Regulated Professions
Lawyers for Architecture Firms & Architects in Ontario
Employment Lawyers for Architects
Architecture firms in Ontario operate within a distinct regulatory framework that intersects with employment law at every stage, from hiring Intern Architects and Licensed Technologists to managing departures of licensed professionals with established client relationships. The Ontario Association of Architects (OAA) sets standards for professional conduct, supervision requirements, and firm organization that directly affect how you structure employment relationships and manage workforce transitions.
At Greenwood Law, our Ontario employment lawyers provide strategic legal support to architecture firms navigating workforce matters, and to architects facing workplace allegations or OAA complaints that could affect their careers and professional standing.
The Greenwood Law Team
Greenwood Law provides employment law counsel to architecture firms, and regulatory defence to architects in Ontario. When workforce disputes escalate or your professional standing is at stake, we bring strategic, experienced representation.
Employment Law Services for Architecture Firms
Our employment lawyers advise architecture firm owners and principals on the full spectrum of workforce legal matters, including:
- Architect Employment Contracts – Drafting and reviewing employment agreements for licensed architects, including compensation structures, project assignment provisions, seal usage protocols, and termination clauses
- Intern Architect Arrangements – Structuring employment relationships for Intern Architects that comply with OAA Internship in Architecture Program (IAP) requirements, including supervision and mentorship obligations
- Licensed Technologist Contracts – Employment agreements for Licensed Technologists (Lic.Tech.OAA) that reflect their scope of practice and supervision requirements
- Partnership & Principal Transitions – Structuring buy-in arrangements, partnership agreements, and transitions when principals join or depart the firm
- Certificate of Practice Considerations – Employment implications when architects transition between firms or establish their own Certificate of Practice
- Workplace Compliance & Policies – Developing harassment, discrimination, and conduct policies that satisfy employment standards and human rights requirements
- Workplace Investigations – Conducting or advising on investigations into staff misconduct, harassment complaints, or professional conduct concerns
- Non-Compete & Non-Solicitation Issues – Navigating restrictive covenant enforceability following the Working for Workers Act, 2021 and protecting client relationships when architects depart
- Project Credit & Attribution Disputes – Addressing employment-related disputes involving portfolio rights, project attribution, and design credit
- HR Advisory & Training – Training principals and managers on performance management, progressive discipline, and accommodation obligations
- Workforce Restructuring – Managing layoffs, project-based staffing reductions, and studio reorganizations
- High-Conflict Exits – Managing terminations involving wrongful dismissal exposure, project continuity, and client relationship concerns
Workplace Defence for Architects
We also represent architects facing workplace allegations or regulatory scrutiny:
- Sexual Harassment Allegations – Defence against complaints under the Occupational Health and Safety Act and firm policies
- Workplace Harassment & Discrimination – Responding to allegations from colleagues, staff, or clients
- OAA Complaint Defence – Representation during OAA investigations, Complaints Committee proceedings, and Discipline Committee hearings
- Professional Misconduct Allegations – Defending against allegations of professional misconduct under section 42 of Regulation 27, including conflict of interest, documentation failures, and conduct issues
- Seal & Documentation Issues – Defence against allegations of improper seal usage or supervision failures
- Conflict of Interest Matters – Addressing allegations involving construction services, bidding, or ownership interests that may constitute professional misconduct
Hear From Our Clients
Protecting Your Practice, Preserving Your Career
We protect architecture firms and architects across Ontario, providing strategic employment law guidance to structure compliant employment relationships, navigate professional transitions, and defend against allegations that could impact your practice or OAA registration.
Table of Contents
Hear From Our Clients
Protecting Your Practice, Preserving Your Career
We protect architecture firms and architects across Ontario, providing strategic employment law guidance to structure compliant employment relationships, navigate professional transitions, and defend against allegations that could impact your practice or OAA registration.
