For HR and people leaders

Decisive HR answers.
With the law behind them.

Guidance on Canadian employment law that cites the statute, weighs the case law, flags the risk, and gives you the next step. Then it drafts the hard letters in minutes.

Free to try. Ask a question and see a real answer in seconds.
Canada-wide coverage Cites the rule Free to start
All provinces
and federal coverage
Cited
statute and case law
Risk-rated
on every sensitive answer
Minutes
to draft a letter or policy
What it does

A senior advisor, on call.

Clear guidance and the documents nobody enjoys writing, done right.

Answers grounded in real law

Ask about terminations, notice, leaves, or accommodation and get clear guidance that cites the rule it stands on, province by province.

  • Province-specific notice and severance
  • Just cause, culpable and non-culpable conduct
  • Constructive and wrongful dismissal explained
  • The duty to accommodate, step by step
Ontario employee, 6 years service, no cause. Notice owed?
Statutory minimum is 6 weeks under the ESA. Common law reasonable notice is usually higher and weighs age, role, and re-employability.
ESA s.57Bardal factors

Draft the hard letters

The documents nobody enjoys writing, done in minutes and ready to tailor. Clear, professional, and legally aware.

Termination letter PIP Warning letter Offer letter Accommodation plan Investigation plan Workplace policy Job description
Draft a 30-day PIP for a sales rep missing targets
Performance Improvement Plan
Objective, measurable goals, weekly check-ins, support offered, and a clear review date. Fair, documented, defensible.
Editable draft in seconds

Know the risk before you act

Sensitive questions get a risk read so you know when to slow down, document carefully, or loop in counsel.

  • Every answer flagged low, medium, or high risk
  • The statute and case law it relies on, shown
  • Clear next steps, not just background
Can I fire someone on medical leave for poor performance?
Risk: HighProceed with caution
Terminating during a protected leave carries real human rights exposure. Document performance separately, and get legal advice before acting.
⚖️

Canadian employment law

Guidance that cites the act, the section, and the leading case.

📄

Letters and policies

Terminations, PIPs, offers, accommodations, and handbooks.

🚦

Risk flags

Every sensitive answer rated so you know when to be careful.

🎤

Hiring toolkit

Job descriptions, interview kits, and scoring sheets.

🔎

Search and pin chats

Keep cases organized and find past guidance fast.

📲

Install on any device

Add it to your home screen and open it like a real app.

How it works

From question to defensible answer.

1

Ask the question

Describe the situation and the province. It asks if anything is unclear.

2

Get the analysis

Statutory framework, the risk, and a clear recommendation.

3

Draft and act

Generate the letter or policy, tailor it, and move forward.

Questions

Good to know.

Canadian employment law, with province-specific guidance for BC, Ontario, Alberta, Quebec, the territories, and the federal sector.
Termination and warning letters, performance improvement plans, offer letters, accommodation and investigation plans, job descriptions, and workplace policies, all editable.
Yes. Create a free account and start asking questions and drafting documents right away.
No. It gives well-reasoned, well-cited guidance to help you decide and act, and it flags when to involve qualified legal counsel. It does not replace a lawyer.
Thinkhubˣ HR provides general information and drafting support, not legal advice. For high-risk decisions, consult qualified employment counsel or the relevant labour authority.

Confident decisions,
in less time.

Join the HR professionals who let Thinkhubˣ do the heavy lifting.