Provincial employment standards legislation, human rights codes and case law make what I am saying actual law, not just impressions, True for all employers, including startups.

You give the impression that it's impossible to fire someone in Canada. It's not. Even if someone is actually fired because they are alcoholic or older or pregnant, it's very hard to prove, whether it's against the law or not.

Suzie is basically correct. The only way you can truly "fire" someone in Canada is by demonstrating "just cause". (eg. they steal from you, continual - documented - bad performance etc. etc)

Now, it is always possible to render the relationship with the employee null and void by just stating that their services are no longer required and paying them the appropriate severance money. As an employer, you're also required to give two week's notice, but most give pay in lieu. Severance basically works out to 1 week's pay per year of service on top of that.

Most employers will give a little extra to stay out of legal tussles.

That's not what I said. If you fire someone, you need to pay severance. Severance is set by statute and case law, and is more - sometimes significantly more - than American employers are used to. If any of the other conditions or circumstnaces are also part of the situation, you could be paying damages, too.