Why Architecture Firms Choose Greenwood Law
Understanding of Practice Operations
We understand how architecture firms operate, from project-based workflows and studio structures to the Intern Architect supervision requirements, and tailor our advice accordingly
OAA Regulatory Knowledge
We understand how OAA complaints intersect with employment matters and help you manage both dimensions strategically
Workplace Investigation Expertise
We have extensive experience conducting and advising on workplace investigations in professional services environments
Discretion & Confidentiality
We understand the reputational sensitivity of employment disputes in the design professions and handle matters with appropriate discretion
Frequently Asked Questions
What are our obligations when employing Intern Architects?
When your firm employs Intern Architects enrolled in the Internship in Architecture Program (IAP), you must ensure appropriate supervision and mentorship. The OAA requires that Intern Architects work under the supervision of a licensed Architect who can verify their experience hours and provide guidance toward licensure. The Supervising Architect must be directly involved in reviewing the Intern Architect’s work. Firms should structure employment agreements that reflect these supervisory relationships and set clear expectations about the path to licensure. Employment contracts should also address what happens if the Intern Architect does not progress toward licensure within expected timeframes, and whether continuing employment is contingent on IAP advancement.
Can we include a non-compete clause in an architect's employment contract?
Since the Working for Workers Act, 2021 came into effect, non-compete clauses are generally unenforceable in Ontario employment contracts, with limited exceptions for executives and business sales. However, carefully drafted non-solicitation clauses (prohibiting solicitation of clients or staff) may still be enforceable if they are reasonable in scope, duration, and geographic reach. For architects who may eventually become principals or partners, restrictive covenants included in a partnership or shareholder agreement (as opposed to an employment agreement) may be treated differently by courts. Given the project-based nature of architecture and the importance of portfolio and client relationships, these provisions require careful drafting.
A client filed an OAA complaint against one of our employed architects. What should we do?
When an OAA complaint is filed against an employed architect, the firm and the architect have overlapping but distinct interests. The architect will receive notice of the complaint and typically has 14 days to respond. The firm may need to preserve project files, provide access to documentation, and consider whether the allegations trigger any internal investigation obligations. If the complaint involves conduct that could also constitute employment misconduct (harassment, misrepresentation to clients, seal misuse), you should consider whether to conduct a parallel workplace investigation. The architect should consider retaining independent legal counsel for the OAA matter, as the firm’s interests and the architect’s interests may not fully align, particularly if the firm itself holds the Certificate of Practice under which the work was performed.
What happens to project files and client relationships when an architect leaves our firm?
Project files created during employment typically belong to the firm (the Certificate of Practice holder), not the individual architect. However, architects are generally entitled to reference past work in their portfolios for professional development and future employment purposes, subject to any confidentiality obligations and client consent requirements. Client relationships are more nuanced: while non-compete clauses are generally unenforceable, reasonable non-solicitation provisions may restrict an departing architect from actively soliciting clients for a defined period. Employment contracts should clearly address project documentation, portfolio rights, and client relationship protocols upon departure to minimize disputes.
What notice am I owed if my architecture firm terminates my employment?
Your entitlement depends on your employment contract and how long you’ve worked at the firm. If you have an enforceable termination clause that limits your entitlements to the Employment Standards Act minimums, those minimums apply (one week per year of service, to a maximum of eight weeks, plus severance pay if applicable). However, many termination clauses are unenforceable under recent case law, in which case you may be entitled to common law reasonable notice—which for professional employees like architects can be significantly higher than ESA minimums. Courts consider factors including your age, length of service, the character of your employment (including seniority and specialization), and the availability of similar employment. A licensed architect with significant tenure and specialized expertise may be entitled to substantial notice periods. Having your contract and termination reviewed by an employment lawyer can help you understand your full entitlements.
Contact Greenwood Law
Whether you’re structuring architect employment contracts, navigating a principal transition, or facing an OAA complaint, our Ontario employment lawyers are here to help. Contact Greenwood Law for a consultation.
Areas We Serve
At Greenwood Law, we proudly serve clients across Ontario & throughout Canada, including:
