Shoreline EOR vs Deel EOR
Deel charges you to employ your Canadian team. Shoreline pays you back.
Shoreline is a Canada-focused employer of record with 5% cashback on employees and 3% on contractors, which Deel doesn’t offer. On list price, Shoreline’s EOR fee is $250 a month less per employee than Deel’s starting price.
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Book a time to walk through it Back to the formWhere Shoreline wins
Two things Deel can't match.
Deel covers many countries. Shoreline does one, Canada, and builds the economics around it.
Only at Shoreline
Cashback on every Canadian payroll.
5% of total gross salary for employees and 3% for contractors, calculated at year end and visible instantly in your portal. No other EOR offers this. With Deel, the same team earns you nothing back.
Calculate your cashback →Price
$250 less a month, per employee.
Deel’s EOR starts at $599 per employee per month. Shoreline is $349, or $1,499 per month for up to five employees. That’s 42% less on the fee alone, before cashback.
Deel price: deel.com/pricing, checked November 2026.
Head to head
Shoreline EOR vs Deel EOR
Everything in the Deel column comes from Deel’s own website.
| Shoreline | Deel | |
|---|---|---|
| Admin fee | $349 per employee per month, or $1,499 per month for up to 5 | Starting at $599 per employee per month, billed month to month |
| Geography | Canada only | Worldwide |
| Cashback | 5% of gross salary for employees, 3% for contractors, calculated at year end | Not offered |
| Benefits | Optional: $220 per employee per month, family included | ManuLife Bronze is mandatory, $124 to $420; Silver and Gold optional |
| Benefits admin fee | None: included in your plan price | US$15 |
| Employer liability admin fee | None: covered by our one flat fee | 0.30% |
| Onboarding | Same day, within 24 hours | As little as 1 day, per Deel’s Canada page |
List price, side by side
One employee, one year.
EOR fees at each provider’s published starting price, for one Canadian employee on a $120,000 salary. Salary and employer taxes are the same either way, so they’re left out.
Deel, per employee per year (USD)
Shoreline, per employee per year (USD)
Deel lists $599 as a starting price; its Canada page also lists mandatory private health insurance and admin fees on top. Cashback converted at an exchange rate of 0.72. Your real quote will differ. Sources: Deel pricing · Deel: hire employees in Canada
Benefits
Benefits your Canadian team will expect.
Shoreline offers one optional plan at $220 per employee per month, covering health, drugs, dental, paramedical, vision, life and disability, with family coverage included at family rates. Your comparison report puts them next to your Deel plan line by line.
See Shoreline's benefits →See how you compare
Bring your last invoice. We'll do the math.
Fees, benefits, cashback and net cost for your actual team, side by side.
Fees
Shoreline's fees, in the open.
$349
per employee per month
$1,499
per month for up to 5 employees
Custom
set after a call with our team
Other providers
Comparing more than one? We’ve done the work.
FAQ
Shoreline vs Deel questions
Is Shoreline cheaper than Deel?
On published starting prices, yes: Shoreline’s EOR fee is $349 per employee per month, against Deel’s $599. That’s $250 less a month, or 42% lower, before cashback. Your actual Deel quote may differ, so send it and we’ll compare like for like.
Does Deel offer cashback?
No. Shoreline is the only EOR that offers cashback: 5% of total gross salary for employees and 3% for contractors, calculated at year end and visible instantly in your portal.
Where do the Deel numbers come from?
From Deel’s own website, checked in November 2026. Links are listed under the price comparison above.
Can we move our Canadian team from Deel to Shoreline?
Yes. Start with a review of your current agreement, notice period and benefits, then plan the transfer. See switching from Deel.
Does requesting a comparison commit us to switching?
No. The comparison helps you decide whether a switch is worth pursuing.
Switch to Shoreline
How to switch from Deel
Keep your team. We compare what you pay today, show you the savings and cashback, then handle the move.
A considered transition, not a promise of an instant transfer.
Step zero
First, establish who employs your team today.
Another EOR
Review provider commitments, employment documents, benefits, and payroll cutover.
Your own Canadian entity
Assess whether an EOR is appropriate and what a change would require.
Independent contractors
Assess the working relationship first. Moving into employment is not just changing the payment provider.
A mix of arrangements
Review each group separately rather than assuming one transfer process fits everyone.
If you have selected a candidate but have no existing arrangement to transfer, start with Canadian EOR.
Transition checklist
A transition plan your employees can understand.
Not a fixed timeline, and not a promise that every employment term carries over unchanged.
- 1
Map today's arrangement
Identify the current legal employer, employee locations, contract terms, and relevant dates.
- 2
Confirm Shoreline's fit
Agree on coverage, services, fees, and cashback terms.
- 3
Review employment details
Assess documentation, recognized service, accrued entitlements, compensation, benefits, and communication requirements with the appropriate advisers.
- 4
Set the cutover
Coordinate final and first payroll, funding deadlines, and outstanding provider tasks.
- 5
Check the setup
Confirm the required documents, payroll arrangements, employee support contacts, and cashback enrollment.
The work can stay familiar. The employment details need attention.
An EOR transfer can change the legal employer even if your employees continue doing the same work for your team. Make sure they understand the proposed documents, benefits, payroll dates, and support route before the transition.
You should know what stays the same, what changes, and what requires individual review. An informed employee experience matters as much as a clear business case.
Cashback belongs in the proposal, not in the assumptions.
Confirm which employees and amounts are eligible, when participation begins, and what happens if employment ends or your agreement changes. Do not assume eligibility applies to payroll from before the Shoreline arrangement.
In your portal
Your Canadian team, in one place.
Add team members, follow onboarding, and manage top-ups and offboarding from one portal.
FAQ
Switching questions
How long does it take to switch EOR providers in Canada?
The timeline depends on your current agreement, employee documentation, benefits arrangements, and payroll deadlines. A target date should follow the review, not precede it.
Will salaries, benefits, and employment terms stay the same?
Those details must be reviewed and agreed before transfer. Do not assume they remain identical simply because the employee's daily work stays with your company.
Can we move only the Canadian part of our workforce?
That scope can be assessed against your current provider contracts and operating setup. Your proposal should explain how the Canadian arrangement would coexist with the rest of your workforce.
Do we have to leave our current provider before starting a review?
No. You can review fit and proposed terms before deciding to proceed; confirm existing notice and contractual obligations before taking any transfer action.
What should we check in the EOR service agreement?
Check the employing entity, scope, fees, payroll funding, support, liability, termination, transition responsibilities, and cashback terms. Obtain legal advice on obligations that affect your company or employees.