What is a Canada employer of record?

A Canada Employer of Record (EOR) is a third-party organization that legally employs professionals on your behalf. The provider handles payroll, tax remittances, benefits, and compliance. This structure lets you hire talent in Canada without setting up a local entity.

How does a Canada EOR work day to day?

A Canada EOR manages payroll, tax withholdings, statutory benefits, and employment contracts for Canadian team members. This setup ensures compliance with federal and provincial laws. The EOR handles all administrative employer responsibilities, while you direct daily work and performance.

Which EOR solution supports compliant hiring for businesses in Canada?

G-P EOR supports compliant hiring in Canada by managing localized contracts, provincial taxes, and statutory benefits through our legal entities. Our platform ensures total compliance with federal and provincial labor laws so you can hire talent without a local entity.

Canada EOR vs. PEO: what's the difference?

A Canada EOR acts as the legal employer. The EOR assumes full statutory responsibility for compliance, payroll, and taxes, while you manage daily work. A PEO operates under a co-employment model. This model shares employer responsibilities but typically needs you to maintain a Canadian entity.

When does it make sense to use a Canada EOR?

Using a Canada EOR works well when you want to hire employees in Canada quickly. It helps you test the market or avoid the cost of establishing a local entity. It's also useful for short-term projects and remote teams.

Why use a Canada EOR instead of a Canadian entity?

A Canada EOR lets you hire and pay professionals compliantly. You avoid the time and expense of setting up a subsidiary. This approach streamlines market entry and reduces ongoing administrative and legal burdens when you need to hire employees quickly.

What payroll and tax tasks does a Canada EOR handle?

A Canada EOR manages payroll processing, income tax withholdings, CPP and EI contributions, and T4 slip issuance. The provider also remits all required deductions to federal and provincial authorities.

How does a Canada EOR manage CPP and EI remittances?

A Canada EOR calculates, withholds, and remits Canada Pension Plan (CPP) contributions and Employment Insurance (EI) premiums. The provider sends these deductions directly to the Canada Revenue Agency. This process ensures you meet all statutory deadlines and requirements.

How does a Canada EOR ensure federal and provincial compliance?

A Canada EOR stays current with all federal and provincial employment laws. The provider manages statutory benefits and maintains required records. It meets all payroll, tax, and workplace safety obligations for Canadian employees.

加拿大記錄僱主 (EOR) 服務 | 透過 G-P 進行聘請

加拿大僱主創紀錄的重要成果

無實體全球招聘：在所有省份和地區聘請人才，而無需花費成立本地法人實體的時間和費用。
本地化合規：探索加拿大複雜的雙重監管環境，90% 僱員受特定省份法律（例如魁北克的語言要求或安大略省的加班規則）所管轄。
全面的生命週期管理：確保 100% 符合自動化薪資、以 CAD 為基礎的合約、法定福利以及向 CRA 和魁北克省稅務匯款。
G-P 解決方案：透過 G-P 名義僱主™ 和 G-P Contractor™ 平台聘請全職員工或獨立承包商，而無需本地實體。使用我們採用 AI 支援的人力資源代理 G-P Gia™，即時獲得專家審核的合規指導，以及自動化的本地合約生成。

Canada employer of record (EOR) products and services play a crucial role in complying with the country’s complex employment regulations. SaaS EOR services cover everything from legal employment contracts to managing payroll taxes, ensuring businesses meet both federal and Canadian provincial compliance. By tapping into the expertise of a Canada Employer of Record, companies can confidently navigate diverse regulatory requirements. This support reduces the risk of non-compliance while enabling businesses to concentrate on their core activities instead of legal complexities.

使用名義僱主在加拿大尋找就業

As you look into the employment landscape, understanding how an employer of record (EOR) operates in Canada is important. Canada’s multi-layered employment law system presents significant compliance challenges for global companies looking to hire and manage talent. Approximately 90% of employees fall under provincial or territorial legislation, while the remaining 10% are federally regulated. Each jurisdiction has its own rules for minimum standards, notice periods, and benefits. An EOR in Canada provides the necessary local expertise to navigate this complexity.

