Independent Contractor Rights

Not every person who performs work is truly an independent contractor—even if that’s how they’ve been labeled. In Ontario, workers classified as independent contractors may still be entitled to protections typically reserved for employees, including termination pay, overtime, and minimum wage, depending on the true nature of the working relationship.

At Singh Lamarche LLP, we regularly advise individuals who have been misclassified as independent contractors. If your relationship with the company looks more like an employment relationship—where you report to a supervisor, work regular hours, or rely on a single client for most of your income—you may be legally considered a “dependent contractor” or even an employee.

We can help you:

• Assess whether you have been misclassified and advise you on the rights and protections that may apply to your situation;
• Pursue claims for unpaid entitlements, including vacation pay, termination or severance pay, and unpaid wages;
• Negotiate a fair exit or settlement if your contract has been terminated;
• Respond to non-compete or non-solicitation clauses that may not be enforceable against independent contractors;
• Understand your rights under applicable employment statutes and case law, including the Employment Standards Act and evolving decisions from Ontario courts and tribunals.

Misclassification is not always intentional—but it can have serious consequences for your financial security and legal entitlements. Whether you’re currently working under an independent contractor agreement or have recently been terminated, we can help you understand and assert your rights.

If you suspect you’ve been misclassified or treated unfairly under the guise of being an “independent contractor,” we encourage you to reach out. Our team at Singh Lamarche LLP would be pleased to assist you.