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Canadian handbook
gap checker.

Turn nine review questions into a practical action list for your Canadian workplace.

This is a self-assessment of your review process.

It does not read your handbook, determine entitlements or certify compliance. A “Reviewed” answer is your report—not our verification. No employee information is needed. Your answers stay in this page and are cleared on reload.

What “reviewed” should mean

Use “Reviewed” when you can point to a documented assessment for this workplace, the relevant evidence and the person responsible for implementation. If you only have an old global handbook, choose “Not reviewed” or “Not sure” for areas that have not been checked locally.

Run one workplace at a time

Set the context for the workplace you are assessing. Do not combine an Ontario engineering team, a BC support team and a federal workplace into one answer. The context notices identify additional review questions; they do not decide coverage or an exemption.

1. Set the context

Run the checklist separately for each workplace. The questions organize review areas; they do not reproduce every local rule.

Workplace jurisdictionWorkplace contextEmploying arrangementOntario employees on January 1 (not worldwide headcount)

2. Tell us what has been reviewed

Choose “Not sure” when you do not have a documented answer. There is no benefit to guessing “Reviewed.”

01 · Workplace coverage and employing arrangementHave you documented the employing arrangement and checked which workplace rules apply?

02 · U.S. handbook localizationHave you reviewed U.S.-specific wording rather than simply reusing the U.S. handbook?

03 · Payroll setup and deductionsHas a payroll specialist checked deductions, remittances and province-of-employment treatment?

04 · Hours, overtime and role exceptionsHave actual duties and local hours/overtime rules been reviewed, including any claimed exception?

05 · Vacation, holidays and protected leaveHave vacation time/pay, local holidays, protected leaves and additional PTO been reviewed separately?

06 · Employment terms and terminationHave Canadian employment terms and the termination process received jurisdiction-specific review?

07 · Employee concerns, harassment and safetyHave local prevention/reporting requirements and a usable employee-concern process been reviewed?

08 · Monitoring and employee informationHave actual monitoring tools and employee-data practices been reviewed under applicable law?

09 · Policy implementation and ownershipHave you assigned owners, checked conflicting documents and recorded the policy version distributed?

No information is submitted to a server. This tool does not save your answers.

Make the result useful

Turn the action list into a review record.

A “Reviewed” count describes your answers, not a legal score. An empty action list means you reported every area as reviewed—it does not mean the tool has verified the handbook or that every obligation is satisfied.

Suggested fields for your own follow-up worksheet
Record	What to put in it
Workplace and question	The actual location, role or procedure involved, with the unanswered issue in plain language
Evidence needed	The applicable source, agreement, role facts or system configuration that needs checking
Owner and next step	Who will assess it, who implements the result and when you will follow up
Completion record	The decision, relevant effective date, affected documents and confirmation that the operating process was updated

You can print or save the displayed action list through your browser. Reloading clears your answers; this tool does not maintain an account record or email a report. Keep any follow-up employee information in your own appropriately restricted system.

Use the localization worksheet for wording conflicts and the responsibility map to assign the work.

Turn the action list into a review record.

Understand the questions

Can you use a U.S. employee handbook in Canada?

Hiring your first Canadian employee: a U.S.-employer checklist

Canadian HR policies for U.S. tech employers: Ontario, BC and Alberta