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Canada, celebrated for its stunning natural vistas and vibrant multicultural fabric, stands as an enticing prospect for businesses eyeing international expansion.
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
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.
Probationary periods are permitted. There are no restrictions on duration, but are generally 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.
Employers are required to provide written notice must be provided for termination or pay in lieu. Notice of termination of employment, once given, cannot be withdrawn without the consent of the worker.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 Client and/or Contractor 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.
TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.
When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.
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