At Harmony Law, we provide thoughtful and reliable employment law services to businesses and employees in Okotoks and Calgary, as well as High River, Diamond Valley (including Black Diamond and Turner Valley), Foothills County, and surrounding Southern Alberta communities. With offices serving both Okotoks and Calgary, our team helps clients navigate employment agreements, workplace policies, and legal disputes with clear, practical guidance and proactive support.

We focus on helping employers and employees understand their rights and responsibilities, reduce risk, and resolve workplace matters efficiently and effectively.

Have questions or need trusted legal guidance?

Contact Harmony Law today to schedule your confidential consultation. Our team is ready to provide clear advice, practical solutions, and dedicated support to help you move forward with confidence and peace of mind.

Call: (403) 982-2610
Send an email

Contacting us does not create a lawyer‑client relationship. We are required to conduct a conflict check and ensure we can provide the appropriate legal support.

Strategic Workplace Support for Employers and Employees

Employment law matters can impact both the day-to-day operation of a business and the livelihood of employees. Having the right legal support ensures your agreements are sound, your policies are compliant, and disputes are resolved fairly. Because many of our clients are experienced and deal-savvy, we offer scalable legal services tailored to your specific workplace context.

We assist clients across Okotoks, Calgary, and Southern Alberta with:

  • Drafting and reviewing employment agreements and executive contracts to ensure clarity on compensation and benefits.
  • Workplace policies and compliance review, including confidentiality, equipment use, and internet/device use.
  • Advising on employee rights, terminations, and workplace issues under the Alberta Employment Standards Code.
  • Representation in workplace disputes, including negotiations and structured settlement discussions.
  • Guidance for employers on regulatory compliance, employment standards, and risk management.

Our approach is hands-on and practical. We work closely with clients to anticipate challenges, address issues early, and provide clear advice so that both employers and employees feel informed and supported.

Tailored Legal Solutions for Modern Business Environments

The regulation of the workplace in Alberta is diverse. Whether you are managing a team in the skilled trades or working as a professional in the financial sector, your agreements must reflect the specific risks and obligations of your industry. Failure to maintain compliant policies can lead to claims of discrimination, safety violations, or significant financial liability.

Proactive Support for Employers

We take a proactive approach to prevent conflicts before they arise. By reviewing agreements, policies, and practices in advance, we help minimize risk and create workplace arrangements that are clear, fair, and legally sound. This includes advising on the proper classification of workers—ensuring the distinction between an employee and an independent contractor is legally defensible to avoid future tax or benefits disputes.

Advocacy for Employees

For employees, a workplace dispute can be a high-stress event that threatens your financial security. We provide a calm and strategic review of severance packages, non-compete clauses, and employment offers. Our goal is to ensure your rights are protected and that you receive the compensation and treatment you are entitled to under Alberta law.

FAQ for Workplace Legal Support

Under the Alberta Human Rights Act, employers have a legal duty to accommodate an employee’s religion and sincerely held beliefs to the point of undue hardship. This often includes adjusting work schedules for religious holidays or allowing modifications to a dress code for religious reasons. Accommodation is a shared process: the employee must clearly state their need, and the employer must make a reasonable effort to find a solution that does not cause significant financial or safety risks to the business.

Constructive dismissal occurs when an employer makes a unilateral and substantial change to a fundamental term of the employment agreement—such as a significant reduction in wages or a demotion—without the employee’s consent. In these cases, the employee may be entitled to treat the relationship as terminated and seek a full severance package. We assist in evaluating these situations to determine if a legal claim for damages is appropriate.

Alberta courts generally find “Non-Compete” clauses (which stop you from working in an entire industry) to be unenforceable unless they are exceptionally narrow. However, “Non-Solicitation” clauses (which prevent you from poaching clients or staff) are more commonly upheld if they are reasonable in scope and duration. We review these restrictive covenants to ensure they protect legitimate business interests without unfairly restricting an individual’s right to earn a living.
The Regulated Professions Neutrality Act protects the freedom of expression for professionals when they are “off-duty.” This includes the right to express personal views on religion, politics, or social issues without fear of professional discipline, provided the conduct is not criminal or violent. Workplace policies must now be balanced to ensure they do not overstep into the private lives and protected beliefs of employees.
Under the Occupational Health and Safety Act, employers have a legal duty to provide a workplace free from harassment and violence. This includes a mandatory requirement to investigate complaints and implement policies that protect the physical and psychological safety of all workers. We assist businesses in drafting these policies and navigating the investigation process.

Generally, yes, provided the termination is not discriminatory (based on protected grounds like religion, disability, or gender) and the employer provides the required notice or severance pay. Employers do not need a specific “reason” to end the relationship, but they must fulfill their financial and contractual obligations to the employee.

When employees use company devices or LinkedIn accounts to send Commercial Electronic Messages [CEMs], the business is liable for ensuring compliance. This means having proof of consent and including a clear “unsubscribe” mechanism. We review internal communication and marketing policies to ensure your staff’s digital activity does not result in administrative penalties for the firm.
If an employee is seeking a severance package through a lawsuit, they have a legal duty to try to find new, comparable work. If they fail to make a reasonable effort to find a new job, a court may reduce the amount of damages the employer has to pay. We provide guidance on how to document a job search to satisfy this legal requirement.

Serving the Southern Alberta Business Community

Harmony Law proudly serves Okotoks, Calgary, High River, Diamond Valley, Foothills County, and Southern Alberta. We stay current on Alberta regulations, labor board news, and legislative updates to ensure our advice remains accurate and compliant.

Protect your workplace and your rights.

We proudly serve: Okotoks, Calgary, High River, Diamond Valley (Black Diamond & Turner Valley), and Foothills County.

Call: (403) 982-2610
Book an Appointment

Contact Harmony Law today to schedule your confidential consultation. Our team is ready to provide clear advice, practical solutions, and dedicated support to help you move forward with confidence and peace of mind.