In this article...
- Employment Contracts
- Benefits Packages
- Introducing PEO in Canada
- What types of employment contract are there in Canada?
- What mandatory clauses must be included in a Canadian employment contract?
- How do you amend an employment contract in Canada?
- What makes a contract invalid in Canada?
- What are the minimum employee entitlements in Canada?
- What are the mandatory benefits in Canada?
- Is private health insurance available in Canada?
- Can employees receive stock options in Canada?
- Are there any other benefits available to employees in Canada?
- What is the minimum wage in Canada?
- What is the standard work week in Canada?
- What are the statutory public holidays in Canada?
- What are the overtime rules in Canada?
- What are the standard leave policies in Canada?
- Are alternative work arrangements possible in Canada?
- What is the required documentation for onboarding in Canada?
- How do you register an employee in Canada?
- What are the contract signing requirements in Canada?
- Can companies implement their own onboarding in Canada?
- What rules concern the base salary in Canada?
- How are bonuses and commissions handled in Canada?
- How are allowances handled in Canada?
- How is individual income tax handled in Canada?
- What are some other payroll considerations in Canada?
- How are expenses handled in Canada?
- Who makes the decision to terminate an employment contract in Canada?
- What is the procedure to terminate an employment contract in Canada?
Can companies implement their own onboarding in Canada?
Bespoke onboarding is permitted in Canada, as long as the mandatory requirements are followed.
Employers in Canada may, for example, extend a job offer with a probationary period if desired. The typical probationary period is three months. If an employee is terminated during the probationary period, the employer is not required to provide additional termination notice. Probationary periods lasting up to six months are possible, but they require a notice period for termination.
While working with a local PEO will ensure a fully compliant legal and administrative onboarding for your new employee, many foreign companies also want to complete some form of company onboarding as well. This is perfectly acceptable, and many employees will expect to learn more about their company. A robust onboarding process can be a productive way to ensure consistency in training across the organization and help establish your company culture in a new country.
If you have questions about onboarding procedures and best practices in Canada, please get in touch with our team today!
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