Employer of RecordMay 28, 2025Top Employer of Record Companies in Canada

Expanding your team across borders brings exciting opportunities, but it also introduces complex challenges. For businesses looking to enter the Canadian market, hiring employees without setting up a legal entity can be a daunting process. This is where Employer of Record (EOR) services come into play. EOR services help companies avoid the complexities of navigating foreign labor laws and compliance, reducing legal and financial risks making international hiring more accessible.

A Canadian Employer of Record allows you to legally employ Canadian workers, handle payroll taxes, manage employee benefits, and ensure compliance with local labor laws, all without incorporating a local entity. EORs handle payroll processing, federal and provincial taxes deductions, and benefits administration for employees in Canada. This guide explores the best EOR service providers operating in Canada, outlines the key benefits of using an EOR, and helps you choose the right partner to scale your workforce legally and efficiently.

Here’s a breakdown of the most reputable EOR providers helping companies scale into Canada with confidence. When evaluating Canadian EOR services, it’s important to consider core offerings, onboarding processes, customer support, and value for price to ensure you select the best partner for your business needs.

• Ideal For: Enterprises scaling headcount in India and need structured governance.
• Pricing: Custom pricing based on services and volume.

Overview

Velocity Global is one of the top-rated EOR platforms worldwide and a leading provider of EOR services in Canada. They enable businesses to hire Canadian employees without establishing a local entity, ensuring full compliance with Canadian labor laws.

Key features:

• Legally employs workers on your behalf
• Manages payroll, employment insurance, and statutory benefits
• Offers same-day onboarding and offboarding
• Transparent pricing, billed per employee per month

Pros:

• Trusted by enterprise clients
• Strong reputation for compliance and legal rigor
• Excellent customer support

Cons:

• May not be ideal for very small teams or short-term hires

• Ideal For: Companies that prioritize local compliance, affordability and personalized HR service.
• Pricing: £150 per employee/month, one-month deposit, no onboarding or exit charges

Overview

PamGro is a veteran EOR provider with over 17 years of experience, offering personalized solutions for contractors and recruiters in more than 150 countries, including Canada. It is one of the leading employer of record companies in Canada.

Key features:

• Comprehensive EOR services tailored to contractors, companies, and clients
• Dedicated relationship manager for personalized support
• Zero onboarding or termination charges
• Compliance with local labor laws, tax filings, and benefits
• Self-owned entities in 14 countries and a network across 150+ countries

Pros:

• Customer-centric approach with a focus on long-term relationships
• Expertise in global EOR laws and regulations
• Customized solutions to meet unique client needs
• Accredited by FCSA, ensuring compliance and trust

PamGro’s commitment to providing tailored EOR solutions and their extensive global presence make them a strong choice for businesses looking to expand into Canada without the complexities of setting up a local entity.

• Ideal For: Finance and ops teams seeking global workforce visibility.

• Pricing: £650 per employee/month.

Overview

Papaya Global combines a global payroll engine with EOR services in over 160 countries. Their EOR solution in Canada includes full tax handling, legal employer status, and competitive benefits packages administration.

Key features:

• Full visibility into payroll spending
• Local tax compliance and employment law coverage
• Supports contractor and employee classification

Pros:

• Scalable platform for global teams
• Granular analytics and cost tracking
• High-level security protocols

Cons:

• Onboarding may be slower compared to some rivals

• Ideal For: Startups and mid-size companies seeking security-first global hiring.

• Pricing: £599 per employee/month.
  

Overview

Remote is well-known for its ethical EOR model and strong presence in the Canadian market. It provides compliant employment and excellent support for benefits and taxes.

Key features:

• Offers employee benefits tailored to Canadian standards
• Fast setup with automated tools
• Local legal entity coverage
• Single monthly fee per employee

Pros:

• Transparent, no-markup pricing
• Strong Canadian legal team
• No hidden fees

Cons:

• Customization may be limited for complex needs

• Ideal For: Mission-driven, remote-friendly startups looking for values-aligned hiring.

• Pricing: £499 per employee/month.