在加拿大的招聘，尤其是沒有對僱傭法的深入知識，對於全球企業來說可能是具有挑戰性和要求的。

加拿大雇主面臨的主要挑戰包括：

沒有自由僱傭：僱主必須提供通知或付款代替終止通知而無理由。
承包商錯誤分類：獨立承包商的標準嚴格，錯誤分類可能會導致重大懲處，包括退還福利和稅款。
省級變化：在多個省份招聘的公司必須針對每位僱員遵守不同的規則。

加拿大招聘：沒有 EOR 的挑戰

Direct employment of workers in Canada without an employer of record introduces multiple challenges. Companies must set up a legal entity, a process that is both expensive and time-consuming. Additionally, keeping up with ever-evolving federal and provincial labor laws demands significant resources.

Without AI-powered EOR services, companies are at increased risk of non-compliance, legal penalties, and administrative overload. An employer of record EOR addresses these issues by overseeing the complexities of employment contracts, payroll, and tax obligations, allowing businesses to focus on strategic expansion.

觀看名義僱主的運作方式

加拿大的僱傭合約

A legally compliant employment contract is the foundation of any hire in Canada. A legally compliant employment contract ensures any hire in Canada aligns with federal and provincial employment laws. An employer of record ensures that every hire contract is compliant and meets all applicable provincial or federal minimum standards in employment terms. Contracts should be detailed, outlining an employee's compensation, benefits, and termination provisions in Canadian dollars (CAD).

In Québec, employment contracts and related documents must be drafted in French, though an English version can also be provided if both parties agree. Employer of Record products and services can facilitate bilingual documentation, ensuring compliance in linguistically diverse regions.

加拿大工作條件和休假

加拿大的工作時間和加班時間

Overtime rules vary by province but are generally calculated at 1.5 times an employee's regular rate of pay for hours worked beyond a set weekly threshold (e.g., 40 hours in Québec, 44 hours in Ontario). An EOR ensures correct calculation and payment of overtime, as certain roles, such as managers and supervisors, may be exempt.

加拿大的假期和法定假日

帶薪年假是強制性的，各省的最低標準有所不同。大多數的司法管轄區都是從2 週開始，隨著服務的增加而增加，不過薩斯喀徹溫省顯然是從3 週開始。對於專業職位，3 至 4 週的假期是市場常見的期望。

Employees are also entitled to paid time off for statutory holidays. Canada has 5 national holidays, with additional provincial and territorial holidays. An employer of record tracks and administers the correct holiday entitlements based on the employee's province of work.

加拿大國定假日：元旦、耶穌受難節（或魁北克省的復活節星期一）、加拿大國慶日、勞動節和聖誕節。

加拿大的強制休假

加拿大提供各種形式的工作保護假，包括病假和育嬰假。

病假：聯邦監管的員工每年最多可獲得 10 天的有薪病假。各省的權利各有不同；例如，不列顛哥倫比亞省提供5 有薪日，而魁北克省則提供2 。對於長期缺勤，僱員可能有資格獲得就業保險（EI）疾病補助金。
產假和育嬰假：合資格的父母有權享有長期的工作保障的假期。雖然假期本身由雇主無薪，但父母可以通過聯邦 EI 計劃獲得福利。許多僱主提供「補充」補助金以補充 EI 福利，名義僱主可以管理這些費用。

名義僱主允許企業提供符合這些法律框架的標準化假期政策。

加拿大健康保險和福利

雖然加拿大的公費醫療保健系統涵蓋醫療所需的醫師和醫院服務，但並非涵蓋所有服務。補充健康保險是大多數專業職位的標準期望，包括處方藥、牙科護理、視力護理和輔助醫療服務（例如物理治療）等服務。在沒有當地加拿大實體的情況下，採購和管理競爭力的團體福利計劃是一個重大的挑戰。名義僱主提供強大的福利待遇，幫助您吸引和留住頂尖人才。

加拿大的終止和遣散費

在加拿大終止僱傭關係需要謹慎遵守法定要求和普通法原則。試用期，通常是 3 至 6 個月，必須在僱傭合約中清楚定義。僱主必須提供工作終止通知，或提供薪酬代替通知。所需的通知期由法定最低限額（以服務時間為準）和普通法制定的「合理通知」期限決定，通常會顯著更長。名義僱主提供有關計算適當的通知和遣散費用的重要指引，以減低LEGAL風險。

