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Canada is one of the world’s most stable and business-friendly countries, offering a strong economy, a highly skilled and diverse workforce, and a transparent legal system. With competitive salaries and a well-regulated employment landscape, Canada is an ideal location for companies looking to hire remotely or expand globally.
Canada offers a mature, transparent, and regulated labour market ideal for international employers. From wage regulations to social insurance contributions, it’s essential to understand local and provincial employment laws.
Discover everything you need to know about hiring in Canada, from minimum wage rules to compliance requirements.
In Canada, employment contracts can be written, verbal, or implied. However, written contracts are highly recommended and often required to clearly outline the terms of employment and mitigate legal risks.
Notice periods: 1 week to 8 weeks, depending on the service period
Termination of employment: Termination can be with or without cause. With cause, the employee can be dismissed immediately without notice or severance due to serious misconduct. Without cause, the employer must provide notice or pay in lieu of, and severance if applicable.
Want to learn more about employment contracts in Canada? Get our full template now!
Employers in Canada must provide all the mandatory benefits, with specific requirements varying by province and employment type. Many companies go beyond the minimum by offering optional benefits to attract and retain talented employees.
Mandatory benefits: Canada Pension Plan (CPP), Employment Insurance (EI), paid vacation
Common perks: Health & dental insurance, wellness programmes, retirement plans
Leave policies: Maternity leave, paternal leave, annual leave, public holidays, medical leave, critical illness leave.
Want to learn more about all the employee benefits available in Canada?
Using EOR services in Canada allows you to legally employ individuals in the country without opening legal entities there. The EOR takes over all the legal responsibilities as an official employer, including:
Using PEO services in Canada provides HR and administrative support, while you remain the legal employer. PEO services are ideal for employers who already have legal entities in Canada but need support to manage their workforce operations, including:
Native Teams provides a payroll calculator adjusted per Canada’s labour laws. Estimate gross-to-net salaries, tax withholdings, and employer costs in Canada with our localised calculator. Designed to meet all payroll and compliance requirements.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Whether you're paying full-time employees or gig workers, we make it easy, efficient, and people-first in 85+ countries, with 70% less admin work.
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Freelancers or gig workers in Canada must be registered as self-employed and handle their own taxes. As a client, you’re not responsible for tax deductions but must avoid creating a relationship that resembles full-time employment to prevent misclassification.
When working with freelancers or gig workers, it’s also essential to have a clear contract that outlines the scope of services, duties, payment terms, and other key details.
