A Canadian Staffing Agency Contract is a legally binding agreement between a client company and a staffing agency (also called a temporary help agency or recruitment firm) that establishes the terms under which the agency will source, screen, and refer candidates for the client's open positions. This contract is distinct from an employment contract because it governs the commercial relationship between two businesses rather than the employment relationship between an employer and an employee.

In Canada, staffing agencies are subject to extensive regulatory oversight at the provincial level. Ontario's Employment Standards Act, 2000 (Part XVIII.1) includes specific provisions governing temporary help agencies, requiring them to hold a valid licence, provide written information statements to assigned employees, and comply with equal pay provisions. British Columbia's Temporary Foreign Worker Protection Act adds protections for foreign workers recruited through agencies. Alberta's Employment Standards Code also applies to temporary staffing arrangements, ensuring that agency workers receive the same minimum standards as other employees.

The staffing agency contract must address the critical question of employer-of-record status. In most Canadian provinces, the staffing agency is considered the employer of record for the temporary workers it places, making the agency responsible for payroll processing, statutory deductions including Canada Pension Plan contributions, Employment Insurance premiums, and income tax withholding. The agency must also maintain workers' compensation coverage through the applicable provincial body, whether WSIB in Ontario, WorkSafeBC in British Columbia, or WCB in Alberta and other provinces.

Privacy compliance is a fundamental requirement for Canadian staffing agencies. The Personal Information Protection and Electronic Documents Act (PIPEDA, S.C. 2000, c. 5) governs the collection, use, and disclosure of personal information in the course of commercial activities. Staffing agencies routinely collect sensitive personal information from candidates, including resumes, employment history, references, and background check results. The agency must obtain meaningful consent from candidates before collecting their information and must limit collection to information reasonably necessary for the recruitment purpose. Provincial privacy legislation in Alberta, British Columbia, and Quebec provides additional requirements that may apply depending on where the agency operates.

A Canadian Staffing Agency Contract is essential whenever a business engages a staffing agency or recruitment firm to source candidates for open positions, whether for temporary placements, contract roles, or permanent hires. The contract should be executed before the agency begins any recruitment activities to ensure both parties understand their respective obligations, payment terms, and liability allocations.

This contract is particularly important for defining the financial arrangement between the client and the agency. Canadian staffing contracts typically use one of several fee structures: a flat fee per placement, a percentage of the placed candidate's annual salary, or an hourly markup for temporary workers. All fees must be stated in Canadian dollars, and the contract should address GST/HST obligations under the Excise Tax Act, R.S.C. 1985, c. E-15. The agency is typically required to charge and remit applicable GST/HST on its recruitment fees.

The non-solicitation clause is one of the most commercially significant provisions in a staffing agency contract. Without such a clause, a client could receive candidate referrals from the agency and then hire those candidates directly, bypassing the agency's fee. Courts across Canada have consistently upheld reasonable non-solicitation provisions in commercial contracts, applying the framework established in Shafron v. KRG Insurance Brokers (2009 SCC 6). A well-drafted non-solicitation clause should specify the duration of the restriction, the scope of candidates covered, the notification requirements if the client hires a referred candidate, and the financial consequences of breach.

Background check and screening provisions require careful attention to Canadian privacy law. Under PIPEDA, the agency must obtain the candidate's informed written consent before conducting background checks, credit checks, or criminal record searches. The Canadian Human Rights Act and provincial human rights codes prohibit discrimination based on protected grounds during the recruitment process, and the contract should require both parties to comply with these obligations. Drug testing is permitted in limited circumstances in Canada but is subject to significant restrictions under human rights legislation, particularly for safety-sensitive positions.

Workers' compensation coverage is mandatory for staffing agencies that place temporary workers with client companies. The contract should clearly allocate responsibility for workers' compensation premiums and claims management between the agency and the client. In Ontario, staffing agencies must register with the Workplace Safety and Insurance Board (WSIB) and maintain coverage for all temporary workers. Failure to maintain proper coverage can result in penalties for both the agency and the client company.

A comprehensive Canadian Staffing Agency Contract must clearly identify both parties with their full legal names, addresses, and the province of incorporation or registration for the client company. The contract should specify the type of entity the Service Provider is (corporation, sole proprietorship, partnership) and confirm the authority of the individuals signing on behalf of each party.

The scope of services must be precisely defined. The contract should list the specific recruitment services the agency will provide, which may include candidate sourcing, resume screening, skills assessment, interview coordination, reference checks, and background verification. The positions the client needs to fill should be identified by title and department, along with any specific qualifications, experience requirements, or certifications candidates must possess. Specifying these requirements upfront protects both parties and provides a clear framework for evaluating the agency's performance.

Payment terms must be stated in Canadian dollars and should include the fee structure (flat fee, percentage, or hourly markup), payment timing (before or after placement), payment method (EFT, cheque, wire transfer, or Interac e-Transfer), and the number of days within which payment is due. The contract should address the agency's obligation to charge and remit applicable GST/HST. A guarantee period should be specified, during which the agency will provide a replacement candidate at no additional cost if the placed candidate leaves or is terminated.

The contract duration, renewal terms, and termination provisions should be clearly stated. Both parties should have the right to terminate with reasonable written notice, and the contract should specify the cure period for breaches. Insurance requirements are essential, particularly workers' compensation coverage (WSIB, WorkSafeBC, or WCB depending on the province), general liability insurance, and professional liability (errors and omissions) insurance. The privacy and data protection clause should reference PIPEDA and applicable provincial privacy legislation and specify how candidate personal information will be collected, used, stored, and destroyed.

The non-solicitation clause should define the restricted period, the scope of candidates covered, notification requirements, and penalties for breach. The governing law clause should reference the province where the services are primarily performed, and the dispute resolution mechanism should specify whether disputes will be resolved through the provincial courts, mediation, or arbitration. Both parties should represent that they will comply with all applicable federal and provincial legislation, including employment standards, human rights, privacy, and occupational health and safety laws.