在某些情況下，尤其是在安大略省對於較大型僱主，除了通知之外，還需要法定的遣散費。在魁北克省，以及根據聯邦法律，沒有原因的終止受到限制，因此需要有正確的解僱原因。

加拿大的薪資與稅務

加拿大的雇主負責扣除和退還所得稅和薪資供款。稅率是漸進的，在聯邦和省級都適用。名義僱主管理所有薪資功能，包括就業稅匯款，確保遵守聯邦和省級預扣。

截至 7 月2025 ，主要稅務資訊包括

最高稅率（聯邦 & 省合併，近似）：不列顛哥倫比亞省 (53.50%)，安大略省 (53.53% )、Québec (53.31% )、Alberta (48.00% ).
Canada Pension Plan (CPP): Contributions are mandatory up to a yearly maximum pensionable earnings limit (YMPE), which for 2025 is CAD 71,200. A second tier of contributions (CPP2) applies to earnings between the YMPE and a new upper earnings limit of CAD 75,500.
Employment Insurance (EI): Employers and employees contribute up to a maximum annual insurable earnings limit (CAD 65,000 for 2025). Contribution rates vary slightly for employees in Québec.

與加拿大名義僱主合作的優勢

與加拿大記錄雇主合作提供了明顯的優勢，從而簡化您在該國內的招聘操作。AI 驅動的名義僱主服務有助於加拿大人才快速入職，從而消除了在加拿大成立昂貴的法律實體的需求。通過負責僱傭合約、合規和薪資，名義僱主確保您的人手根據當地法律整合。與 EOR 合作不僅可以節省公司資源，還確保遵守加拿大僱傭法。

在加拿大選擇理想的名義僱主

在加拿大選擇合適的**名義僱主**要求企業評估提供商在加拿大僱傭法例的熟練度以及他們提供定制**解決方案**的能力。

選擇加拿大 EOR 時需要考慮的因素包括：

加拿大僱傭法專業知識：驗證名義僱主對加拿大的聯邦和省份僱傭法有深入了解。這包括了解最低工資、通知期間和福利的區域變化。
提供全面的服務：評估所提供的服務範圍。強大的名義僱主應提供：
- 薪資處理和稅款匯款（聯邦和省級）
- 福利管理，包括健康保險和退休金計劃
- 僱傭合約、工作條件和休假政策的合規管理
- 關於終止和遣散費要求的指引
- 支持雙語文件，特別是在魁北克。
可擴展性和靈活性：選擇一個可以滿足您公司的成長和不斷變化的需求的**名義僱主**，無論您是僱用一名員工還是擴展到多個省份。
信譽和客戶參考：尋找具有良好記錄和積極的客戶見證的名義僱主。請求推薦人，並詢問他們與類似企業合作的經驗。
技術與整合：評估名義僱主的技術平台。它應該是用戶友好、安全的，並能夠與您現有的人力資源或薪資系統集成，以實現無縫的數據管理。
成本結構：了解名義僱主的定價模式，包括所有設置費用、持續服務和任何額外費用。確保透明度和無隱藏成本。
客戶支持：出色的客戶支持至關重要。EOR 應為可能出現的任何問題或問題提供回應且知識豐富的協助。

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使用 G-P 名義僱主進行全球招聘

G-P 名義僱主是屢獲殊榮的人工智慧驅動的全球招聘解決方案，使初創企業、中小企業和企業企業能夠輕鬆建立全球團隊。只需幾分鐘即可在 180 多個國家/地區的頂尖人才加入、管理和付款，而無需複雜實體設置。

G-P 名義僱主是領先的 HUMAN CAPITAL MANAGEMENT；人力資本管理、專業就業組織和薪資平台的首選合作夥伴。將您的人手資料整合在一個地方，以維護現有的工作流程，同時在整合式系統中保持一致且準確的資料。

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加拿大名義僱主常見問題

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名義僱主 (EOR) in 加拿大

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加拿大僱主創紀錄的重要成果