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Expand Your Employer of Record Services In Canada
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Expand Your Employer of Record Services In Canada
We Make Visas Easy For You
Expand Your Employer of Record Services In Canada
We Make Visas Easy For You
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Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
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Canada At a Glance
Canada At a Glance
Canada At a Glance
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Country Information
Easily navigate Canada Employment Landscape
Easily navigate Canada Employment Landscape
Easily navigate Canada Employment Landscape
Discover everything you need to know about working in Canada with practical, reliable resources built for employees and employers. We explain how Canada’s workplace rules work across federal and provincial/territorial employment standards, what foreign nationals need for legal work authorization (including IRCC work permits), and the essentials of employee rights—hours, leave, pay, and termination basics—so you can navigate your career journey in Canada with confidence.
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Austria
Explore Work hours Employee rights in Canada
Explore Work hours Employee rights in Canada
Explore Work hours Employee rights in Canada
In Canada, standard working hours are regulated at both the federal and provincial/territorial levels. In most jurisdictions, the standard workweek is up to 40 hours, while some provinces set the threshold at 44 hours per week. These limits are designed to support employee well-being and sustainable productivity.
Hours worked beyond the standard threshold are generally classified as overtime and must be compensated at a premium rate. In most provinces, overtime is paid at a minimum of 1.5 times (150%) the regular hourly wage. Certain industries, unionized workplaces, or federally regulated sectors may offer higher overtime rates or time off in lieu, especially for work performed on weekends or public holidays.
Public Holidays and Employee Leave in Canada
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Canada, employees are entitled to paid public holidays, which vary by province and territory and allow time off to observe national and regional celebrations. In addition to public holidays, Canadian labour laws provide a range of statutory leave entitlements designed to support employee health, family responsibilities, and work–life balance.
Workers are entitled to annual vacation leave, sick leave, maternity leave, and parental leave, with durations and pay conditions set under provincial/territorial employment standards or the Canada Labour Code for federally regulated employees. Canada also recognises special job-protected leaves—such as bereavement leave, family responsibility leave, compassionate care leave, and domestic violence leave—depending on the jurisdiction.
Understanding Weekly Working Hours in Canada
Explore Employment Contracts & Costs in Canada
Explore Employment Contracts & Costs in Canada
Explore Employment Contracts & Costs in Canada
In Canada, employers are expected to provide clear employment agreements that outline job responsibilities, compensation, benefits, working hours, and workplace policies. While employment contracts may be written or verbal, written contracts are strongly recommended and are commonly required for fixed-term, part-time, or specialized roles to ensure clarity and legal compliance. All agreements must meet or exceed the minimum standards set by provincial/territorial employment laws or the Canada Labour Code for federally regulated workplaces.
Types of employment
Permanent (full-time and part-time) employees
Fixed-term or contract employees
Temporary or agency workers
Independent contractors, who operate their own business and are not covered by most employment standards
From a cost perspective, Canadian employers are responsible for statutory payroll contributions rather than broad social insurance systems. In addition to gross wages, employers must contribute to Canada Pension Plan (CPP), Employment Insurance (EI), and, depending on the province, workers’ compensation insurance. Total employer payroll costs typically add around 10%–15% or more to salary, varying by province, income level, and benefit structure.
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ICC classifications, labor leasing, and wage rules in Canada
Labor Regulations & Independent Contractor Classification in Canada
Labor Regulations & Independent Contractor Classification in Canada
Labor Regulations & Independent Contractor Classification in Canada
In Canada, the key distinction between a freelance (independent contractor) agreement and a service contract lies in the level of control and independence. A service contract is also independent in nature but is typically outcome-based, focusing on delivering a defined service or result under agreed terms.
Labor Leasing
In Canada, supplying workers to perform duties at a third-party workplace—commonly referred to as temporary staffing or labour leasing—is permitted but regulated at the provincial level. Staffing agencies must comply with employment standards legislation, licensing requirements (where applicable), and equal-treatment rules, ensuring temporary workers receive appropriate pay, protections, and workplace safety.
Minimum Wage Requirements
Canada enforces statutory minimum wages, set individually by each province and territory, as well as under the Canada Labour Code for federally regulated industries. Minimum wage rates are reviewed and updated regularly, and employers must comply with the applicable local rate. Collective agreements may establish higher wages, but they cannot fall below the statutory minimum.
How pay and health coverage apply during employee illness in Canada
Medical Benefits in Canada
Medical Benefits in Canada
Medical Benefits in Canada
In Canada, sick leave and medical pay are governed by provincial/territorial employment standards and the Canada Labour Code for federally regulated workplaces. While the exact entitlements vary by jurisdiction, employees are generally protected through a mix of employer-paid sick leave and public income support.
Employer-paid sick leave: Many provinces require employers to provide a set number of job-protected sick days, some of which may be paid, depending on local law or workplace policy.
Federal sector: Federally regulated employees are entitled to paid medical leave under the Canada Labour Code.
Public income support: For longer absences due to illness or injury, employees may qualify for Employment Insurance (EI) sickness benefits, which provide temporary income replacement subject to eligibility and caps.
Work-related injuries: Compensation and wage replacement are typically handled through provincial workers’ compensation systems.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Canada
Probationary Periods & Termination Notice in Canada
Probationary Periods & Termination Notice in Canada
In Canada, there is no single national probation period set by law. Probation is typically defined in the employment contract and commonly lasts 3 months, allowing employers to assess suitability while still respecting minimum employment standards. During probation, termination rules are generally more flexible, but employees are still protected from unlawful dismissal.
Termination Notice Periods in Canada
After the probation period, statutory notice or pay in lieu of notice applies. Notice requirements vary by province/territory and under the Canada Labour Code for federally regulated employees, but they generally increase with length of service. A typical structure includes:
3 months to 1 year: 1 week notice
1–3 years: 2 weeks notice
3–5 years: 3–4 weeks notice
5+ years: Up to 8 weeks or more, depending on jurisdiction
How termination compensation and background screening are regulated under Austrian labor law
Severance Pay & Pre-Hire Checks in Canada
Severance Pay & Pre-Hire Checks in Canada
Severance Pay & Pre-Hire Checks in Canada
In Canada, severance pay is not funded through monthly employer contributions. Instead, termination payments are assessed at the time employment ends. Employees may be entitled to statutory notice or pay in lieu of notice, and—depending on jurisdiction, tenure, and the reason for termination—severance pay under the Canada Labour Code or applicable provincial employment standards. In addition to statutory entitlements, courts may award common-law reasonable notice where applicable, unless a valid contract limits it.
