Solutions, LilyHR

HR Compliance

Stay on the right side of Canadian employment law

Employment legislation in Canada is complex, jurisdiction-specific, and constantly evolving. One missed obligation can result in costly fines, tribunal appearances, or damaged reputation.

LilyHR gives you plain-language guidance on your obligations under the BC Employment Standards Act, Ontario ESA, Canada Labour Code, Human Rights Code, and more.

Minimum wage, overtime, and stat holiday obligations by province
Human rights and accommodation requirements
Record-keeping and documentation standards
New hire onboarding legal requirements
Remote work and flexible work legislation

Scenario: "We have a part-time employee working 25 hours/week. Are we required to provide them with benefits under BC law?"

Compliance Guidance

Benefits obligations for part-time workers

LilyHR explains the distinction between statutory minimums (ESA) and contractual benefits, the impact of hours thresholds, and what your employment contracts must specify to avoid disputes.

Employee Discipline

Handle discipline fairly, consistently, and safely

Poorly handled disciplinary processes are one of the most common causes of wrongful dismissal claims in Canada. Procedural fairness, documentation, and progressive discipline are non-negotiable.

Step-by-step progressive discipline guidance
Written warning letter templates
Performance Improvement Plan (PIP) frameworks
How to conduct a disciplinary meeting
Documentation standards that hold up legally

Scenario: "An employee has been late 6 times this month. We've spoken verbally but have no written record. What do we do now?"

Action Required

Progressive discipline, verbal to written

LilyHR guides you through issuing a formal written warning, what it must contain, how to document the conversation, and what the next escalation steps look like if behaviour continues.

Workplace Investigations

Conduct investigations that are fair and defensible

When a harassment complaint, workplace conflict, or serious misconduct allegation arises, how you respond in the first 48 hours sets the tone for everything that follows.

Investigation process frameworks under Canadian law
How to preserve impartiality and natural justice
Interview question templates
Documentation and report writing guidance
When to engage an external investigator

Scenario: "An employee has filed a harassment complaint against their manager. We've never handled this before. Where do we start?"

Escalation Recommended

Harassment investigation protocol

LilyHR outlines your immediate obligations, how to separate the parties, what a proper investigation must include under Canadian human rights law, and flags this as a case requiring an accredited HR consultant.

Policy Writing

HR policies that are clear, compliant, and current

A missing or outdated policy is a liability. LilyHR helps you draft, review, and update workplace policies that reflect current Canadian employment law and your specific workplace needs.

Remote and hybrid work policies
Anti-harassment and respectful workplace policies
Social media and technology use policies
Attendance and leave management policies
Health & safety obligations
Employee handbook framework

Scenario: "We moved to hybrid work 2 years ago but never updated our employment agreements or remote work policy. Is this a problem?"

Policy Gap Identified

Remote work policy & contract amendments

LilyHR explains the risks of unwritten remote work arrangements, drafts a compliant remote work policy, and generates amendment clauses for existing employment agreements.

Terminations

End employment relationships safely and compliantly

Termination is one of the highest-risk actions an employer can take. The Termination Risk Score and AI guidance help you understand your obligations and exposure before you act.

Without cause vs. for cause termination distinctions
ESA minimum notice and severance by province
Common law reasonable notice obligations
Termination letter drafting
Record of Employment (ROE) obligations
Constructive dismissal awareness

Scenario: "We need to let go of a 7-year employee due to restructuring. We have no performance issues on file. What are we on the hook for?"

High Exposure

Without cause termination, 7 years service

LilyHR calculates your minimum ESA obligations, estimates common law exposure (typically 7–14 months pay), and recommends steps to minimise legal risk, including when to engage an HR consultant before proceeding.

Performance Management

Build a culture of accountability without the legal risk

Managing underperformance is uncomfortable, and one of the most legally consequential things you can get wrong. LilyHR gives you a clear process to follow.

Setting SMART performance expectations in writing
Performance Review frameworks and templates
Performance Improvement Plan (PIP) structure and timelines
Documentation best practices throughout the process
Knowing when performance becomes a disciplinary issue

Scenario: "We have an employee who's been underperforming for 8 months but we've never put anything in writing. Can we still terminate?"

Documentation Gap

Building a paper trail, it's not too late

LilyHR explains how to establish a proper performance record going forward, what a legally sound PIP looks like, and the realistic timeline before termination for cause becomes defensible.