grounds for termination, notice periods, severance pay, and other essential details.

Adapting to Changes in the Law

Employment laws are subject to change over time. A contract lawyer can help the employer stay up-to-date with any legal changes that may affect their employer employee relationship and employment contracts, ensuring compliance at all times.

Enhancing Employee Relations

Clear and fair employee contracts can contribute to positive employee relations. When employees understand their rights and responsibilities, they are more likely to feel valued and respected by the employer.

Arbitration and Dispute Resolution

Including arbitration clauses in employment contracts can be beneficial for resolving potential disputes outside of court. A lawyer can help structure such clauses to be fair and effective.

What to Include In an Employment Contract

There are several things that a fair employment contract should contain. These include but are not limited to the following. Seek legal counsel from one of our employment lawyers to review your specific situation.

Job Description and Compensation

The new employment agreement should include a job description that provides a detailed and accurate account of the specific duties, responsibilities, and expectations associated with the position. The compensation section should outline not only the base salary but also any additional forms of compensation such as bonuses, commissions, profit sharing, or stock options. It should also include details about how salary increases or adjustments will be determined and when they may occur.

Working Hours and Overtime

The employment agreement should specify the standard working hours, including start and end times, lunch breaks, and rest periods in accordance with Alberta’s employment standards. It should also outline the process for requesting overtime by the employee and compensation for overtime work, including the rate of pay for overtime hours and any requirements for obtaining approval prior to working overtime.

Probationary Period

If you want to include a probationary period, it should be clearly defined in the contract, including its duration and any specific conditions that apply during this period. It is essential to understand the rights and responsibilities of both the employer and the employee during the probationary period, including any performance evaluations, training requirements, or possibilities for extending the probationary period.

Benefits and Perks

The contract should specify any additional benefits and perks that are part of the employment package. This may include health insurance coverage, dental and vision benefits, disability insurance, retirement plans, vacation and paid time off entitlements, professional development opportunities, flexible work arrangements, and any other fringe benefits that you provide the employee.

Termination Clause

A well-crafted termination clause is crucial for protecting the rights of both the employer and the employee. It should clearly outline the conditions and procedures for ending the employment relationship, including notice periods required for termination, severance or termination pay entitlements, any post-termination obligations, and restrictions such as non-solicitation or non-disparagement clauses.

Confidentiality and Non-Compete Clauses

If relevant to the nature of the job, the contract should clearly define any confidentiality, non-solicitation, and non-compete clauses. Confidentiality clauses protect your business’s confidential information, trade secrets, and intellectual property. Non-solicitation clauses prohibit actively pursuing fellow employees, customers, or suppliers. In contrast, non-compete clauses restrict the employee from engaging in certain activities that may compete with your business interests for a specified period of time and within a defined geographical area.

Dispute Resolution

It is important for the contract to include provisions for resolving disputes that may arise during the employment relationship. This can involve specifying the preferred methods of dispute resolution, such as mediation or arbitration, to avoid costly and time-consuming litigation. Clear procedures for filing complaints, conducting investigations, and seeking resolution should be outlined in the contract.

Governing Law

The contract should explicitly state that it is governed by Alberta law. This helps establish the legal framework within which the employment relationship operates, including the application of employment standards, statutory entitlements of employees, and other relevant laws and regulations. It ensures that the rights and obligations of both parties align with the applicable provincial employment legislation.

Choose The Right Calgary Employment Contract Lawyer

Every business and employment relationship is unique, and a one-size-fits-all employment contract may not adequately address specific company needs or employee roles. An experienced employment lawyer can customize employment agreements to suit the employer’s specific requirements and the nature of the job, helping to prevent misunderstandings or conflicts in the future.

We also provide legal support to employees. So, contact our team if you need assistance reviewing your new employment contact prior to signing.

Lawyer & Notary
Anna Dunaeva

Anna perpetually works to surpass her clients' expectations. Through continuous communication, Anna delivers on her commitment to keep clients at the centre of her practice.

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