Ontario anchors most Canadian deal practice. Share transfers run through the Business Corporations Act (R.S.O. 1990, c. B.16), and asset deals are simpler than they once were because the province repealed its Bulk Sales Act in 2017. Employment is the live issue: under section 9 of the Employment Standards Act, 2000, an employee who is offered and accepts work with the buyer in an asset sale is deemed to have continuous service, so the buyer inherits accrued service for vacation, notice and severance and cannot treat long-service staff as fresh hires. This single section reshapes how asset buyers handle the workforce and why the agreement must address employee offers explicitly.
British Columbia corporations fall under the Business Corporations Act, S.B.C. 2002, c. 57, which uses a notice-of-articles and articles structure rather than the older letters-patent model, and any share deal must work within transfer restrictions set out in those articles. The province has its own Employment Standards Act with comparable successor-employer protection for staff who continue after an asset sale.
Alberta governs corporations through the Business Corporations Act, R.S.A. 2000, c. B-9, broadly aligned with the federal CBCA model, and its Employment Standards Code carries forward employee service on the sale of a business. Buyers of resource or licensed operations should confirm that sector permits and licenses can be transferred or reissued, which often becomes a condition of closing.
Quebec stands apart. The transaction is governed by the Civil Code of Québec rather than common law, the vocabulary and default rules differ, and language obligations under the Charter of the French Language can affect contracts and employee communications. A purchase agreement drafted for a common-law province should never be used in Quebec without civil-law review.