Canada, the second-largest country in the world in area occupies roughly the northern two-fifths of the continent of North America. Despite Canada’s great size, it is one of the world’s most sparsely populated countries.
Companies expanding globally increasingly use EOR solutions in Canada to enter the market quickly without establishing a legal entity.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Canada.
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Fast-track your talent onboarding while ensuring 100% compliance with local regulations. using an Employer of Record in Canada
Calculate net salary post deductions and compare it with the salary in other countries instantly.
Receive process support by an experienced team of experts & pay your talent on time and in their local currency, ideal for companies looking to hire employees or contractors in Canada
Easily onboard your remote talent in Canada through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
Canada, the second-largest country in the world in area occupies roughly the northern two-fifths of the continent of North America. Despite Canada’s great size, it is one of the world’s most sparsely populated countries.
Companies expanding globally increasingly use EOR solutions in Canada to enter the market quickly without establishing a legal entity.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Canada.
The national holidays mentioned below are valid for the year 2026 and are critical for hiring in Canada planning:
The national holidays mentioned below are valid for the year 2026. Employers must comply with Statutory holidays in Canada when scheduling employees and processing payroll.
| January 1 | New Year’s Day | |
| April 3 | Good Friday | Movable - The Friday before Easter |
| April 6 | Easter Monday | Movable - Depending on the ecclesiastical approximation of the March equinox |
| May 18 | Victoria Day | Nationwide except for New Brunswick and Nova Scotia - Movable - The last Monday preceding May 25 |
| July 1 | Canada Day | |
| August 3 | Civic Day | |
| September 7 | Labour Day | Movable - The first Monday in September |
| September 30 | National Day for Truth and Reconciliation | Movable |
| October 12 | Thanksgiving Day | |
| November 11 | Remembrance Day | |
| December 25 | Christmas Day | |
| December 26 | Boxing Day |
The approximate time for sharing the contract with an employee in Canada is 5 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
Companies using an Employer of Record Canada partner can often streamline documentation when they hire employees in Canada or hire a remote worker in Canada.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee. This process is part of compliant onboarding delivered through Canadian Employer of Record services.
Before companies hire contractors in Canada, they must evaluate provincial labor regulations and employment classification rules.
The Canadian social security system incorporates federal law on welfare issues such as unemployment insurance and old age security, as well as, provincial policies and programs on welfare issues, such as education, social services, and social assistance. The country has two key components of its social security: Pension and Employment Insurance (EI).
Organizations expanding internationally often rely on EOR service in Canada to remain compliant while they pay employees in Canada without establishing a local entity.
| Category | Employer Contribution | Employee Contribution | Maximum Annual Insurable Earnings |
Maximum Annual Employer Premium |
|---|---|---|---|---|
| Employment Insurance (EI) |
|
|
CA$65,700 |
|
Canada Pension Plan (CPP)
|
|
|
|
|
|
|
|
|
CA$188 |
Hours of Work of Part III of the Canada Labour Code sets out the requirements an employer must meet with respect to hours of work and overtime. Managers, superintendents, and employees who carry out management functions are exempted. Architects, dentists, engineers, lawyers, and medical doctors are also excluded. Employers must understand working hours in Canada before onboarding staff across different provinces.
Hours worked in excess of standard hours must be paid for at the overtime rate. Overtime means any hours worked in excess of the standard hours specified in the Code of Regulations, in most cases eight in a day or 40 in a week. A minimum of one and one-half times the regular rate of wages is prescribed as the overtime rate.
Employees are not provided with a statutory limit for probation. However, every province has provided the maximum possible timelines that range from a month to 6 months.
An employer must provide an employee with at least two weeks’ written notice of their intention to terminate the employment of an employee. For an employee who has completed at least three years of service, the minimum notice requirement is equivalent to one week per completed year of employment, up to a maximum of eight weeks of notice. The employer can also pay the employee their regular wages in lieu of notice. A combination of notice and wages in lieu of notice is permitted.
An employee must have completed a minimum period of service in order to be entitled to notice (typically three months, except in Manitoba – 30 days – and in New Brunswick, Prince Edward Island, and Yukon – six months). The leave policy in Canada includes vacation entitlement, protected leaves, and provincial employment standards obligations.
Hours of Work of Part III of the Canada Labour Code sets out the requirements an employer must meet with respect to hours of work and overtime. Managers, superintendents, and employees who carry out management functions are exempted. Architects, dentists, engineers, lawyers, and medical doctors are also excluded. Employers must understand working hours in Canada before onboarding staff across different provinces.
Hours worked in excess of standard hours must be paid for at the overtime rate. Overtime means any hours worked in excess of the standard hours specified in the Code of Regulations, in most cases eight in a day or 40 in a week. A minimum of one and one-half times the regular rate of wages is prescribed as the overtime rate.
Employees are not provided with a statutory limit for probation. However, every province has provided the maximum possible timelines that range from a month to 6 months.
An employer must provide an employee with at least two weeks’ written notice of their intention to terminate the employment of an employee. For an employee who has completed at least three years of service, the minimum notice requirement is equivalent to one week per completed year of employment, up to a maximum of eight weeks of notice. The employer can also pay the employee their regular wages in lieu of notice. A combination of notice and wages in lieu of notice is permitted.
An employee must have completed a minimum period of service in order to be entitled to notice (typically three months, except in Manitoba – 30 days – and in New Brunswick, Prince Edward Island, and Yukon – six months). The leave policy in Canada includes vacation entitlement, protected leaves, and provincial employment standards obligations.
The Canadian social security system incorporates federal law on welfare issues such as unemployment insurance and old age security, as well as, provincial policies and programs on welfare issues, such as education, social services, and social assistance. The country has two key components of its social security: Pension and Employment Insurance (EI).
Organizations expanding internationally often rely on EOR service in Canada to remain compliant while they pay employees in Canada without establishing a local entity.
| Category | Employer Contribution | Employee Contribution | Maximum Annual Insurable Earnings |
Maximum Annual Employer Premium |
|---|---|---|---|---|
| Employment Insurance (EI) |
|
|
CA$65,700 |
|
Canada Pension Plan (CPP)
|
|
|
|
|
|
|
|
|
CA$188 |
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