Got the Job Offer? Here’s What Happens Next — And What You Really Need to Know

You’ve done it — the interviews are over, the offer is in your inbox, and the excitement is real. But before you start dreaming about your first paycheque or decorating your new desk, let’s take a moment.

Starting a new job isn’t just about saying “yes” and showing up on Day 1 — it’s the beginning of a legal relationship between you and your employer. That means you have rights, they have obligations, and there are a few key things you should never skip over or rush through.

Whether this is your first job in Canada or just your next step forward, this guide walks you through what really happens after you get the job — and what you should keep an eye on at each step.

📨 1. The Offer Letter — Not Just a Formality

Once an employer decides to hire you, the first thing they’ll usually send is a written offer letter. This is often short — sometimes just a page — but it’s still a legal document. Don’t just skim it. This is where your employment relationship begins.

What should be in the offer letter:

• Your position title and start date
• Your salary and how often you’ll be paid (e.g., biweekly or monthly)
• Your working hours (full-time, part-time, shift schedule, etc.)
• Your working location (remote/hybrid/in-office)
• Whether your role is permanent, temporary or contract-based
• Details about the probation period (usually 3–6 months)
• A brief mention of benefits, vacation, and reporting manager
• Any conditions (e.g., background check, references, or certifications)

⚠️ What to pay attention to:

• Make sure your salary, hours, and title match what was discussed verbally.
• Ask about any non-compete clauses, intellectual property rights, or confidentiality agreements.

📃 2. The Employment Contract — Your Real Safeguard

In some cases, the offer letter is followed by a more detailed employment agreement. This contract is the backbone of your rights and responsibilities.

Important things to check:

• Job scope and responsibilities: Are they defined, or left too broad?
• Non-compete clauses: Are you being restricted from working in your field after leaving?
• Intellectual property: Will your work belong to you or the company?
• Performance expectations or KPIs (often informal but still important)
• Vacation and sick leave policies: How are they calculated and approved?
• Workplace policies (dress code, remote work rules, etc.)
• Termination clause: What notice or pay is required if you or the employer end the relationship?

⚖️ Legal Insight:

In Canada, each province has its own employment standards. For example, under the BC Employment Standards Act, employers must provide minimum notice or pay in lieu based on your length of service — unless the contract lawfully overrides it. Be careful: some overly strict termination clauses can be invalid if they violate minimum standards.

You have the right to take time to review the contract (1–3 days is normal). You can also consult a lawyer or employment advisor if needed.

🧾 3. Pre-Employment Paperwork — More Than Just Forms

After you accept the offer, you’ll usually receive some forms to complete before your first day.

You may be asked for:

• Tax forms (TD1 federal/provincial forms in Canada)
• Banking info for direct deposit for salary
• Proof of ID or work eligibility (passport, PR card, work permit)
• Emergency contact info
• Policy acknowledgements (e.g., confidentiality, IT use)

These documents may be handled through online systems like BambooHR, ADP, or Ceridian, or through email PDFs.

🧑‍💼 4. Onboarding — More Than Just Orientation

Your first few days or weeks on the job may include an onboarding process, either in-person or online. Your onboarding experience can vary greatly depending on the company’s size and structure.

🛠️ What to expect during onboarding:

• Welcome email with agenda or schedule
• HR orientation: company values, code of conduct, benefit enrollment
• IT setup: email, laptop, software logins
• Team introductions or buddy assignments
• Workplace safety training (especially important in retail, healthcare, or physical jobs)
• Meetings with your manager: to align on expectations

Even if it's virtual, good employers will walk you through their tools and culture.

🧑‍⚖️ 5. Your Rights as an Employee — Know Before You Start

No matter what’s in your contract, Canadian employment laws set the minimum protections for workers. These cannot be waived, even if you sign something that says otherwise.

Here are a few important examples:

You can find more at:

• Canada Labour Code (for federally regulated jobs)
• Provincial Employment Standards

🧠 Pro Tips from People Who’ve Been There

• ✅ Keep copies of everything — email threads, contracts, even verbal promises written down
• ✅ Create a folder (digital or paper) for your job documents
• ✅ Track your probation end date, raise/review timeline, and benefits enrollment deadlines
• ✅ Set up a time to check in with your manager after your first 30 days
• ✅ Bookmark your province’s employment standards for future reference

🙌 Final Thoughts: This Is the Start of Something Bigger

Starting a new job is more than paperwork and training. It’s a new chapter — with real responsibilities, legal protections, and opportunities for growth.

Whether you’re working in an office, a store, a warehouse, or remotely from home — you deserve to be treated fairly, informed properly, and supported in your journey.

If you ever feel unsure, ask questions. If something doesn’t feel right, trust your instincts. And if you need help, there are resources and professionals ready to back you up.