Jurisdiction-first routing
The workflow starts with federal vs provincial or territorial coverage, then applies the selected jurisdiction's overtime and hours-of-work frame.
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ToolPrivate beta
Canada Employment Standards Classification Tool
Helps People Ops review Canadian overtime, hours-of-work, and worker-status classification.
The problem
Canadian classification is jurisdiction-first. Federal, provincial, and territorial rules can change the overtime threshold, the available exclusions, and whether someone is truly an employee or an independent contractor.
Who it's for
People Ops, Total Rewards, HRBP, and employment-counsel partners reviewing Canadian employees, contractors, and reclassification questions.
Why I built it
The US FLSA workflow was useful, but Canadian work needs its own legal model instead of a renamed US salary-threshold tool.
What it helps with
- Routes federal vs provincial or territorial employment standards before applying any overtime analysis.
- Screens employee-vs-independent-contractor facts using control, tools, profit/loss, and integration signals.
- Supports deep first-pass review for federal, Ontario, British Columbia, Alberta, and Quebec roles.
- Flags other provinces and territories as conservative triage instead of pretending the rule set is complete.
- Produces a memo with source references, risk flags, and a strong not-legal-advice disclaimer.
- Supports single-role review and bulk CSV triage using Canadian province and territory names or aliases like ON, BC, and QC.
What's inside
Worker-status screen
Contractor labels are tested against practical facts such as control, tools, business risk, and integration into the organization.
Conservative legal flags
Non-deep jurisdictions, special industries, collective agreements, multi-jurisdiction work, and PEI's June 30, 2026 threshold change are escalated for review.
Memo and bulk outputs
The app produces an internal review memo and supports CSV import/export for People Ops triage batches.
Practitioner review guide
Run Canadian roles through the beta and judge whether the memo makes the legal uncertainty visible enough for People Ops and counsel. Use scrubbed or fictional employee details.
- Test a clear Ontario manager and read the memo. Does it separate title, duties, authority, and non-management work?
- Test a BC high-technology role. Does the output explain the high-technology path without overextending it to every software job?
- Test a contractor with employee-like facts. Does the beta push the review toward worker-status risk instead of treating the contractor label as decisive?
- Test a PEI role with an effective date before and after June 30, 2026. Does the threshold change show up clearly?
- Upload a small CSV with ON, BC, QC, and PE aliases. Are the aliases accepted and are conservative jurisdictions flagged before final reliance?
Canadian employment standards classification is high stakes. Use scrubbed or fictional inputs. The beta is a decision-prep layer, not legal advice; consult Canadian employment counsel before relying on an output.
Executive read
A separate Canadian beta, not a localization of the FLSA tool. The first production pass is intentionally conservative: it deeply encodes common People Ops patterns for federal, Ontario, British Columbia, Alberta, and Quebec, while escalating the remaining jurisdictions to counsel review before reliance.