Transition from a contractor to an employee Under common law, an employer is required to provide an employee reasonable notice of termination. The reasonableness of the notice must be decided after considering many factors, such as the character of the employment, the age of the employee, the availability of similar employment, the employee’s experience, training and qualifications, and the length of service. If the employee worked for the same company as an employee continuously, then it may be easy (or less contentious) to determine the length of service. However, what if the employee initially started as a contractor, but later hired as an employee? Should we ignore the length of tenure as the contractor? If the nature of your relationship has changed from a contractor to an employee during your workplace relationship, understanding your entitlement can be complicated. Osuji & Smith Employment Lawyers can review your case to determine if you were wrongfully dismissed. Our Calgary employment lawyers will make sure you know your rights including the pay you should receive. Learn more: https://osujismith.ca/transition-from-a-contractor-to-an-employee/