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Payroll Sevices in Canada

Cost-effective payroll solutions for tech employees in Canada.

Start Payroll in Canada
Adoppler
BBG
Black Beacon
MediaMath
Natify
Pebble Post
Pluto TV
Rubicon Project
Savveo
Traveling Spoon
Trusted Insight

Reliable payroll provider in Canada

Payroll outsourcing in Canada made simple.

Reliable payroll provider in Canada
  • Quick setup in 7 days
    Complete payroll onboarding, registrations, and system setup within one week.
  • Accurate monthly reporting
    Processing pay stubs, deductions, and timely submissions to Canadian tax and social agencies.
  • Compliance assured
    Salaries, contributions, and benefits fully aligned with Canadian labor laws and tax regulations.
  • IP and confidentiality protection
    Contracts safeguard intellectual property, confidentiality, and invention rights.
  • Support for all work models
    Legal contracts and reimbursements for remote, on-site, or hybrid teams.
  • Scalable and agile
    Easily grow or reduce your workforce without provider changes or rigid contracts.

Canada

Progressive immigration programs streamline hiring of global tech talent.
Generous government incentives fuel innovation, govtech, and SR&ED.
Rapidly expanding ICT ecosystem supported by strong labor protection.
GDP

$2.3 trillion (2025 projection)

Languages

English and French

Currency

Canadian Dollar (C$, CA$)

Developer salary range

C$80k – C$150k/year ($60k–$113k)

Canada tax structure overview

Income

15%–53%, federal and provincial combined.

Employer contributions

Approx. 7.5%–8.2% Canada Pension Plan (CPP) and Employment Insurance (EI), province-dependent.

Employee contributions

Approx. 7.5% CPP and EI, deducted from salary.

Freelancers

CPP, EI (if applicable), plus 5%–15% Goods and Services Tax / Harmonized Sales Tax (GST/HST).

Reporting

Monthly filings to Canada Revenue Agency (CRA) and provincial authorities.

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Employment law insights

Minimum wage (2025)

C$2,403/month (approx. $1,800); varies by province.

Overtime pay

1.5x regular rate after standard hours; different provincial rules apply.

Payroll frequency

Biweekly or monthly

Pay stub

Must clearly list all earnings, deductions, and contributions; can be digital or printed.

Common IT benefits and leave

  • Mandatory CPP and EI employer contributions.
  • 10–15 days vacation plus statutory holidays.
  • Parental leave up to 18 months, partially paid.
  • Annual and performance-based bonuses; equity participation.
  • Private health plans, home-office reimbursements, mental health support, and learning budgets.

Payroll laws for tech employers

Payroll is a complex system that allows no mistakes. Mastering its nuances is essential. Below, we highlight the critical aspects every tech employer must know.

Tech workforce classification in Canada

Understanding principal distinctions between employees and contractors ensures compliant onboarding in Canada, speeds up processes, and minimizes legal risks and penalties.

Employees

Hired under full Canadian labor law protections.

Features
  • Receive public healthcare, CPP and EIbenefits.
  • Entitled to paid vacation (10–15 days), parental and sick leave.
  • Severance pay and notice periods apply.
Work structure
Work under company policies and management.
Common roles
Backend Devs, QA, UI/UX, Data Scientists, Product Managers.
Сontractors

Self-employed with freelance contracts.

Features
  • Manage own tax registration, VAT, and benefits.
  • Set their own hours and use personal equipment.
Work structure
Operate independently from company structure.
Common roles
Freelance software engineers, DevOps Consultants, Technical Writers, Interim CTOs.
Rules for contractors in Canada

Avoid employee reclassification by ensuring contractors maintain independence.

When contractors risk reclassification

Authorities may reclassify contractors as employees if they:

  • Follow company-set schedules.
  • Use company tools or systems.
  • Report to managers.
  • Work predominantly for one client over time.
Remote teams

Remote status doesn’t guarantee contractor classification. Off-site developers risk reclassification if they:

  • Regularly attend team meetings.
  • Submit deliverables for approval.
  • Use internal collaboration tools (GitHub, Jira, Slack).
  • Are paid on recurring schedules or milestones.
Remote work policies in Canada

Remote employees must have formal contracts and be registered for payroll, taxes, and benefits.

Legal status
Employees must be Canadian residents or hold valid work visas. Employment termination may impact visa or residency status.
Tools and expenses
Companies typically cover reasonable home office costs (internet, electricity, equipment) as specified in contracts.
Health and safety
Employers remain responsible for off-site safety, including ergonomics and workspace guidelines.
Data privacy
Remote work must comply with Canadian privacy laws (PIPEDA) and GDPR, ensuring secure access and data handling.
Payroll obligations
Legal obligations for salary, benefits, and reporting apply regardless of work location.
Equity participation in Canada

Tech companies routinely use stock-based compensation as a retention tool in Canada. All equity income triggers tax obligations and must be reported accordingly.