Overview

Oyster focuses on democratizing global employment. Its Canada employer of record services help growing businesses access Canadian talent quickly.

Key features:

• Handles Canadian record of employment filings
• Manages payroll benefits and taxes
• Great UX for both HR teams and workers

Pros:

• Ethical, mission-driven approach
• Robust customer support
• Excellent documentation

Cons:

• May not offer as many integrations as competitors

• Ideal For: Fast-scaling companies needing multi-country EOR capabilities with a strong tech foundation.

• Pricing: Custom pricing.

Overview

Multiplier provides EOR and PEO services for companies expanding globally. Their Canadian EOR product ensures legal hiring without entity setup.

Key features:

• In-house legal team managing local labor laws
• Full-stack platform: onboarding, payroll, compliance
• Offers benefit customization

Pros:

• Supports hybrid or full-remote teams
• Quick turnaround on employee onboarding

Cons:

• Newer player in the Canadian market

• Ideal For: Startups hiring remote teams globally

• Pricing: From $25 – $199/user/month

Overview

RemoFirst helps small and medium businesses hire international workers in a compliant, cost-effective manner. Their Canadian service includes full employment record Canada support.

Key features:

• Transparent pricing (from $199 per employee per month)
• Includes employment insurance, health benefits, and ROE filing
• Handles all government reporting

Pros:

• Budget-friendly pricing
• Solid benefits administration
• Ideal for startups

Cons:

• Limited features for enterprise-level companies

• Ideal For: Enterprises that want EOR as part of an all-in-one employee operations suite.
• Pricing: Starts at $599 per employee/month.

Overview

Rippling extends its global HR platform with EOR support in Canada. It’s a great option if you want payroll, IT, and compliance in one place.

Key features:

• Consolidates global payroll taxes, HR, and benefits
• Provides locally compliant employment contracts
• Automated tax reporting and filings

Pros:

• Unified platform
• Strong automation
• Great analytics tools

Cons:

• EOR pricing not always as transparent

• Ideal For: Companies that value speed, scalability and user-friendly platforms.

• Pricing: $599 per employee/month.

Overview:

Deel is a fast-growing global HR platform offering EOR services in over 150 countries, including Canada. It supports companies of all sizes to manage international hiring and local compliance.

Key features:

• Automates drafting of compliant employment contracts
• Manages payroll taxes and employee benefits
• Integrates with common HR software
• Dedicated HR compliance experts

Pros:

• Intuitive, user-friendly dashboard
• Great for startups and mid-sized firms
• Strong focus on remote teams

Cons:

• Add-on features can raise the total monthly cost

Navigating Canadian labor and provincial regulations requires local expertise. EORs ensure compliance with local employment regulations, Canadian employment law, and labor laws, covering everything from working hours and paid leave to tax compliance and employment contracts.

EORs accelerate the onboarding process, helping companies hire employees in days rather than months. This is critical for companies expanding into new markets or managing global hiring pipelines. Using an Employer of Record speeds up the onboarding process for new employees, ensuring they can start contributing to the business quickly and efficiently.

Without an EOR, companies must establish a legal entity in Canada before employing staff. This involves legal fees, ongoing compliance obligations, and significant setup time. An EOR removes that barrier and simplifies administrative tasks. EOR services are cost-effective compared to establishing a local legal entity for hiring employees, saving businesses both time and money. Using an EOR can also result in significant cost savings, as it helps reduce expenses and provides a more affordable solution for international hiring.

Modern EOR platforms offer end-to-end HR support, from drafting compliant employment contracts to managing payroll, leave tracking, and employee benefits—all in one dashboard. They also provide comprehensive HR compliance services to ensure your business adheres to Canadian labor laws and stays updated with ongoing regulatory changes.

The best EORs offer clear pricing, usually charged per employee per month, and avoid hidden fees. This allows for predictable budgeting and easy cost scaling.

Canadian EOR providers combine local expertise with global infrastructure. This is essential when hiring across provinces with varying rules on overtime, leave policies, and termination practices, particularly with canadian eor service providers . In Canada, employment relationships are governed by federal and provincial legislation, judicial precedents, and both collective and individual contracts, making local expertise crucial for compliance.

