One partner for the entire employment lifecycle in Canada, from a province-compliant contract and CRA payroll through to benefits, Quebec requirements and a clean termination. You manage the work; we are the legal employer.
Your hire signs an employment contract with our Canadian company. We hold the CRA payroll account, remit CPP, EI and income tax, register for workers' compensation and employer health tax in the relevant province, and carry employment-standards liability. You direct the work exactly as you would with your own staff.
Employment agreements drafted to the correct province's standards, with enforceable termination language, IP assignment and confidentiality, plus TD1 collection and direct-deposit setup.
Semi-monthly or bi-weekly payroll with CPP, EI and federal and provincial income tax deducted and remitted on your CRA schedule, with itemised pay statements.
T4 slips and the T4 Summary filed by the end of February, plus Records of Employment issued within five days of any interruption of earnings.
French-language contracts under the Charter of the French Language, QPP and QPIP instead of CPP and the EI parental portion, CNESST registration and RL-1 filing with Revenu Québec.
Extended health, dental, vision, prescription drugs, life and disability cover, plus optional RRSP matching, enrolled and administered for your employee.
Vacation accrual and vacation pay percentages, statutory holidays, sick leave and job-protected leaves tracked against the right provincial rules.
Workers' compensation coverage with the provincial board and employer health tax registration where thresholds are met, kept current on your behalf.
Statutory notice and severance calculated correctly, final pay and accrued vacation settled, ROE filed, and the common-law exposure managed rather than discovered later.
We would rather be straight with you here than sell you something that does not exist. Canadian immigration does not work the way sponsorship works in many other markets.
| Situation | What applies | Our role |
|---|---|---|
| Citizen or permanent resident | No permit needed | Standard onboarding, 1–5 days |
| Existing open work permit | Can work for any employer | Standard onboarding, we verify eligibility |
| Employer-specific permit held elsewhere | Valid only for the named employer | A new permit is required before we can employ them |
| Candidate abroad, no permit | LMIA or an exempt stream needed | We scope it honestly and refer you to Canadian immigration counsel |
Immigration timelines are long. A standard LMIA-based hire commonly runs many months end to end, while some exempt streams such as intra-company transfers and CUSMA professional categories move considerably faster. We are not immigration lawyers and do not give immigration advice.
Employees pay federal and provincial income tax, and both sides contribute to the pension and unemployment schemes. Employer costs typically land around ten to fifteen percent above gross salary.
Where a termination clause is unenforceable, courts award common-law reasonable notice, which is uncapped. A single defective sub-clause can void the whole provision. We draft to avoid it.
Treating someone as a contractor when the relationship looks like employment triggers retroactive CPP, EI, tax, penalties and interest. Canada also recognises a dependent-contractor middle category.
Applying Ontario rules to a British Columbia or Quebec employee produces a non-compliant contract. We use the standards of the province where the employee actually works.
Companies hiring in Canada are often building on both sides of the border. Through our network we can employ and pay staff across North America under one relationship, with aligned payroll and reporting.
Fifty state regimes with their own withholding, unemployment insurance and benefits expectations. We coordinate US hiring alongside your Canadian team.
Federal labour law, IMSS social security and mandatory profit sharing. A common third leg for companies nearshoring across the region.
Consolidated employment across North America, so you brief us once and we handle the country-by-country detail.
Share the role and the province and we will map the exact process, cost and timeline.