Hire in Canada — federal / provincial contracts, CPP/EI, CRA withholding on one ledger.
No Canadian Corp. setup, no CRA Business Number (BN/PD7) registration on your side. Bordero staffs a Canadian EOR entity, drafts a common-law + applicable-provincial ESA contract, registers with the CRA, applies CPP/QPP + EI/AE on the cycle, and books provincial workers’ compensation (WSIB on, WCB Ab, CNESST Qc, etc.) as an entity-side standalone liability.
Canadian labour law sits across a federal baseline (the Canada Labour Code Part III for federal-jurisdiction hires) and thirteen provincial / territorial Employment Standards Acts. Common-law reasonable notice is fact-driven (the Bardal factors: age, tenure, character of employment, salary, inducement) and the provincial ESA notice minima vary (Ontario 1–8 weeks bracket-driven; Alberta notice-or-pay-in-lieu; British Columbia up to 8 weeks; Quebec branches off in civil-law tradition). v1 collapses to a 14-day flat default and surfaces the variance on the payslip notice.
Provincial probation caps vary: Ontario ESA caps sequential probation at 90 days for non-unionized hires; Quebec Labour Standards caps at 90 days for most categories; British Columbia ESA has no statutory cap; the federal regime and most provinces also allow contractual probation up to typical limits. v1 picks 90 days as the conservative Ontario-mirroring default; the contract declares it subject to the applicable provincial ESA. CPP (Canada Pension Plan) + EI (Employment Insurance) on the EE side, with Quebec residents paying QPP (Quebec Pension Plan) + QPIP (Quebec Parental Insurance Plan) — v1 collapses to a 6.5% federal CPP/EI approximation; the payslip notice surfaces the Quebec variant and the wage-base ceiling gap.
Median 24h from signed order form to country-specific contract in Canada.
- Canada
- 2 wk
- CA$
Compliance snapshot
Canada — what Bordero carries on the ledger.
The collapsed percentages are v1 demo approximations — declared on the payslip notice and replaced with cap- and bracket-aware math for non-trivial demographics before paying a hire. Talk to sales for a counsel-reviewed breakdown.
Contract & filings
What the country-specific contract covers.
A Canada employment relationship is built on the governing law below. Bordero issues the contract, registers the entity, and handles the entity-side liabilities on the same ledger — your finance team reconciles once.
Governing law
- Canada Labour Code Part III §196(2)(a) annual-leave floor (2 weeks per year post-1-year of continuous service) — federal baseline; provincial ESA minimum applies where higher (e.g. Saskatchewan 3 weeks post-1-year).
- Common-law reasonable notice anchored on the Bardal factors (age, tenure, character of employment, salary, inducement) — declared-not-modelled in v1; the contract surfaces the variance in a policy letter before any termination.
- Provincial ESA notice minimum applies where federally favourable (Ontario 1–8 weeks bracket-driven, Alberta notice-or-pay-in-lieu, British Columbia up to 8 weeks).
- CPP/QPP + EI/AE acknowledged in the contract; EE-side collapsed to ~6.5% in v1 (CPP 5.95% + EI 1.64% federal approximation; QPP 6.40% + QPIP ~0.494% for QC residents not modelled).
- CRA withholding collapsed to a flat 22% effective rate in v1; real CRA withholding is bracket-aware via provincial + federal declaration; annual reconciliation through the T1 return cycle.
- ROE (Record of Employment) issued through the Service Canada portal (ROE Web) on termination — drives EI/AE eligibility.
- LMIA-exemption categories + LMIA-supported work permits mapped per hire; SIN (Social Insurance Number) issuance declared in the contract template.
- Provincial workers’ compensation (WSIB Ontario, WCB Alberta, CNESST Quebec, etc.) registered on the entity side as a standalone liability.
Notice & probation
How termination runs in Canada.
v1 collapses bracket-by-tenure terms into a flat default — the notice paragraph surfaces where production employers should review the bracket choice with counsel before any termination.
- Probation under Ontario ESA s.22 capped at 90 days for non-unionized hires; other provinces vary (BC no statutory cap, AB typical 90, QC 90 for most categories); v1 declares 90 as the conservative ceiling subject to the applicable provincial ESA.
- Notice on common-law-bardal factors AND provincial ESA notice minimums; v1 collapses to a 14-day flat default; surface the bracket choice in a policy letter before termination.
- No statutory severance under Canadian federal / most provincial regimes; common-law reasonable notice is the safety net.
Hiring non-residents
Right-to-work and immigration for Canada.
Non-Canadian / non-Canadian hires route through the work-permit cycle before they touch payroll. The contract template holds the permit carve-out so a baseline IAM reshape never gates on a still-pending permit.
LMIA-supported or LMIA-exempt work permit + SIN mapped per hire for non-Canadian citizens; non-Canadian hires onboard only after IRCC clears the work permit.
- Work permit under LMIA-supported (employer-specific) or LMIA-exempt categories (Global Talent Stream, International Mobility Program / IMP, C12 intra-company transferee, NAFTA / USMCA professional, C11 entrepreneur, open work permit for spouses of skilled workers, etc.) — IRCC decision archived before contract countersignature.
- SIN (Social Insurance Number) issued by Service Canada — required to flow EI/CPP contributions and to issue a T4 slip at year end; tracked on the entity side throughout the cycle.
- Provincial Nominee Programs (PNP) mapped per hire where the worker class aligns — declared in the contract template.
- Right-to-work clears for Canadian citizens and permanent residents (PR); temporary residents require both a valid work permit and a valid SIN.
Talk to sales
Canada on one ledger.
Country in. Contract, payroll, and compliance on one ledger. We'll come back with the entity, the contract template, and the first payroll cycle within a business day.