التوظيف في كندا دون منشأة فيها

Everything starts with the province: it determines the employment standards that apply, the workers' compensation board involved and, in Quebec, an entire additional set of identifiers. An employer who answers "Canada" without naming a province has not yet begun to address the issue.

Registration follows. The business number is issued by the Canada Revenue Agency, together with a payroll deductions programme account: without that account, no deductions can be remitted and no annual slips produced. In Quebec, a Quebec enterprise number and a separate set of accounts with Revenu Québec are added.

Whether the provincial workers' compensation board must be joined is assessed province by province: the employers covered and the industries left out vary, and the point should be confirmed locally before the first hire.

No statute requires a written contract, but one is strongly advisable: failing that, the common law imposes reasonable notice whose duration, fixed by the courts, far exceeds the statutory minimum. This is the leading source of unpleasant surprises for foreign employers.

Source deductions, periodic remittances whose frequency depends on volume, and annual slips issued to the employee and to the tax authorities then set the rhythm of payroll. Plan finally for provincial termination rules, which sit alongside common law notice rather than replacing it. Written policies on vacation, overtime and public holidays should likewise follow the provincial standard rather than a head office template.