Ontario Government Invests $6.5M in 13 Life Sciences Companies, Boosts Medical Tech Jobs

The Government of Ontario announced a $6.5 million investment through the Life Sciences Innovation Fund (LSIF) on June 10, 2025, aimed at supporting 13 emerging companies across the province in advancing made-in-Ontario medical technologies. Each company will receive up to $500,000 to grow their operations, create high-quality local jobs, and accelerate commercialization of innovative health solutions.

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Life Sciences Innovation Fund Overview

The LSIF investment targets early-stage companies in the life sciences sector that are developing novel medical technologies with commercial potential. The funding helps these businesses scale operations, validate their products, and bring innovations to market.

Highlights include:

• $6.5 million total investment
• 13 companies receiving up to $500,000 each
• Focus areas include AI-driven diagnostics, wearable tech, ultrasound-based imaging, genomics, and biotech therapies
• Companies located in Toronto, Markham, Hamilton, London, Ottawa, Uxbridge, and Cornwall
• Supports job creation and retention in high-tech and medical fields

List of recipients:

• Bao Life Brand (Markham) – AI skin analysis and biotech skincare
• Clinclove (Toronto) – Software used for running more efficient trials
• Cntrl+ (Cornwall) – Patented reusable female bladder support to prevent incontinence
• Deep Breathe (London) – Lung ultrasound and deep-learning medtech
• PhenoTips (Toronto) – Web-based platform for genomic health record management
• Grey Matter Neurosciences (Toronto) – Developing advanced medical devices to treat age-related brain diseases
• Moonrise Medical (Hamilton) – AI-guided, ultrasound-based system to assess vascular system
• Northern Vascular Systems (Toronto) – A new light-activated gel to perform precession vessel occlusion
• Orb Therapeutics (Toronto) – Developing RNA-based therapies to treat genetic diseases
• Vessl Prosthetics (London) – Focused on prosthetics
• VITALL Intelligence (Uxbridge) – App that collects personal records and other medical information
• Marlow (Toronto) – Launched a new female hygiene product
• Yellowbird Diagnostics (Ottawa) – Developing imaging dyes that enhance disease detection across various medical imaging procedures

Review Your Employment Contract Before Signing

If you’ve been offered a job at any of the above companies – congratulations! However, don’t rush to sign your employment contract just yet.

Non-unionized employees in Ontario, Alberta, and B.C. are required to sign an agreement before starting a new role. But these employment contracts often reduce your legal protections, especially when it comes to severance pay, job duties, or workplace changes.

Common Clauses to Watch for

• Limiting severance to just a few weeks’ pay
• Allowing your employer to make significant changes to your job without consent
• Probationary terms that affect your job security

You don’t have to sign right away. Your employer can’t force you to accept a contract immediately. If you’re unsure about any part of the agreement, contact the Toronto employment lawyers at Samfiru Tumarkin LLP before signing.

We’ll review your contract and make sure your workplace rights are protected.

ℹ️ Questions about your employment contract? Watch the video below or check out the full episode in our TV section.

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Understand Probation Periods

Most contracts include a probation period where your employer can termination you with little or no notice. But here’s the catch: If it’s not clearly stated in your contract, it’s not enforceable.

Think About Severance Before You Switch Jobs

Before leaving your current position for a new one, consider the severance implications.

Non-unionized employees can receive up to 24 months’ pay when let go without cause – but if you resign voluntarily, you’re likely not entitled to severance. However, if you’re being pushed out due to major unwanted changes to your job, that could be constructive dismissal – and you may still qualify for severance.

Never quit until you’ve spoken with an employment lawyer at Samfiru Tumarkin LLP.

ADDITIONAL RESOURCES
• How to calculate severance pay
• Should I negotiate my own severance package in Ontario?
• Employment Law Show: Things to never do before seeking legal counsel

Your Length of Service Matters!

Severance is heavily influenced by how long you’ve worked for a company.

• Example: If you leave a job you’ve held in the Calgary area for 12 years to join a new company, and you’re let go after only a few months, your severance may be minimal – unless your previous service is factored (see “Inducement” below).

But don’t assume that short service means low compensation. Many short-service employees are entitled to significant severance.

If you’re let go after a short time with a company, don’t sign anything before speaking with our team. You could be owed much more than your employer offers.

🕒 You have up to two years from the date of termination to pursue full severance – as long as you haven’t accepted the offer in writing.

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Recruited by the Company? You May Be Owed More

If your employer actively recruited or persuaded you to leave your previous job, the law in Ontario may consider that inducement.

If they let you go shortly after hiring you, that inducement could mean enhanced severance pay, especially if your previous job was long-term and secure.

• Example: If your new employer offered you a position at their new manufacturing facility and convinced you to leave a stable job with your former employer, they may owe you more if you’re fired soon after joining.

Our team will review your severance offer to ensure inducement has been properly accounted for in your compensation.

Contact Us Before You Start Your New Job

A job offer can be exciting – but it’s also a major legal agreement.

Let Samfiru Tumarkin LLP review your employment contract before you sign. Our experienced legal professionals – including Toronto-based employment lawyers and those serving clients across Ontario – have helped tens of thousands of non-unionized employees across Canada, including in Alberta and BC

We’ll explain what your contract really means, protect your rights, and help you make the right move before signing.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.