Additionally, Canada’s trade agreements with major economies, such as the US, help facilitate cross-border business and international hiring by simplifying regulatory processes and supporting international collaboration.

When evaluating a Canada Employer of Record, consider the following:

• Compliance coverage: Do they manage compliance with Canadian employment laws and tax regulations?
• Payroll accuracy: Do they handle payroll taxes and provide robust global payroll support?
• Benefits administration: Do they offer health insurance, employment insurance, and other statutory benefits?
• Legal and financial risks: Does the EOR help mitigate legal and financial risks by managing legal obligations, regulations, payroll, taxes, and benefits, ensuring your company avoids costly pitfalls?
• Customer support: Is their team responsive, knowledgeable, and able to answer local compliance questions?
• Ease of use: Is the platform intuitive for both HR teams and employees?
• Price transparency: Are fees clearly stated per employee per month, with no hidden charges?

Here’s what the typical onboarding process with a Canadian EOR looks like:

1. Initial Discovery Call: Align on business needs, team size, and roles.
2. Employment Contract Drafting: EOR prepares compliant contracts that meet Canadian legal requirements.
3. Offer & Employee Acceptance: Worker receives offer through the platform.
4. Payroll Setup: Banking, tax IDs, and benefits enrollment begin.
5. Employee Starts: Once documentation is verified, the employee begins work.
6. Ongoing HR Support: EOR handles terminations, leave requests, and contract renewals.

• Establishing a local entity in Canada can be complex and time-consuming.
• Companies must register with the Canada Revenue Agency and obtain necessary licenses.
• Creating legal entities in Canada is necessary for direct hiring and ensures compliance with local laws.
• Local entities are required to comply with Canadian labor laws and regulations.
• EORs can help companies navigate the process of setting up a local entity.

• Non-compliance with Canadian labor laws and regulations can result in fines and penalties.
• Companies must ensure compliance with federal and provincial regulations.
• EORs can help mitigate compliance risks by providing local expertise and support.
• Regular audits and monitoring can help identify and address compliance issues.
• Data security is essential for protecting sensitive employee and company information, ensuring compliance with privacy laws, and maintaining trust in global workforce solutions.

• Canadian employees are entitled to statutory benefits, such as employment insurance and Canada Pension Plan. Federally regulated employees are entitled to certain rights and benefits under the Canada Labour Code, including personal and sick leave.
• Companies must provide paid leave, including vacation time and sick leave.
• EORs can help administer employee benefits and paid leave.
• Companies must comply with provincial regulations regarding employee benefits and paid leave.

• Companies must comply with Canadian employment laws when hiring employees.
• EORs can help with recruitment and hiring processes. In addition, EORs help companies manage employees by handling onboarding, payroll, benefits administration, and compliance, ensuring efficient workforce management throughout the employment lifecycle.
• Companies must ensure that employment contracts are compliant with Canadian labor laws.
• Background checks and reference checks are common practices in Canadian hiring

When hiring through a Canadian EOR, expect the following mandatory employer contributions on top of gross salaries:

• Employment Insurance (EI): 1.66% of insurable earnings (max ~$1,400 annually per employee)
• Canada Pension Plan (CPP): 5.95% of earnings (up to ~$3,800 annually)
• Workers’ Compensation: Varies by province/industry (typically 1.5–2.5%)
• Vacation Pay: 4–6% of gross salary (legally required)
• Health & Extended Benefits: Optional but expected; cost varies widely (CAD 100–400+ per month per employee)
• Income Tax Withholdings and Remittances: EORs handle income tax deductions and payroll tax filings in compliance with Canadian tax laws and CRA regulations.

Combined, these contributions usually add 15–20% on top of the employee’s base salary. Partnering with an EOR helps manage these costs transparently; without surprise hidden fees or regulatory missteps.

