Legal Templates
Job Requisition Form

Job Requisition Form for Canada

Job Requisition Form Template for Canada

A Job Requisition Form is a formal document used in Canadian organizations to initiate and approve the hiring process for a new or replacement position. It captures essential information about the role, including position details, business justification, budget implications, and required approvals, while ensuring compliance with Canadian federal and provincial employment laws. The document serves as both a control mechanism for organizational headcount and budget management, and as a foundation for the recruitment process, incorporating necessary considerations for human rights, employment equity, and privacy regulations applicable in Canadian jurisdictions.

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What is a Job Requisition Form?

The Job Requisition Form is a critical document used in Canadian organizations when there is a need to create a new position or fill a vacancy. It serves as the formal initiation point for the hiring process and requires careful consideration of various Canadian federal and provincial employment laws, including the Canadian Human Rights Act, Employment Equity Act, and relevant Provincial Employment Standards Acts. The form typically requires multiple levels of approval to ensure proper budget allocation, headcount management, and strategic alignment with organizational objectives. It includes detailed information about the position, such as job responsibilities, required qualifications, compensation range, and business justification, while ensuring compliance with Canadian employment legislation regarding non-discrimination, pay equity, and privacy requirements.

What sections should be included in a Job Requisition Form?

1. Position Information: Basic details including job title, department, location, employment type (full-time/part-time), and reporting relationship

2. Business Justification: Explanation of why the position is needed, including whether it's a replacement or new position, and impact on business objectives

3. Job Details: Key responsibilities, required qualifications, experience, and skills

4. Compensation: Proposed salary range, benefits, and other compensation details in compliance with Pay Equity Act

5. Budget Information: Cost center, budget availability, and financial impact

6. Recruitment Timeline: Desired start date, hiring urgency, and key recruitment milestones

7. Approval Section: Signature blocks for hiring manager, department head, HR, and finance approvers

What sections are optional to include in a Job Requisition Form?

1. Immigration Requirements: To be included when position may require foreign worker recruitment, including LMIA requirements

2. Special Equipment/Resources: Used when position requires specific equipment, software, or workspace modifications

3. Travel Requirements: Include when position involves regular travel, specifying frequency and locations

4. Security Clearance: For positions requiring specific security clearances or background checks

5. Physical Requirements: Include when position has specific physical demands or requirements

6. Remote Work Options: Details about remote work possibilities and requirements

7. Shift Pattern: For positions requiring non-standard working hours or shift work

What schedules should be included in a Job Requisition Form?

1. Job Description: Detailed description of the role, responsibilities, and requirements

2. Organizational Chart: Visual representation of where the position fits in the organization

3. Skills Assessment Matrix: Detailed breakdown of required skills and their importance levels

4. Budget Allocation Form: Detailed breakdown of financial impact and budget sources

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

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Jurisdiction

Canada

Publisher

Genie AI

Document Type

Employment Form

Sector

Employment

Cost

Free to use
Relevant Industries

Technology

Healthcare

Financial Services

Manufacturing

Retail

Education

Government

Non-profit

Construction

Professional Services

Transportation

Energy

Telecommunications

Agriculture

Mining

Relevant Teams

Human Resources

Finance

Operations

Recruitment

Talent Acquisition

Legal

Compliance

Executive Office

Administrative Services

Payroll

Relevant Roles

Human Resources Manager

Recruitment Specialist

Hiring Manager

Department Director

Finance Manager

Budget Analyst

HR Business Partner

Talent Acquisition Manager

Operations Manager

Executive Assistant

HR Administrator

Industries
Canadian Human Rights Act: Federal law prohibiting discrimination in employment based on protected grounds such as age, gender, race, religion, and disability. Essential for ensuring job requisitions don't contain discriminatory language or requirements.
Employment Equity Act: Federal legislation promoting workplace equality and increasing representation of designated groups (women, Aboriginal peoples, persons with disabilities, and visible minorities). Influences how job requirements and qualifications are structured.
Personal Information Protection and Electronic Documents Act (PIPEDA): Federal privacy law governing the collection, use, and disclosure of personal information in the hiring process, including how candidate information must be handled.
Canada Labour Code: Federal legislation setting out basic employment standards and rights, which may affect job descriptions and working conditions specified in the requisition.
Immigration and Refugee Protection Act: Federal law relevant when considering positions that may be filled by foreign workers, including requirements for Labor Market Impact Assessments (LMIA).
Provincial Employment Standards Acts: Provincial legislation varying by province that establishes minimum employment standards, affecting how job requirements and conditions are structured.
Provincial Human Rights Codes: Provincial laws providing additional human rights protections that must be considered in job postings and hiring processes.
Pay Equity Act: Federal legislation ensuring equal pay for work of equal value, which should be considered when determining position classification and compensation.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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