Good Monday provides HR consulting for small businesses across Toronto and the GTA — building compliant HR policies, supporting hiring and onboarding, and keeping your business aligned with Ontario employment law as it changes. We help business owners handle HR properly without needing a full-time HR department.
We create HR policies tailored to your business — covering conduct, leave, remote work, and day-to-day employment matters — that are consistent, practical, and compliant with current Ontario employment law.
We provide expert guidance on employment standards, helping you avoid legal exposure and adapt smoothly when regulations change, instead of finding out about a compliance gap after something’s already gone wrong.
We help structure your hiring process — job postings, interview frameworks, and offer letters — so new hires are brought on consistently and correctly from the first conversation.
We build onboarding processes that get new employees productive faster, and offboarding processes that handle terminations and departures correctly, including final pay and documentation requirements.
We draft or update employee handbooks that clearly communicate expectations, protections, and policies — reducing misunderstandings and giving you a documented reference when questions come up.
We help set up straightforward performance review processes and documentation practices, so performance issues are addressed consistently and defensibly, not handled ad hoc.
We deliver training sessions tailored to your team, supporting skill development and professional growth in a way that improves how your business actually runs.
Because we also manage payroll for many clients, HR policies around leave, benefits, and terminations stay connected to actual payroll processing — not managed as two disconnected systems.
Good Monday’s HR consulting is built for small and growing businesses in Toronto that need real HR support but aren’t ready for (or don’t need) a full-time HR hire. We work with:
We assess your current HR setup (or lack of one), team size, and any specific compliance concerns.
We flag what’s missing — a handbook, a compliant termination process, clear hiring documentation — and prioritize what matters most first.
We build or update the policies, templates, and processes your business actually needs, not a generic off-the-shelf package.
We help you communicate new policies to your team and answer questions as they come up during implementation.
As your team grows or employment law changes, we’re available to keep your HR practices current, rather than leaving you to catch a compliance gap on your own.
Proactive compliance guidance instead of reactive damage control after a complaint or claim.
Not a separate function that doesn’t talk to the rest of your business operations.
Who understands your business, not a call center or generic HR software portal.
Across hospitality, construction, professional services, and more.
Without an HR process…
The risk
No written policies
Inconsistent treatment of similar situations creates unfairness claims and disputes
Undocumented terminations
Wrongful dismissal claims are harder to defend without a documented process and paper trail
No employee handbook
Employees lack a clear reference for expectations, leading to avoidable misunderstandings and complaints
Ad hoc hiring practices
Inconsistent interview and offer processes increase both legal exposure and mis-hire risk
No leave / accommodation policy
Employment standards violations around vacation, leave, and accommodation requests become more likely
Note: This table is general guidance based on common small-business HR gaps — it isn’t a substitute for a review of your specific business and employment relationships.
Yes, often especially then — small businesses with a handful of employees frequently have no written policies or documented processes at all, which is exactly when a single dispute or termination can become expensive without proper documentation.
Cost depends on what your business needs — a one-time handbook and policy build, or ongoing advisory support. Good Monday’s packages start from $250/month — [see full packages →] or book a free review for a specific quote.
Yes. We help structure the termination process correctly — documentation, final pay, and Record of Employment requirements — to reduce legal exposure and ensure it’s handled professionally.
Both. We support structuring your hiring process (postings, interviews, offer letters) as well as the compliance and policy side once someone’s hired.
Yes — HR consulting focuses on building practical policies, processes, and day-to-day people management. For specific legal disputes or litigation, we can point you toward when involving an employment lawyer directly makes sense.
Yes — this is one of the most common starting points. We build HR policy and process from scratch rather than requiring you to already have something in place.
Since we also provide payroll management, HR policies around leave, benefits, and terminations stay aligned with actual payroll processing — reducing the gaps that happen when HR and payroll are handled by separate, disconnected providers.
Keep HR policy and payroll processing aligned.
Plan staffing and organizational growth strategically.
keep employee-related costs accurately tracked.
Ensure payroll tax and employee benefit filings stay compliant.
Contact us and find out exactly where your current setup has gaps.