1. Verbal Promises ≠ Contract Terms
"The manager told me I can work from home, but it’s not written anywhere."
🔸 Employers may casually promise things during interviews — flexible hours, remote options, future raises — but unless they’re in writing, they’re not guaranteed.
✅ Tip: Politely request email confirmation or written addendum before signing.
2. "Probation Period" ≠ No Rights
"I thought I had no protections during probation."
🔸 In Canada, employment standards apply from Day 1, even during probation. For example, you’re still protected against harassment, unsafe work, and in many provinces, entitled to notice or pay in lieu if terminated without cause.
✅ Tip: Read your province’s laws — e.g., BC requires at least 1 week’s notice or pay after 3 months, even if you’re still on “probation.”
3. Lack of Job Scope = Future Headaches
"They said it's an admin job, now I’m doing marketing, events, and IT!"
🔸 Vague job descriptions like “other duties as assigned” can lead to role creep. It’s legal — but if it feels exploitative, it’s a red flag.
✅ Tip: Ask for a written scope of responsibilities and clarify which tasks are temporary vs ongoing.
4. No Clear Policy on Remote/Hybrid? That's a Risk
"Suddenly they asked everyone to return to the office."
🔸 Many people assume hybrid or remote is permanent — but unless it's outlined in the contract or policy manual, it can change anytime.
✅ Tip: Ask if remote/hybrid work is policy-backed or discretionary. Get confirmation in writing if it’s important to you.
5. Who Do You Report To — and What If That Changes?
"My manager quit. Now I don't know who I'm accountable to."
🔸 In small to mid-sized companies, your reporting line can shift unexpectedly. Make sure you know who sets your priorities and evaluates your work.
✅ Tip: Clarify this during onboarding — it affects everything from performance reviews to promotion pathways.
6. Unwritten Culture & Expectations
"People work late even if hours say 9–5. Is that required?"
🔸 Every workplace has a hidden culture. Just because something isn't in the handbook doesn't mean it's not expected.
✅ Tip: During onboarding, ask your “buddy” or team casually:
- "What’s a typical workday really like?"
- "Is it OK to log off right at 5?"
7. You Might Be Signing Away Intellectual Property
"I didn’t know they own my personal project."
🔸 Some contracts say the employer owns any invention, code, or content you create — even outside work hours — if it's related to their business.
✅ Tip: If you freelance, write, or code outside of work, check IP clauses carefully. Negotiate carve-outs for personal projects.
8. Benefits Delays = Risk
"I thought I had health coverage — then I got a bill."
🔸 Many company plans have waiting periods (e.g., 90 days) before benefits kick in. This is not always clearly communicated.
✅ Tip: Ask when benefits actually start, and whether you need private coverage in the meantime.
9. Termination Clause Could Limit Your Severance
"I got 1 week’s pay after 2 years of work."
🔸 Some employers add clauses that limit severance to bare minimums, even if you’d otherwise be entitled to more under common law.
✅ Tip: Look for phrases like “in accordance with the Employment Standards Act” — this may waive your right to greater compensation. Consult a lawyer if unsure.
10. No Exit Plan = No Leverage Later
"I want to leave but I didn’t realize I need 4 weeks’ notice."
🔸 Some contracts require longer notice periods for employees (especially at mid-senior level). Others impose restrictions post-employment.
✅ Tip: Always check how you can resign, how long you must stay, and what you're allowed to do after (e.g., join a competitor).
💬 Final Thought: The Best Time to Protect Yourself Is Before Day 1
We often get so focused on “getting the job” that we forget — how you start a job sets the tone for everything after.
Don’t be afraid to:
- Ask questions that show self-respect
- Request written clarification (politely)
- Push back gently on vague or risky clauses
🎯 Being thoughtful now helps you avoid burnout, legal disputes, and mismatched expectations later.
