Employer of Record (EOR) in Canada

Hire in Canada in days, with no entity and no exposure to getting provincial employment law wrong. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Canada

An Employer of Record is a company that legally employs your Canadian staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Canada without forming your own company.

In practice the EOR partner takes on everything that needs a Canadian legal entity and local expertise: a compliant employment contract under the relevant provincial employment standards, monthly payroll with income tax, CPP, and EI withholding, employer CPP and EI contributions and all source deductions to the CRA, statutory benefits and leave, and compliant onboarding and lawful exits with the correct notice or pay in lieu, since Canada is not at-will. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Canada, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Canadian employment contract under the relevant provincial employment standards, with all statutory terms correct from day one.

02

Compliant from day one

Monthly payroll, income tax, CPP and EI withholding, employer CPP and EI contributions, and all source-deduction filings to the Canada Revenue Agency (CRA).

03

No entity required

Statutory benefits, annual leave, notice and severance under federal and provincial employment standards legislation, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Canadian hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Canadian standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Canadian contract is issued under the relevant provincial standards, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

Income tax, CPP, and EI calculated and withheld, payslips issued, source deductions filed to the CRA. You direct the work; the compliance just runs.

What EOR in Canada costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Canada the statutory employer cost is predictable rather than low, and it varies by province. We make both transparent before you commit, so there are no surprises.

Employer social security

Employer CPP at 5.95% on earnings to $74,600, plus 4% CPP2 to $85,000, and EI at 1.4 times the employee rate, with provincial workers’ compensation and, in some provinces, an Employer Health Tax on top. Predictable and fully costed before you commit.

Minimum wage (2026)

CAD 18.15 per hour for federally regulated employers from 1 April 2026; provincial minimums range from CAD 15.00 (Alberta) to CAD 19.75 (Nunavut). The higher of federal or provincial always applies.

Income tax (employee)

Federal brackets run 14% up to CAD 58,523, rising to 33% above CAD 258,482, plus provincial tax on top (Ontario tops out at 13.16%, Quebec at 25.75%). Withheld at source from the employee’s pay. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Canada, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

We benchmark across our partner network for rates typically 15 to 25% below going direct, and we renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of Canadian provincial employment standards, CPP and EI, and termination rules that keeps you compliant.

  • EOR specialists
  • Provincial standards & CRA
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Canadian corporation. We plan that crossover and manage the transition when the economics justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Canada

Two things slow foreign employers down in Canada: the time to incorporate, and the risk of getting province-by-province employment law wrong. An EOR removes both.

Working time, leave & contracts

Compliance handled across every province. Canadian employment law is set province by province, with mandatory CPP and EI, workers’ compensation, and termination that needs notice or pay in lieu rather than at-will dismissal. An EOR carries all of it correctly from day one, so a wrong assumption never becomes a liability.

Operational in days, not weeks

Incorporating in Canada takes weeks, and you cannot legally employ anyone until it completes. An EOR removes that wait entirely: a compliant provincial contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount justifies it. This is the real value of EOR in Canada: speed into a complex market, with the compliance carried by an expert.

Everything your Canadian EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Canada contract

A compliant Canadian employment contract under the relevant provincial standards, issued and maintained for you.

Payroll, CPP & EI

Monthly payroll run, with income tax, CPP, and EI calculated, withheld, and filed correctly each month.

Statutory benefits

All statutory benefits administered: paid vacation, statutory holidays, parental leave (EI-funded), and notice or pay in lieu on exit, which Canada requires since it is not at-will.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Canada.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Canadian EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant provincial contract from day one. Compare that to the weeks an incorporation takes, during which you cannot legally employ anyone.

Predictable, and lower than many assume. Employer CPP is 5.95% to $74,600 (plus 4% CPP2 to $85,000), EI is 1.4 times the employee’s own 1.63% rate, with provincial workers’ compensation and sometimes an Employer Health Tax on top. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Canadian legal employer meeting all provincial employment-standards, CPP, EI, and tax obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (income tax, CPP, and EI withholding), employer contributions, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Canadian corporation, and can support the incorporation itself. Most use EOR for 12 to 24 months first.

Ready to hire in Canada?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Canada.

Tax and labour data verified June 2026 (CRA, PwC, OECD). Figures change; we confirm the current position when we scope your hire.