Stock options and RSUs
Options, RSUs, and phantom shares become taxable upon vesting or exercise, valued at current market rates.
Payroll reporting
Equity income flows directly into gross pay and is reported monthly to tax authorities, appearing on employee pay stubs.
Cash alternatives
Companies use milestone-based cash bonuses as simpler substitutes linked to performance, reducing overhead.
Social security impact
Equity gains count as salary for pension and health contributions. Full transparency required on all pay documentation.
Foreign equity
Equity from foreign parent companies must be reported through local payroll systems, creating additional compliance layers.
Pay stub requirements in Canada

Companies must issue pay stubs with every payroll cycle. Employers own full accountability for data accuracy and must maintain secure records for minimum 6-year periods.

Essential disclosure elements:
  • Gross pay.
  • Net income.
  • Detailed deduction categories.
  • Tax withholdings, CPP contributions, and EI premiums.
  • Pay period dates.
  • Bonuses, allowances, and benefit values.
  • Employer and employee identification numbers.
Regional payroll specifics in Canada

Canadian payroll regulations differ by province and contract, requiring province-specific compliance strategies.

Ontario
Employers remit payroll deductions monthly by the 15th; Health Premium deducted based on income. Standard federal deduction protocols apply with provincial health tax overlay.
Quebec
The unique QPP contribution structure replaces federal CPP, alongside separate provincial health premiums. Maintains standard monthly 15th remittance cycle but requires distinct calculation methodologies.
British Columbia
Implements Medical Services Plan (MSP) premium requirements. Maintains monthly 15th filing deadlines.
Alberta
Operates without provincial health taxes. Payroll deductions submitted monthly by the 15th.
Manitoba
Applies employer health and payroll taxes with varying calculation bases. Remittance deadlines vary, generally mid-month, requiring jurisdiction-specific verification.
Saskatchewan
Employers submit monthly contributions including pension and health taxes. Specific deadlines apply.
Nova Scotia, New Brunswick, Prince Edward Island
Payroll taxes include provincial health levies. Monthly filing deadlines apply.

Avoiding payroll filing mistakes

A quick guide to navigating payroll challenges in Canadian hiring.

Provincial payroll variations_icon

Provincial payroll variations

Different provinces require specific tax rates and reports, complicating payroll for multi-region teams.

Strict payroll deadlines_icon

Strict payroll deadlines

Late or missed payroll filings result in fines and administrative restrictions.

Transparent pay requirements_icon

Transparent pay requirements

Contracts and pay stubs must clearly reflect total compensation exceeding legal minimums.

Pay stub compliance_icon

Pay stub compliance

Every pay stub must itemize deductions, tax IDs, and employee benefits accurately.

Data privacy_icon

Data privacy

Employee data must comply with GDPR and Canadian privacy laws.

Social security reporting

Delays or errors in social contributions can block employee access to healthcare and pensions.

Remote work expenses

Employers must reimburse legitimate remote work costs and keep detailed documentation.

Contractor misclassification_icon

Contractor misclassification

Classifying freelancers as employees risks severe fines and back payments.

Benefits tracking_icon

Benefits tracking

Paid vacation, sick leave, and bonuses must be calculated accurately.

Currency and payment rules

Salaries must be paid in Canadian dollars, even if the company uses a different currency.

Delivering payroll excellence in Canada

A precision-built service featuring an automated workforce management platform and expert local guidance in Canada, tailored to real tech workflows.

Delivering payroll excellence in Canada
Integrated payroll platform

A unified system for managing salaries, deductions, taxes, and reporting.

Complete monthly payroll management

We handle employee registration, contributions, filings and issue detailed pay stubs every cycle.

Canadian bank processing

All salary payments go through Canadian banks to prevent delays and compliance issues.

Effortless benefits administration

Easily add health coverage, equity, bonuses, or coworking budgets without extra overhead.

Data security compliance

Secure, encrypted data storage that meets Canadian privacy standards.

Expert local guidance

Our HR specialists navigate complex labor laws and ensure ongoing compliance.

Explore Our Payroll Platform

See how the Global Employer Of Record platform helps you seamlessly manage your global workforce — from hiring and compliance to payroll and employee requests — all in one place.

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With GEOR, you can hire new staff in any country and create a truly global team without bothering with legal entry to the target market.

Roadmap for maximizing profit

Over the years, we’ve empowered hundreds of tech teams. Based on the data we’ve gathered, here’s what you can expect to achieve with our payroll services in Canada.

