Companies expanding their operational footprint to Canada must tailor their global benefits strategy to resonate with Canada's unique blend of laws, union negotiations, and cultural customs. Read on to learn more.
When it comes to talent acquisition and retention in Canada, enticing employee benefits could mean the difference between an accepted job offer and a declined one. Beyond recruitment and employee retention, ensuring your employee benefits plan abides by provincial statutory requirements is an important way to protect your business from legal liability.
Companies expanding their operational footprint to Canada must tailor their global benefits strategy to resonate with Canada's unique blend of laws, union negotiations, and cultural customs. But unravelling Canadian employee benefits can be challenging, especially if you’re a foreign business.
So, how exactly do you develop an employee benefits package that's compliant and appealing to Canadian professionals? Dive in as we unpack the essentials and nuances of employee benefits in Canada.
What Does a Canada Employee Benefits Plan Look Like?
The importance of employee benefits should not go unnoticed. Employee benefits packages are strategic tools businesses can employ to stand out. They encompass non-wage forms of both tangible and intangible compensation that companies extend to their staff. When executed right, a robust employee benefit plan can help your business1:
- Attract top-tier talent
- Minimise employee turnover
- Enhance job satisfaction, keeping teams engaged and driven
- Prioritise the physical and mental health of employees
- Foster employee work-life balance for all
- Elevate the company's public image and reputation
Each organisation crafts its benefits plan tailored to its unique needs. A company’s specific plan may be influenced by various factors like budget, size, goals, and industry. Consequently, no two employee benefit packages are the same. However, the vast majority will encompass a blend of legally required statutory benefits, as well as a diverse mix of supplemental benefits.
What Are the Mandatory Employee Benefits in Canada?
No matter your company’s specific size or industry, Canadian employment law dictates that all employers provide or contribute to the following mandatory benefits:
1. Provincial healthcare insurance – Funded by the government's tax revenue from Canada’s 13 provinces, the public healthcare system ensures all Canadian residents can access basic medical care and standard hospital services.
2. Pension – The Canada Pension Plan (CPP) & Quebec Pension Plan (QPP) compel employers and employees to provide monthly contributions to their regional plan. These offer taxable benefits, replacing a portion of an employee's income upon retirement.23. Employment Insurance (EI) – A lifeline for those between jobs or those taking specific leaves, employment insurance provides temporary financial support. Only Canadian workers who've contributed premiums in the previous year and satisfy certain conditions can enjoy these benefits, which cover scenarios like illness, pregnancy, or childcare.
4. Leave – In Canada, employees are safeguarded when taking leave; not only are employers often required to cover a part of the wages, but they’re also mandated to retain the job position until the employee's return. Some of the types of leave include:
- Medical or sick leave
- Maternity, paternity and parental leave
- Personal leave
- Family violence leave
- Critical illness leave
- Compassionate care leave
- Leave for legal proceedings
- Leave for the disappearance of a child
5. Minimum wage – Canada recently instituted a federal minimum wage of $16.65, effective April 1, 2023. If the minimum wage of the province or territory where the employee usually works is higher than the federal minimum wage, the employer is to pay the higher minimum wage.36. Holidays – Canadian employees are entitled to paid days off for the following 10 general holidays4:
- New Year’s Day
- Good Friday
- Victoria Day
- Canada Day
- Labour Day
- National Day for Truth and Reconciliation
- Thanksgiving Day
- Remembrance Day
- Christmas Day
- Boxing Day
- Civic Day
- Easter Sunday
7. Vacation Days – In Canada, after completing one year with the same Canadian employer, employees earn 2 weeks of annual vacation. This increases to 3 weeks after five years, and 4 weeks after a decade of continuous employment.
For most midsize-to-large companies, you must offer an employee benefit plan that includes these mandatory benefits. If an employer is found to be non-compliant, they may face several legal consequences, including:
- Fines and fees
- A ban from hiring temporary workers
- Reputational harm
- Legal proceedings
- Operational pause
Provincial Variations in Benefits
Understanding provincial differences is crucial for crafting a compliant and attractive benefits package. While Canada has federal mandates, benefits like healthcare and taxes vary significantly across provinces.
- Quebec: Employers must contribute to both the Quebec Pension Plan (QPP) and Quebec Parental Insurance Plan (QPIP).
- Ontario: Offers unique programs like the Ontario Health Insurance Plan (OHIP), which many employers supplement with private coverage.
- British Columbia: Employers are required to pay an employer health tax (EHT) based on payroll thresholds.
These variations underscore the importance of tailoring your benefits strategy based on where your employees reside.
What Are the Recommended Supplemental Benefits?
Supplementary employee benefits are additional perks and incentives employers offer—the cherry on top that goes beyond the mandatory statutory benefits. These offerings present a unique opportunity for employers to stand out in a crowded marketplace.
By curating a thoughtful selection, businesses can create a compelling package that speaks directly to potential employees' needs and desires, ensuring they attract and retain the best in the field. Examples of additional benefits might include:
- Bonus and stock options
- Supplementary healthcare coverage
- Retirement savings progammes
- Physical, spiritual, and mental health progammes
- Life, disability and accident insurance
- Travel perks
- Employee training, education, and development progammes
- Flexible work schedules and remote work
- Additional PTO
- Childcare benefits
- Healthcare spending account
- Dental Insurance
- Employee assistance progammes
Tax Implications of Employee Benefits
Canadian employers should carefully structure benefits packages to account for their tax implications.
- Employer Deductions: Contributions to statutory benefits like CPP and EI are tax-deductible for employers.
- Employee Taxable Income: Perks like company cars or housing allowances may be considered taxable benefits for employees.
By understanding these implications, businesses can optimise their offerings while minimising tax liabilities.
Compliance and Legal Considerations
Employers must ensure their benefits programme complies with Canadian employment laws to avoid potential penalties. Key compliance factors include:
- Human Rights Legislation: Benefits must be offered equitably without discrimination based on age, gender, or other protected characteristics.
- Workers' Compensation Contributions: Employers must register with and contribute to provincial workers’ compensation programmes.
Failing to meet these standards can lead to legal, financial, and reputational consequences.
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