Navigating the Legal Side of Beauty: Contracts, Policies, and More
- Kimberly Sulatycky
- Sep 20
- 3 min read
Running a beauty or wellness business is about more than creating beautiful results for clients — it’s also about building a safe, compliant, and supportive environment for your team. Whether you’re a solo entrepreneur or managing staff, understanding the legal side of your business is key to protecting yourself, your employees, and your clients.
This guide breaks down the essentials: contracts, policies, compliance, and resources that every beautypreneur should have in place.
Why Legal & HR Foundations Matter
Strong HR and compliance practices help you:
Protect your business legally.
Create clarity and consistency for staff.
Build trust and accountability.
Prevent conflicts and resolve issues effectively.
Think of your HR policies as your rulebook — they set expectations for both you and your team, and help your salon or studio run smoothly.
The Employment Standards Act (ESA): Where It All Starts
If you operate in Ontario (or anywhere in Canada), the Employment Standards Act (ESA) outlines the minimum rights and standards for workers. Employees have three fundamental rights under the ESA:
The right to know (about hazards and policies that affect their work).
The right to participate (in keeping the workplace safe).
The right to refuse unsafe work.
You can read more about the ESA directly here: Ontario Employment Standards Act
Tip: Regulations differ by province/territory (and country). Always check the laws for your local region.
Essential Policies Every Salon or Spa Should Have
Here are the most common (and most important) workplace policies for beauty and wellness businesses:
Anti-Harassment & Workplace Violence Policy: Protects staff and clients by defining respectful conduct and reporting processes.
Dress Code Policy: Creates consistency and professionalism in your brand image.
Health & Safety Policy: Ensures compliance with safety standards (including hygiene, sanitation, and equipment use).
Conflict Resolution Policy: Outlines how issues between staff are handled and resolved.
Smoke-Free / Scent-Free Policy: While it's common to have scents in the workplace, this defines what is acceptable and unacceptable.
Employment Agreement: Sets out the employee’s role, responsibilities, and expectations.
Working Alone Policy: Provides guidance and safety protocols for staff working outside of peak hours or on-site alone.
Employer Responsibility Policy: Defines your role in supporting staff success — training, mentorship, communication, and accountability.
Contracts & Agreements
Having written agreements protects everyone. At minimum, you should have:
Employment agreements (for staff).
Independent contractor agreements (if you rent chairs or hire freelancers).
Client service policies (cancellations, deposits, refunds).
These documents create clarity and prevent misunderstandings.
Employer-Employee Communication
One of the best ways to build trust is to let employees know how they can reach you. Include in your policy manual:
Best method of contact (phone, email, in-person).
When and how to approach you for questions.
Availability for meetings (ex: weekly check-ins).
This creates openness and support while keeping boundaries clear.
Resources for Staying Compliant
You don’t have to figure it all out alone. These platforms provide resources, training, and ready-made policies:
HRDownloads: HR templates, courses, and compliance tools.
CFIB (Canadian Federation of Independent Business): Courses, compliance guidance, downloadable resources, and advocacy.
Onboarding Made Simple: Business Info Cheat Sheet
It’s also helpful to provide a quick-reference business document for new staff:
Business name, address, phone, and email.
Hours of operation.
Products you carry.
Services you provide.
Key policies and protocols.
This helps staff feel confident and supported while they’re learning.
Final Thoughts
Navigating the legal and HR side of beauty doesn’t have to be overwhelming — but it does need to be intentional. By putting the right policies and agreements in place, you protect your business, create a safe and supportive workplace, and show your team that you’re committed to their success.
Think of compliance not as “rules,” but as a framework for growth. With solid foundations, your business can focus on what it does best — delivering beauty, wellness, and confidence to clients.
Download our compliance checklist for your review.
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