Answer 15 questions about your startup. Get a personalized compliance plan with quarterly action items, risk alerts, and exact deadlines — tailored to your province and headcount.
✓ Instant PDF delivery · ✓ Tailored to your province · ✓ No credit card required
Used by 350+ startup founders across Canada to build their first HR infrastructure
Employment laws are a minefield. Most founders don't realize they're violating them until it's too late.
Misclassifying even one contractor? The IRS can hold you personally liable — back taxes, penalties, and interest going back 3+ years.
California has different requirements than Texas. One generic employee handbook could expose you to wrongful dismissal claims.
Waiting until you need an HR system means scrambling during growth. Bad hires, no documentation, messy terminations.
You've read 10 blog posts that all say different things. Your lawyer charges $400/hr. You need a plan built for your state, headcount, and stage.
No signup required. No sales call. Just answer a few questions and get your plan.
About your startup, headcount, province, hiring plans, and current HR setup. Takes about 5 minutes.
→Delivered as an instant PDF with quarterly action items, compliance alerts, risk levels, and owner assignments.
→Check items off as you grow. Know exactly what to tackle each quarter — no more guessing, no more scrambling.
Actual action items from a Q1 roadmap for a 5-person SaaS startup
Most states require workers' comp insurance within days of hiring your first employee. Failure to register = fines of $1,000+/day. Complete online with your business registration and payroll info.
Generic contracts from the internet often contain illegal termination clauses. One bad clause = entire contract void = expensive wrongful dismissal. Get region-specific templates reviewed by employment counsel.
You legally must track hours for non-exempt employees under FLSA (and state laws). Even if everyone's salaried, tracking protects you in disputes. Free tools: Clockify, Toggl. Document overtime policies now.
Required under OSHA and state laws for most businesses. Must be in writing, signed by employees. Covers workplace violence, harassment, and emergency procedures. Template available in your full roadmap.
The IRS uses a multi-factor test. If you control how/when they work and provide tools, they're employees. Misclassification = back taxes + penalties for ALL past payments. Audit yourself now.
Standardize your onboarding process to ensure consistent experience and legal compliance across all new hires...
Required in many states once you reach specific headcount thresholds. Document policy and conduct training...
We were treating our first 3 hires as contractors. This roadmap flagged the IRS risk immediately and gave us step-by-step instructions to fix it before we got audited. Probably saved us $30K in penalties.
I was Googling 'when do I need an employee handbook' at 11pm before our 6th hire started. This roadmap told me exactly what I needed, when I needed it, and what could wait. Actually actionable.
We had zero HR infrastructure at 12 people. This roadmap gave us a 6-month catch-up plan with priorities ranked by legal risk. Knocked out the critical stuff in a month. No more winging it.
15–25 prioritized tasks per quarter. You'll know exactly what to tackle this month — and what can wait.
State/region-specific deadlines for workers' comp, employment standards, privacy laws, and wage & hour requirements
Every task has a name on it. Know what you handle, what your ops person handles, and where you actually need a lawyer.
Hours per task so you can actually plan your quarter and budget time
Legal risk level (High/Medium/Low) + financial impact of non-compliance
A one-page brief you can hand to your co-founder, board, or first HR hire so everyone's aligned.
Yes, the roadmap is completely free — no credit card, no trial, no hidden upsell wall. We built this to help founders get the basics right. Down the road, we offer premium tools for founders who want ongoing HR support, but the roadmap itself is yours to keep forever.
Very. Your roadmap is generated based on your province, headcount, industry, hiring plans, and current HR setup. A 5-person SaaS startup in Ontario gets a completely different plan than a 20-person e-commerce company in British Columbia. This isn't a generic template — it's built from your specific answers.
For early-stage startups (under ~25 employees), yes — this roadmap can serve as your HR playbook. It tells you exactly what you can handle yourself, what needs a template, and where you genuinely need a lawyer or HR consultant. Most founders find they can DIY 70-80% of early HR with this plan.
Roadmaps are customized to your province-specific compliance requirements, headcount, and startup stage. If you're outside Canada, the roadmap still provides a useful HR framework, but legal alerts may not be jurisdiction-specific.
HR Roadmap was built by a team of startup operators and employment law researchers who've been through the same compliance headaches. The content is reviewed by licensed HR professionals. That said, this is educational guidance — not legal advice. For complex situations, we'll tell you exactly when to loop in a lawyer.
Answer a few questions about your startup. Get a custom 12-month compliance plan — free, instant, and built for your state.
Build My Roadmap Now →🔒 No credit card required · Instant PDF delivery · Tailored to your state