Canada EOR

Our second market, opened in 2023. Provincial employment standards, CRA payroll, and the Canada Pension Plan / Employment Insurance contributions all run through our entity, not a partner.

One contract. Everything statutory, everything optional.

• Direct employment across all 10 provinces and 3 territories
• Licensed and registered with every federal, provincial and territorial agency required, including the workers' compensation boards
• CRA payroll registration and remittances
• CPP and EI; QPP, QPIP and HSF in Quebec, remitted to both CRA and Revenu Quebec
• Provincial workers' compensation (WSIB, WorkSafeBC, CNESST, and the other provincial boards)
• Quebec's mandatory RAMQ-equivalent prescription drug coverage
• Group benefits package (extended health, dental, life and AD&D)
• Statutory holidays and provincial paid leaves
• Quebec: CNESST standards, T4 and RL-1 reporting, and French-language employment documents

The questions buyers ask in the first call.

Things we handle that other EORs miss.

• 01
  Common-law reasonable notice often exceeds statutory minimums; underestimating severance is a common error for U.S.-headquartered companies.
• 02
  Quebec's French-language rules apply from the first employee, not above a headcount. Contracts, offers and job postings must be in French.
• 03
  Provincial health plans are residency-based, so there is no employer role. Quebec's RAMQ drug regime is the exception: a private plan must meet the RAMQ minimum, and enrolment is mandatory.
• 04
  Independent-contractor classification is tested harder in Canada than in the U.S., and CRA can assess the payer for both halves of CPP and EI. For many engagements the safe path is T4 employment from day one.
• 05
  Banking, telecom, air, rail and interprovincial transport fall under the federal Canada Labour Code, not provincial standards. We settle jurisdiction before we paper the engagement.

Three more countries we own end-to-end.