Pay Your Team Right.
Never Miss a CRA Deadline.
Late payroll remittances cost you penalties. Payroll errors cost you trust. We handle your complete payroll — calculations, source deductions, remittances, and T4s — so your employees get paid on time and the CRA stays satisfied.
Complete Payroll — From Processing to Year-End
Everything your business needs to pay employees correctly and stay CRA-compliant, year-round.
Payroll Processing
We calculate gross pay, deductions, and net pay for each employee on your schedule — weekly, bi-weekly, semi-monthly, or monthly.
Source Deduction Remittances
CPP, EI, and income tax deductions are calculated accurately and remitted to the CRA by the required deadline — no penalties, no surprises.
Pay Stub Generation
Each employee receives a clear, detailed pay stub every pay period — earnings, deductions, and year-to-date totals, all properly formatted.
T4 Slips at Year-End
We prepare and file T4 slips and the T4 Summary for all your employees by the February 28 deadline — no scramble, no missed submissions.
Records of Employment (ROE)
When an employee leaves or has an interruption of earnings, we issue the Record of Employment to Service Canada promptly and accurately.
Payroll Register & Reports
Full payroll reports available on request — payroll register, deductions summary, and year-to-date totals for management and accounting purposes.
Payroll Mistakes Are Costly. Get It Right the First Time.
Late Remittances = Penalties
The CRA charges interest and penalties on late source deduction remittances — starting at 3% and growing quickly. We make sure your remittances go out on time, every time.
Keep Your Team's Trust
Payroll errors damage employee relationships. Accurate pay stubs and consistent payment schedules show your team they can count on you.
Hours Back Every Pay Period
Managing payroll manually takes hours you don't have. Hand it off and focus on the work that grows your business — not spreadsheets.
Payroll Set Up and Running in 3 Steps
We handle the complexity — you just confirm hours and we take care of the rest.
Setup & Registration
We collect your employee information, pay rates, and deduction details. If your payroll account with the CRA isn't registered yet, we guide you through that process too.
You Send Hours, We Run Payroll
Each pay period, you share employee hours or any changes. We calculate everything — gross pay, deductions, net pay — and send the remittance to CRA on your behalf.
Year-End Filing — Done
In February, we prepare and file T4 slips and the T4 Summary for all your employees. Your year-end payroll obligations are covered without you lifting a finger.
Employee vs. Contractor: Key Differences
How you classify your workers has significant payroll, tax, and legal consequences. Here's what changes depending on the relationship.
| Factor | Employee | Contractor |
|---|---|---|
| CPP & EI withholding | Yes — employer withholds and remits both employee and employer shares | No — contractor handles their own contributions |
| Income tax withholding | Yes — deducted from each paycheque | No — contractor remits their own income tax |
| Year-end tax slip | T4 slip (due Feb 28) | T4A slip if unincorporated and paid over $500 (due Feb 28) |
| Vacation pay | Required by provincial employment standards (min. 4%) | Not required |
| Statutory holidays | Employer must pay stat holiday pay | Not required |
| Termination notice | Required — governed by provincial employment law | Per contract terms only |
| Risk if misclassified | Retroactive CPP/EI (both shares), interest, and penalties — potentially years back | N/A |
Not sure how to classify a worker? Read our detailed guide on the CRA's 4-factor test →
Payroll Questions — Answered
Our payroll service covers every step of the payroll cycle for Canadian businesses. We process each payroll run, calculate gross pay, and compute all required source deductions: Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, and federal and provincial income tax withholdings. We remit those deductions to the CRA on your behalf by the required deadline and handle any adjustments for mid-cycle changes such as salary increases, bonuses, or new hires.
At year-end, we prepare and issue T4 slips for each employee and file the T4 Summary with the CRA by the February 28 deadline. If an employee leaves during the year, we issue their Record of Employment (ROE) within the required five-day window. For businesses in Quebec, we also handle Revenu Québec remittances and RL-1 slips alongside the federal requirements. Our service gives you complete payroll compliance without having to track CRA deadlines, annual rate changes, or legislative updates yourself.
We process payroll on any schedule that suits your business and your employees: weekly, bi-weekly, semi-monthly (twice per month on fixed dates), or monthly. Most small businesses in Canada use bi-weekly or semi-monthly pay cycles, which balance employee cash flow with administrative simplicity. Weekly payroll is more common in industries with hourly workers such as retail, restaurants, or construction.
The pay frequency you choose also affects your CRA remittance schedule. Businesses with less than $25,000 in average monthly withholdings remit monthly; those above that threshold remit more frequently. We track your remittance category and remit on the correct schedule regardless of your pay frequency. If you want to change your pay cycle at some point, we manage the transition carefully to avoid any gaps in remittances or employee payment timing.
Yes — remitting source deductions to the CRA on time is one of the most critical parts of our payroll service. After each payroll run, we calculate the exact CPP, EI, and income tax amounts owed and remit them to the CRA before the applicable deadline. For most small businesses, the deadline is the 15th of the month following the pay period; larger businesses remit more frequently (bi-weekly or accelerated).
Late remittances trigger automatic penalties: 3% for amounts one to three days late, 5% for four to five days late, 7% for six to seven days late, and 10% for eight or more days late. A second late remittance in the same year doubles those rates. These penalties are entirely avoidable — we track every deadline and remit before it arrives, so you never face these charges. We also keep records of each remittance in case of any CRA inquiry.
Yes. We manage payroll for employees and handle T4A preparation for contractors. While you don't withhold CPP, EI, or income tax from contractor payments, you are required to issue a T4A slip to any unincorporated contractor paid more than $500 in a calendar year. We prepare and file those T4A slips and the related T4A Summary with the CRA by the last day of February.
We can also help you think through the employee vs. contractor classification, which the CRA takes seriously. Misclassifying an employee as a contractor can result in significant retroactive liability: unpaid CPP and EI contributions (both the employer and employee portions), interest, and penalties going back multiple years. The CRA uses a four-factor test — control, tools, financial risk, and integration — and no single factor is automatically decisive. If you are uncertain about how a working relationship should be classified, we review the key factors and give you a clear recommendation before you commit to a structure.
Pair Payroll With Our Other Services
Most businesses combine payroll with bookkeeping and GST/HST for a complete back-office solution.
Ready to Hand Off Your Payroll?
Never Miss a Deadline Again.
Tell us about your team and we'll send you a custom, no-obligation quote within 1 business day.