96%
reduction in hiring time.
40%
savings in HR and operational costs.
4x
faster market entry.
92%
employee retention rate.
Canada payroll pricing

Our base package suits early hires, startups, and distributed teams entering Canada. Ideal for market testing, contractor conversions, or onboarding your initial developers. It offers the best payroll for small business in Canada, combining compliance and simplicity.

Basic
  • Onboarding within 7 days
  • Payroll processing
  • Pension, social fees, and reporting
$499

per employee/ month.
No hidden fees or extra charges.

Discover payroll solutions in Canada

No need for in-house HR or a local entity to pay your team in Canada. Our payroll services ensure full legal compliance with minimal complexity. Ready to begin? Book a call for expert guidance on setup.

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Best payroll service in Canada

We don’t offer off-the-shelf solutions — we deliver personalized payroll management for tech companies.

Feature GEOR Canadian Payroll Services ADP
Local expertise and sector focus Canadian team, tech-focused compliance and labor knowledge. General Canadian expertise, limited tech focus. Strong local and global presence, serving multiple industries.
Compliance framework Automated systems, legislative updates, high compliance standards. Accurate tax and reporting, less automation. Industry-leading tech, real-time updates, thorough audits.
Digital-first approach Automated payroll and workforce platforms tailored for software workflows. Conventional payroll software with basic functionality. Cloud-based, mobile-accessible, with analytics and integrations.
Equity and bonuses inclusion Full management of RSUs, stock options, and bonuses with compliant reporting. Limited equity compensation support. Comprehensive equity and bonus management with automated tax treatment.
Onboarding speed and local support Rapid 7-day onboarding, personalized local HR support. Standard onboarding timelines, structured support. Longer onboarding, extensive but less personalized support.

Certified payroll in Canada

Over many years working with global tech teams, we have pinpointed exactly what it takes to keep your operations running smoothly and maintain building momentum. Our seamless payroll system removes bureaucratic hurdles, making complex processes feel effortless. Imagine a fully compliant payroll solution just one click away, giving you confidence that your workflows are aligned and ready from day one.

GEOR

Begin payroll now.

And take a quantum leap to your next level.

FAQs

Which organisations use payroll services in Canada?

Mainly SaaS firms, AI and tech teams, and international companies expanding their presence in Canada.

Do you support cross-border employers hiring in Canada?

Yes, we serve global companies managing payroll for their employees across Canada.

Can I run payroll without opening an office in Canada?

Yes. GEOR enables onboarding and payroll management without the need to establish a legal entity.

Do we need to set up an HR department in Canada?

No, you don’t need to have local representatives. We will handle onboarding, payroll, and benefits administration, eliminating the need for your own internal HR staff in Canada.

What are the key specifics of payroll in Canada?

Pay stubs must follow strict formatting guidelines. Monthly filings to tax authorities and social security agencies are mandatory and must accurately reflect working hours and legally required deductions. Provincial variations exist: for example, Quebec requires additional filings under the Quebec Pension Plan (QPP) and Parental Insurance Plan (QPIP), while Ontario and British Columbia have distinct health premiums and tax credit programs that affect payroll processing.

Which taxes and contributions do you manage?

We calculate and file all necessary income tax deductions, employer contributions to social security (CPP and EI), and other mandated payments.

Can equity be included in payroll for developers?

Yes. We handle RSUs, stock options, and performance bonuses as part of standard payroll processing and reporting.

How is payroll processed for remote and hybrid teams?

Our service covers remote contracts, expense reimbursements, and ensures compliance with legal requirements for off-site work.

Can you onboard both employees and contractors?

Yes. We manage employment contracts and assist in structuring compliant agreements for independent contractors.

How do you determine employee vs. contractor status?

We assess control, scheduling, and payment structure according to Canadian labor regulations to ensure proper classification.

How do contractors handle their own taxes?

Contractors register with the tax authorities, issue invoices for their services, and are responsible for managing their social security and applicable sales taxes.

How are pay stubs delivered?

Employees receive digital pay stubs detailing gross pay, deductions, and contribution breakdowns each pay period.

How secure is the employee data with GEOR?

We adhere strictly to GDPR and Canadian privacy laws. All pay stubs are securely encrypted and delivered through compliant channels.

How is GEOR different from other payroll companies in Canada?

Unlike providers relying solely on automation, GEOR offers hands-on expertise from our Canadian team, ensuring accurate filings, compliance with social security requirements, and a deep understanding of tech-sector payroll specifics.

Complete hiring support in Canada

Beyond payroll, we provide workforce solutions to empower your team and simplify HR management.

Employer of Record in Canada (EOR)
Hire legally without a local entity while ensuring full employee benefits and compliance.
Professional Employer Organization in Canada (PEO)
Manage payroll, benefits, and HR seamlessly while retaining full control of your Canadian team.