Nothing to point to
Something happens and there's no policy, no signed acknowledgment, no documented history — so you're deciding on the spot, at the exact moment improvising costs the most.
Digital HR Toolkit · Built for Canada
The HR Policy Starter Pack gives you ten Canadian workplace policies already written — plus the Employee Handbook framework, the acknowledgment form your team signs, and the annual checklist that keeps it current. Replace the bracketed fields, have it reviewed, put it in force.
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Ten policies, already written Built for Canadian rules Plain language, no jargon
You're past five employees. People take vacation, call in sick, come back from leave, get talked to about performance — and every one of those things runs on what you said once, to one person, in a conversation nobody wrote down. It works right up until the day it doesn't: a complaint, a resignation that ends badly, a safety refusal, a termination you have to get right. That's the day you need a policy to point to, a signed acknowledgment in the file, and a record of what came before. This pack gets all of it written down while things are still calm.
Something happens and there's no policy, no signed acknowledgment, no documented history — so you're deciding on the spot, at the exact moment improvising costs the most.
Everyone got a slightly different answer depending on who asked and when. Now you have managers making calls on your behalf, working from a version of the rules they invented themselves.
Minimum wage moves, holiday lists change, entitlements get updated — and some things have to be re-posted every single year. A handbook nobody revisits stops protecting you.
You don't need a policy until the day you need it — and that day is never the day to start writing one.
Finished policy text, not an outline — with every field you need to replace marked in brackets. Fill them in, have it reviewed, and put it in front of your team.
Who is actually what, and what each one is owed:
The everyday rules people ask about most:
Time off, settled before anyone has to ask twice:
The list, and the exceptions most founders miss:
The page you'll come back to more than any other:
Standards a manager can actually cite:
The one the pack flags as legally required in Ontario, and recommended everywhere else:
What's protected, by whom, and for how long:
Your obligations and their rights, in plain language:
The hardest conversations, with the paperwork that has to exist first:
How ten separate policies become one document you hand out:
The proof it was given, read, and kept current:
The rules live in your head and in a handful of old emails. When something happens there's no policy to point to, nothing signed in anyone's file, and no record of the conversations that came before it.
Ten policies written down, a handbook your team has actually been given, a signed acknowledgment in every file, and a checklist that tells you what to revisit each year. You point at a document instead of remembering a conversation.
There are plenty of free policy templates online. Almost none of them know which province you're in, and none are written the way a founder actually thinks. This one is both.
Built for Canada. Seven provinces named with their own standards, the federal and provincial privacy split spelled out, and a reminder to verify your province where it differs — not general templates that treat the country as one set of rules.
Written, not outlined. Every policy is written out in full — not an outline, not a list of what a policy should cover. What's left for you is replacing the bracketed fields and choosing your own numbers where you go above the minimum.
It shortens your lawyer's job, it doesn't replace them. These are professional Canadian starting points, not legal advice — the implementation guide builds a legal review in as step two, and flags the two moments where you should pick up the phone.
20+ years of HR, distilled. The same playbook Mel walks founders through — minus the consulting invoice.
One-time payment. Yours to keep, reuse for every hire, and update once a year with the checklist inside.
Everything you run on a handshake, finally in writing.
$247 CAD
Founders with a team and nothing documented — especially the ones who just found out the hard way that it matters.
Same build, same Canadian framework — for the other moments that go wrong.
Founders who've closed one gap and can already see the next one coming.
All four toolkits — the whole people system in one go.
$497 CAD
Founders who'd rather build the whole thing once than patch one gap at a time.
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One-time payment via Stripe. The toolkit is delivered as soon as your payment clears.
Not sure it's the right fit? Start with the free First 90 Days guide, or book a free clarity call and I'll point you to the right thing.
A professionally designed digital toolkit (PDF) containing ten complete workplace policies, the six-section Employee Handbook framework, the five-step implementation guide, the employee acknowledgment form, and the annual policy review checklist. The policies are finished text, with every field you need to replace marked in brackets — company name, province, your own numbers, your contact for complaints. The drafting is done; what's left is your details.
No, and it isn't meant to. These are professional, Canadian-specific starting points — not legal advice. Step two of the implementation guide is a review by a Canadian employment lawyer, and the pack flags the two moments where you should call one regardless: when something changes for an employee returning from leave, and before any termination. What it changes is what you're paying that lawyer for — reviewing your policies instead of writing them from scratch.
Built for Canada, and specific about where Canada isn't one country's worth of rules. Seven provinces appear with their own standards — breaks, vacation minimums, privacy legislation — and where something varies, the pack says so and tells you to verify your own province rather than handing you one flat answer. Ontario is used as the baseline throughout and labelled as such.
Written policies stop being optional earlier than most founders expect, and some obligations apply to every employer regardless of size — the pack tells you where those lines fall. But the everyday reason is simpler: the moment you have people making decisions on your behalf, the rules need to exist somewhere other than your head. If you're at three employees and everything still runs through you, you can wait. If you're past five, you're already past the point.
It's policy, not correspondence. There's no offer letter template, and no ready-made warning letter, improvement plan, or termination letter — the pack describes what each of those needs to contain so you know the standard, but it doesn't write them for you. The tools for performance conversations live in the Manager 1:1 and Performance Guide. I'd rather tell you that now than have you open it looking for something that isn't there.
Send the form above and I'll email your secure Stripe checkout link personally — the pack is delivered as soon as your payment clears. Any trouble at all, email hello@melstreamhr.ca and I'll sort it out myself. If you'd rather have someone look at the whole picture first, the HR Audit and advisory are there when you want them.