Canada
Navigating the labor laws and regulations of Canada is made easy with our EOR services.
We handle all aspects of local employment, ensuring compliance and smooth operations for your business. From payroll to benefits, our team provides comprehensive support tailored to meet the unique needs of your business in Canada.
Expand into the Canadian market with confidence, knowing that you have a reliable partner managing your international employment needs.
For an overview by province, see options below:
Canada, known for its natural beauty, diverse culture, and stable economy, offers great opportunities for businesses looking to expand internationally. TCWGlobal makes hiring in Canada easy and hassle-free.There are no official subcategories of Workers in Canada.
Most contracts in Canada are indefinite. However, fixed term contracts are permitted and naturally expire at the end of the term unless there is just cause to end the contract early. Early termination of a fixed term contract may require compensation to the Worker in the amount equal to the remainder of the fixed term.
Probationary periods are permitted. There are no restrictions on duration, but probationary periods typically last for up to three months. Termination requirements during a probationary period vary by jurisdiction.
Each province/territory recognizes different statutory/public holidays and has different eligibility criteria. The number of holidays recognized ranges from 7 to 10.
Most Canadian Workers are entitled to vacation pay equivalent to 4% of their gross wages, commission earnings, and work-related bonuses. Vacation is included in each paycheck and the Worker is unpaid when they use vacation time. Alternatively, it will be banked as it is accrued for subsequent lump sum payments. Any accrued but unused leave is paid out upon termination.
Provinces and territories provide varying amounts of paid and unpaid leave for the illness of a Worker and/or their family.
A regular workweek is generally Monday through Friday, eight hours per day, 40 hours per week, but it varies by jurisdiction. Some provinces mandate periods of rest.
Overtime is paid in accordance with the applicable provincial/territorial law, which is generally a rate of 1.5 of the regular pay.
There are no mandatory bonuses in Canada.
For Workers with indefinite contracts, written notice of termination, or payment in lieu of such notice, is required. Notice of termination of employment, once given, cannot be withdrawn without the consent of the worker. The amount of notice required is based on the province or territory and the worker’s length of service. Generally, the following is required: less than 3 months - no notice; 3 months but less than 1 year - 1 week; 1 year but less than 3 years - 2 weeks; after 3 years - an additional week per year up to a maximum of 8 weeks.
Workers must give two weeks’ notice of termination of their employment unless otherwise agreed by the parties.
In most provinces, collective dismissal requires varying amounts of notice depending upon the number of Workers affected.
Employment law for most industries is regulated at the provincial/territorial level. The average provisions have been included here, but there may be variances depending upon the location of the Worker.
Pension/Employment Insurance: All Canadian Workers and their employers are required to contribute to a government pension as well as employment insurance subject to statutory maximums. Workers in Quebec are also required to contribute to a parental insurance plan.
Supplemental benefits must be offered to ALL Saskatchewan workers PT & FT. Canada has universal health care and providing supplemental benefits is not mandatory in other provinces.
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