Technology companies are founded on specialized talent, intellectual property and client relationships. This gives rise to a unique set of human resources needs and priorities, from agreements that ensure the utmost protection of information to the development of sophisticated compensation structures to incent, reward and retain key employees.

The technology sector continues to rapidly evolve as do customer expectations, technical advancements and government regulations. Technology companies and their employees must consistently adapt to changing times, which can be accompanied by alterations to terms and conditions of employment and the engagement of contingent workers. With intense competition for talent in the fast-growing technology sector, strategic hiring is of vital importance; of equal importance is protecting both the business and existing client relationships from wrongful competition.

Hicks Morley understands the business realities and nuances of the technology sector and we recognize that technology firms are well-positioned to help drive Canada’s economic recovery. Our lawyers regularly assist technology companies in protecting their interests to the fullest extent possible and can help navigate the continuous transformation of the industry.


We act for some of the largest established technology companies in Canada as well as emerging start-ups. Our clients include employers in the following sectors:

  • artificial intelligence and robotics
  • computer programming and design
  • cloud computing services
  • data processing and analytics
  • e-commerce solutions
  • FinTech
  • hardware component manufacturing
  • MedTech
  • military technology suppliers
  • software and application development
  • telecommunications and VoIP providers


We play an active role in helping our clients manage a range of human resources, labour and employment issues. We routinely provide advice and representation related to:

  • employment agreements addressing severance entitlements and the protection of proprietary information and relationships
  • contingent workers including independent contractors and employees of third-party staffing providers
  • departing employees and wrongful competition litigation
  • design and implementation of short- and long-term incentives, share-ownership guidelines and RSU plans
  • health and safety policies and procedures
  • human rights issues including human rights complaints, accommodation of injured workers and drug and alcohol testing
  • positive employee relations programs and responding to union organizing campaigns/applications for certification