• Canadian workplace culture values diversity and inclusivity.
• Companies must comply with Canadian labor laws regarding workplace harassment and discrimination.
• EORs can help companies navigate Canadian workplace norms and culture.
• Companies must provide a safe and respectful work environment for employees.
• Certain parental and maternity benefits are available to Canadian residents who meet specific eligibility criteria.

• HR teams must navigate complex Canadian labor laws and regulations.
• EORs can provide HR support and compliance management. An EOR can supplement or even replace the internal HR team by managing compliance, onboarding, and benefits administration, allowing the HR team to focus on core business activities.
• Companies must ensure that HR practices are compliant with Canadian employment laws.
• Regular training and education can help HR teams stay up-to-date on Canadian labor laws

• EORs can help with global payroll processing and payments. They can also manage international payroll processes, ensuring compliance and timely payments for employees in multiple countries.
• Companies must comply with Canadian tax regulations and laws.
• EORs can provide local expertise and support for payroll processing.
• Companies must ensure that payroll processes are compliant with Canadian labor laws.

• Companies must comply with Canadian tax regulations and laws.
• EORs can provide tax and accounting solutions for Canadian employees. They handle filing payroll taxes and ensure all statutory deductions are processed accurately.
• Companies must ensure that tax filings are accurate and compliant.
• EORs can help with tax planning and optimization.

• Canadian employees are protected by federal and provincial labor laws.
• Companies must comply with labor laws regarding employment contracts, payroll, and benefits.
• When terminating employment, Canadian labor laws require employers to provide a notice period or pay in lieu of notice to employees.
• EORs can help companies navigate Canadian labor laws and regulations.
• Companies must ensure that HR practices are compliant with Canadian employment laws.

A SaaS company headquartered in the US wanted to test the Canadian market by hiring 3 developers in Toronto. Using PamGro, they onboarded staff in under 10 days, avoided forming a local entity, and stayed compliant with Canadian employment laws.

The agency partnered with PamGro to bring on a remote worker based in Montreal. PamGro  managed employment insurance, health benefits, and bilingual contract compliance, all while maintaining HR support for the new hire.

Hiring employees in Canada no longer requires navigating complex legal requirements or establishing a local entity. Top-tier EOR service providers can help you onboard talent compliantly, manage payroll benefits, and ensure compliant employment agreements while scaling operations with confidence. EORs also enable companies to hire and manage international employees in Canada efficiently and compliantly, handling cross-border employment, payroll, and benefits tailored for international workers.

Whether you choose a top EOR for enterprise needs or PamGro for cost-effective hiring, the right EOR will ensure you’re aligned with Canadian labor standards while avoiding hidden fees or legal risks.

Choosing the best Employer of Record in Canada will depend on your budget, team size, tech stack, and need for local expertise. By focusing on compliance, support, global workforce management and transparency, you’ll ensure a smooth and efficient expansion into the Canadian market.

Straightforward, compliant, and built for growing teams.

• ✔ India-first roots, now bringing deep local expertise to Canada
• ✔ No onboarding fees, no exit fees—just transparent pricing
• ✔ High-touch support from real people, not ticketing bots

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Talk to PamGro’s team today; your global expansion just got easier.

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Yes. All top-tier EORs manage the Canadian Record of Employment and fulfill government reporting obligations.

The EOR becomes the legal employer for your Canadian hires. It ensures compliance with federal and provincial labor laws, manages payroll, benefits, and files the Canadian Record of Employment (ROE).

• No need for a local entity
• Fast and compliant hiring
• Full payroll and tax support
• Access to employee benefits
• Protection from legal and compliance risks
• Personalized support from dedicated account managers who guide you through the employment process and provide tailored assistance

Look for:

• Local legal expertise
• Transparent, per employee per month pricing
• Strong customer support
• No hidden fees
• Scalable services with tech integration

If you are acting as a global employer, make sure to choose an EOR provider with proven experience in international employment management.

Most EORs charge $199–$699/month per employee. Costs cover payroll, tax filings, and benefits. EORs also ensure compliance with minimum wages as required by Canadian federal and provincial regulations. Watch for extras like setup fees, offboarding charges, or hidden costs.