Canadian Employer of Record Services Made Simple

We keep our pricing simple and transparent, with two flexible options:

Pass-Through EOR - Starts at 18% payroll markup for month-to-month

16% markup with a three-year agreement

You only pay for what’s actually used — things like background checks, paid sick leave, holidays, PTO, state/local taxes, and insurance are passed through at cost.

All-Inclusive EOR - Starts at 23% payroll markup for month-to-month

21% markup with a three-year agreement

This option includes all employer responsibilities and related costs — no surprise fees.

Both options include:

• Payroll processing
• New hire onboarding
• Benefit administration
• Compliance management

Explore our pricing →

With our Pass-Through EOR plan, you’re only billed for employer costs when they’re actually incurred. For example, if an employee uses paid sick time, we’ll pass that cost through. If they don’t — you’re not charged. It’s a lean, usage-based model built for flexibility.

Absolutely. We never charge temp-to-perm conversion fees — and there’s no waiting period. Whether it's day 1 or day 90, you can hire someone full-time anytime with no penalty.

We treat our associates like full-time employees because they are. Every eligible associate gets:

• Major medical coverage through United Healthcare
• 401(k) retirement plan
• On-demand pay through our payroll platform
• Sick leave and PTO tracking
• Access to national perks and discounts
• Best of all, most benefits start on day one — no waiting period.

We offer direct Employer of Record services nationwide in all 50 states for contingent and temporary employees. And a partner network of over 40 in country EoR providers to cover most of the globe for your EoR needs.

Our model is built to support companies with remote teams or multi-state operations — without the need for setting up local entities.

Compliance is at the core of what we do.

We:

• Monitor employment laws across federal, state, and local levels
• Partner with employment attorneys for ongoing legal review
• Use a robust HRIS that tracks eligibility, sick leave, ACA status, and more
• Handle all payroll tax withholdings, filings, and W-2 delivery

You can focus on managing your team — we’ll take care of staying compliant.

We do. HQ Simple tracks and administers sick leave, paid time off, and local leave requirements in compliance with the law.

All-Inclusive Plan: Sick leave is included in your markup.

Pass-Through Plan: You’re only billed when it’s used.

We also support extended PTO plans and wellness days if you’d like to offer more.

Yes. We’re built to flex around your workflows. We can plug into your ATS, VMS, or other internal tools — or work directly with your team through shared processes. Whether you run lean or have enterprise tech, we’ll adapt.

Absolutely. We’ve helped dozens of companies transition off existing EORs with zero disruption. We’ll create a custom two-week rollout plan that covers:

• Communication to your workers
• Onboarding and compliance setup
• Background check
• PTO and benefits transitions (when applicable)

You get white-glove service and a dedicated account manager every step of the way.

We’re not just another EOR platform — we’re people-first.

Personalized service: Our account managers come from hospitality and executive support backgrounds — not call centers.

Associate experience: We offer real benefits and treat associates with care and respect.

Clear communication: One point of contact, fast response times, no runaround.

Technology with a human touch: Our tech enhances service — not replaces it.

We believe happy employees lead to happy clients. That’s why companies choose HQ Simple when they want to do staffing the right way.

Digital Nomad Visa (DNV): This is a specific visa or permit issued by a country that grants an individual the legal right to reside there temporarily while working remotely for an employer outside that country. The individual remains employed by their foreign company.

International Employer of Record (EoR): This is a service arrangement where a third-party company (the EoR), which has a legal entity in the host country, hires employees on behalf of another company (the client company, often foreign). The EoR becomes the legal employer in the host country, ensuring compliance with local labor laws and tax regulations, even though the employee takes day-to-day direction from the client company.

DNV: Yes, the Digital Nomad Visa itself serves as the specific legal authorization required for this type of temporary residence and remote work for a foreign entity. It generally replaces the need for a traditional work permit tied to a local employer.

EoR: Yes, the individual must have the legal right to work in the host country under local employment law. The EoR, as the legal local employer, ensures this requirement is met, often by managing or sponsoring the necessary work permits or visas if the individual doesn't already possess the right to work (e.g., through citizenship).

DNV: The individual remains directly employed by their original company, which is typically located outside the host country (e.g., a U.S.-based employer). There is no local employment relationship established by the visa itself.

EoR: The EoR becomes the individual's official, legal employer in the host country. They handle payroll, tax withholding, benefits administration, and ensure compliance with local labor laws. However, the individual's daily tasks, performance management, and role functions are usually directed by the original client company.

DNV: This is highly variable and complex.
Some countries' DNV programs offer specific tax benefits, such as initial exemptions or flat tax rates, for a limited period.

However, in many cases, staying in a country beyond a certain threshold (often 183 days in a year) can trigger tax residency. This means the DNV holder may become liable for income tax in the host country on income earned while there, or potentially on their worldwide income, subject to the country's specific laws.

Tax Treaties between the host country and the individual's home country play a crucial role in preventing double taxation but usually don't eliminate the need to file taxes in one or both countries.

Crucially: Do not assume you only pay taxes in your home country. Always research the specific tax laws of the DNV country and relevant tax treaties.

U.S. citizens and green card holders must always file U.S. taxes on their worldwide income, regardless of where they live or whether they pay taxes abroad (though foreign tax credits or exclusions like the Foreign Earned Income Exclusion may reduce U.S. tax liability).

EoR: The employee is treated like any other local employee of the EoR. They are subject to the host country's income tax, social security contributions, and other mandatory payroll deductions, which are managed and paid by the EoR.

DNV: Best suited for individuals who want to live and work remotely in a foreign country for a temporary period (often 1-3 years, sometimes renewable), while remaining employed by their company back home or working for foreign clients.

EoR: Ideal for companies that want to hire employees compliantly in a foreign country where they do not have their own legal entity. It's used for both short-term and long-term assignments/employment, ensuring full adherence to local labor laws, tax regulations, and statutory benefit requirements.