A Canadian Independent Contractor Offer Letter is a formal written document from a company to an individual or entity, proposing an independent contractor engagement rather than an employment relationship. This offer letter establishes the preliminary terms of the engagement, including the scope of work, compensation, duration, and key contractual obligations, which will typically be followed by a comprehensive Independent Contractor Agreement once the offer is accepted.

The distinction between an independent contractor and an employee is one of the most significant classifications in Canadian law, with far-reaching implications for tax obligations, statutory entitlements, and liability. The Canada Revenue Agency (CRA) uses a multi-factor test derived from the Supreme Court of Canada's landmark decision in 671122 Ontario Ltd. v. Sagaz Industries Canada Inc. (2001 SCC 59) to determine whether a worker is an employee or an independent contractor. The key factors include the degree of control the payer exercises over the worker, ownership of tools and equipment, the worker's chance of profit and risk of loss, and the degree to which the worker is integrated into the payer's business organization.

The tax consequences of the classification are substantial. When a worker is properly classified as an independent contractor, the company does not withhold or remit Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, or income tax. The contractor is responsible for their own tax filings, CPP self-employment contributions (both the employee and employer portions), and GST/HST registration and remittance once their annual taxable supplies exceed CAD $30,000 under the Excise Tax Act, R.S.C. 1985, c. E-15. If the CRA later determines that the worker was misclassified, the company can face significant liability for unremitted source deductions, penalties, and interest under the Income Tax Act.

Independent contractors in Canada are generally not protected by provincial Employment Standards Acts, which means they are not entitled to statutory minimum wage, overtime pay, vacation pay, statutory holiday pay, or termination notice. However, the Federal Court of Appeal and provincial courts have recognized an intermediate category of dependent contractors who, while not employees, work primarily for one client and are economically dependent on that relationship. Dependent contractors may be entitled to common-law reasonable notice of termination, as established in McKee v. Reid's Heritage Homes Ltd. (2009 ONCA 916). This makes it essential for the offer letter to clearly establish the independence of the contractor relationship.

A Canadian Independent Contractor Offer Letter is needed whenever a company wishes to formally propose an independent contractor engagement to a worker before executing a full contractor agreement. The offer letter serves as the initial step in establishing the relationship and should be presented before any work begins to ensure both parties clearly understand the nature of the arrangement and the key terms of the engagement.

This offer letter is particularly important for establishing the independent contractor classification from the outset. By clearly stating in the offer letter that the engagement is an independent contractor relationship rather than employment, and by structuring the terms to reflect genuine independence (flexibility in schedule, use of own tools, ability to work for other clients, and assumption of business risk), the company creates contemporaneous documentation supporting the classification. If the CRA or a provincial employment standards board later questions the classification, the offer letter provides evidence of the parties' original intention.

The offer letter is essential when engaging contractors for project-based work, consulting engagements, freelance assignments, or specialized services where the company needs specific expertise but does not want to create an employment relationship. Common scenarios include engaging software developers, graphic designers, marketing consultants, accountants, writers, photographers, and other professionals who maintain their own business operations and serve multiple clients.

Compensation terms must be clearly stated in Canadian dollars. Unlike employees who receive wages subject to statutory deductions, independent contractors invoice for their services and are responsible for their own tax obligations. The offer letter should explicitly state that the company will not withhold CPP, EI, or income tax, and that the contractor is responsible for all tax filings and remittances. If the contractor's annual revenue exceeds CAD $30,000, they must register for and charge GST/HST under the Excise Tax Act.

Intellectual property ownership is a critical issue that must be addressed in the offer letter. Under the Copyright Act, R.S.C. 1985, c. C-42, s.13(3), the employer is the first owner of copyright in works created by employees in the course of employment. However, this automatic ownership provision does not apply to independent contractors. Without a written IP assignment clause, the contractor retains ownership of all intellectual property they create. The offer letter should include a clear statement that all work product, inventions, and intellectual property created during the engagement will be assigned to the company upon creation or upon payment.

Confidentiality provisions are important when the contractor will have access to proprietary information, trade secrets, customer lists, or other sensitive business data. Unlike employees who may have implied duties of confidentiality, independent contractors must have explicit confidentiality obligations set out in writing. The offer letter should reference the requirement to sign a separate Non-Disclosure Agreement or include confidentiality provisions directly.

A comprehensive Canadian Independent Contractor Offer Letter must begin with the date of the offer and the full legal name and address of the contractor being offered the engagement. The company's legal name should be clearly stated, along with the specific role or title for the engagement and the department the contractor will be associated with, if applicable. The letter should clearly state that the engagement is as an independent contractor, not as an employee, to establish the proper classification from the outset.

The work location should be specified, though the offer letter should note that as an independent contractor, the worker has flexibility in determining where they perform their work, consistent with CRA guidelines on control. The engagement period must include both the start date and the expected end date, establishing the fixed-term nature of the contractor relationship. If the engagement may be renewed or extended, the offer letter should state the process for doing so.

The contractor's responsibilities should be described in terms of deliverables and outcomes rather than specific tasks and processes, as excessive direction over the manner of work performance is an indicator of an employment relationship under CRA guidelines. The description should focus on what the contractor is expected to deliver rather than how they are expected to work.

Compensation must be stated in Canadian dollars, specifying the fee structure (fixed fee, hourly rate, or project-based fee), the amount, and the payment frequency. The offer letter must clearly state that the contractor is responsible for their own tax obligations, including federal and provincial income tax, CPP self-employment contributions, and GST/HST registration and remittance if applicable. The company should not describe compensation as salary or wages, as this language suggests an employment relationship.

The working schedule section should describe expected availability and deadlines rather than prescribing specific hours of work. Requiring the contractor to work set hours at the company's premises is a strong indicator of an employment relationship. The point of contact at the company should be identified for coordination purposes, but the relationship should be described as a liaison rather than a supervisory role.

Additional provisions should address confidentiality obligations, IP assignment, background check requirements (with the contractor's written consent under PIPEDA), and eligibility to work in Canada. The response deadline gives the contractor a specific timeframe to accept the offer. The governing law clause should reference the province where the engagement will primarily take place, and the letter should be signed by an authorized representative of the company.