HR & Payroll Management

For compliant hiring and smooth operations in Canada.

We handle payroll processing, employment compliance, and HR setup across provinces, ensuring your workforce is paid accurately and your obligations are met. You stay focused on growth while we manage the legal and administrative details.

HR & Payroll Management

Our Offering

Managing HR and payroll in Canada means meeting both federal and provincial requirements, with no room for error. We ensure accurate payroll, compliant employment practices, and provide support for hiring, policies, and workforce management across jurisdictions.

Expertise

Payroll Processing & Remittances
Employment Standards Compliance
Onboarding & Documentation
HR Policy Support
Talent Acquisition Coordination
Cross-Provincial Workforce Management

HR & Payroll Packages: Supporting Your Canadian Workforce

Payroll Compliance

For accurate payroll, legal compliance, and clean records.

We handle setup, processing, and reporting, ensuring full alignment with Canadian requirements.

  • Payroll setup and processing
  • CRA remittances + year-end T4s/ROEs
  • Basic employment contract
  • WSIB registration (if required)
  • Recordkeeping checklist
Custom quote based on team size and payroll volume.
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HR Operations

For compliant hiring, internal policies, and workforce support across provinces.

We manage documentation, policy setup, and ongoing HR advisory to keep your team aligned and protected.

  • Includes everything in Payroll Compliance
  • HR policies: leave, onboarding, conduct
  • Cross-provincial labor law guidance
  • Onboarding and offboarding support
  • Monthly HR advisory call
Custom quote based on headcount and complexity.
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Custom HR Advisory

For complex workforce matters

We provide discreet, strategic HR guidance aligned with legal and operational risk.

  • Multi-jurisdictional HR strategy
  • Workforce restructuring or transition planning
  • Coordination with HR legal counsel (if needed)
  • Confidential support for internal risk or leadership issues
Custom quote based on scope and sensitivity.
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Why InterGest for HR & Payroll in Canada?

Hiring in Canada means managing complex provincial laws and strict payroll rules. We ensure accurate processing, compliant documentation, and clear HR structure, so you avoid legal risk and stay focused on building your team. Whether you're hiring locally or scaling across provinces, we take the complexity off your desk.

Related Articles

  • Decoding Provincial Employment Standards Acts (ESAs) in Canada

    A must-read for employers in Canada. Understand the critical role of provincial ESAs and explore key variations in minimum wage, overtime pay, vacation entitlement, statutory holidays, and termination requirements across provinces like Ontario, BC, Alberta, and Quebec.

    Read Full Article

  • Mandatory Payroll Deductions in Canada: CPP, EI, and Income Tax

    Navigate the essentials of Canadian payroll deductions. Learn about Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, federal and provincial income tax withholding, employer obligations, and CRA remittance requirements.

    Read Full Article

  • Termination & Severance Pay in Canada: Navigating Provincial Rules

    Terminating employment in Canada requires careful adherence to complex provincial rules regarding notice periods (statutory and common law) and severance pay obligations, which differ significantly across jurisdictions. Understand the key considerations to mitigate legal risks.

    Read Full Article

  • Benefits Administration in Canada: Mandatory vs. Supplementary

    Understand the landscape of employee benefits in Canada. Differentiate between mandatory contributions (CPP, EI, Workers' Comp) and common supplementary benefits like extended health, dental, life insurance, and retirement savings plans (RRSPs).

    Read Full Article

  • The Record of Employment (ROE): Why It Matters in Canada

    The ROE is a critical document required by Service Canada when employment ends or is interrupted. Learn about employer obligations for timely and accurate electronic ROE submission and its impact on employee access to Employment Insurance (EI) benefits.

    Read Full Article

FREQUENTLY ASKED QUESTIONS

  • Which Canadian province has the most complex employment laws?

    While all provinces have detailed Employment Standards Acts (ESAs), Quebec is often cited as the most distinct due to its Civil Code legal system, specific French language requirements (Charter of the French Language), and unique rules regarding termination, psychological harassment, and labour standards (CNESST). Ontario also has complex legislation like the ESA and AODA (Accessibility). Multi-provincial compliance requires careful navigation everywhere.

  • Are US HR policies directly applicable in Canada?

    Absolutely not. While some concepts overlap, Canadian employment law (especially provincial ESAs and common law notice periods) differs significantly from US 'at-will' employment principles. Key differences exist in termination requirements, vacation entitlement, statutory holidays, leave provisions, and privacy regulations. Directly applying US policies without adaptation guarantees non-compliance.

  • What are the consequences of incorrect payroll remittances to the CRA?

    Failure to remit correct payroll deductions (CPP, EI, Income Tax) on time can result in significant penalties and interest charges from the Canada Revenue Agency (CRA). Directors of the corporation can potentially be held personally liable for unpaid remittances. Consistent compliance is crucial.

  • Is offering supplementary health and dental benefits expected in Canada?

    While not legally mandated (unlike CPP/EI/WCB), providing supplementary health and dental benefits is a very common practice and generally expected by employees, particularly for full-time, permanent positions in competitive industries. It's a key factor in attracting and retaining talent.

  • How much notice or severance pay is required upon termination in Canada?

    This is complex. Provincial ESAs set minimum notice/pay requirements based on length of service. However, Canadian common law often requires significantly *more* reasonable notice (or pay in lieu), considering factors like age, position, tenure, and job market prospects. Failing to provide adequate common law notice can lead to wrongful dismissal lawsuits. Expert advice is essential.

  • Can InterGest manage payroll and HR for employees across multiple Canadian provinces?

    Yes, absolutely. Managing multi-jurisdictional HR and payroll compliance is a core strength of InterGest. We have the expertise to navigate the varying provincial ESAs, tax rates, and statutory requirements, ensuring consistent and compliant management of your entire Canadian workforce, regardless of their location within Canada.