Everything about employing your team in Canada.

Yes. You continue to direct day-to-day work; your agreement explains the employment responsibilities and decisions that require coordination with Shoreline.

An EOR addresses the employment arrangement, while a staffing agency typically helps source or supply talent. Finding a person and legally employing that person are separate buying needs.

An EOR and a PEO are not interchangeable arrangements. Confirm the legal employer, whether you need your own local entity, the responsibilities retained, and the applicable jurisdiction rather than assuming the labels mean the same thing.

Yes, subject to fit and coverage review. Share the role, location, proposed compensation, and employment situation; sourcing is not a prerequisite.

Both, but you don’t need both. Shoreline is a Canadian employer of record first: we legally employ your Canadian team and handle payroll, benefits, taxes and compliance, while you manage the day-to-day work. If you still need to find someone, we can recruit for you too.

An employer of record (EOR) is the legal employer for people who work for your company. In Canada, Shoreline employs your team members, runs Canadian payroll and the agreed employer obligations, while you direct their day-to-day work.

Not with an employer of record. Shoreline is the legal employing entity in Canada (11207393 Canada Inc. DBA Shoreline), so you can employ Canadian team members without setting up your own entity.

Start with company-level headcount and your current employment setup. Do not send employee files or payroll records through the marketing form.

Yes. The review is a starting point for assessing fit, costs, and transition requirements, not a commitment to change providers.

No. Most of our clients already have people in Canada, working as contractors, through another EOR, or through their own entity. We’ll review your current setup and show you what moving to Shoreline would involve before you commit to anything.

Usually within 24 hours, once we have the employment and payroll details we need. Switching from another EOR follows a planned transition, so there’s no gap in pay or benefits.

In Shoreline's offer, cashback is a commercial payment of 5% of total gross salary for employees and 3% for contractors, calculated at year end. It is separate from wages owed to employees and from the fees charged for EOR services.

You earn 5% of gross salary for employees and 3% for contractors in eligible Canadian tech roles, in any province. Cashback builds up as payroll runs, you can track it in your Shoreline portal, and it’s paid out at year end.

Yes. Your Shoreline portal shows cashback instantly as payroll runs, per person and for the team.

No direct entitlement should be inferred from the cashback offer. Confirm the claimant, program, contractual arrangement, and your own tax position with qualified advisers.

Not on its own. Your actual savings depend on your current provider’s fees, benefits, employer costs and currency conversion. On a discovery call, we’ll compare Shoreline against what you pay today, line by line, so you see the real number.

No. Cashback is calculated at year end on total gross salary, separately from payroll funding. You can see it accrue in your portal during the year.

The total depends on compensation, location, employer obligations, benefits, provider fees, and any additional charges. Shoreline's fee starts at $349 per employee per month. Use the Canada vs U.S. hiring cost calculator with an actual salary for an estimate.

Yes. Your proposal shows service fees separately from employee compensation and other employment costs.

Enterprise pricing is set after a call with our team, based on your headcount, entities and support needs.

Essential is $349 per employee per month. Professional is $1,499 per month for up to 5 employees. Enterprise pricing is set after a call with our team.

The core offer described here is Canadian payroll administration within Shoreline's employer of record service.

Within the EOR arrangement, Shoreline administers payroll and the employer obligations included in the service. Your company funds payroll and approves changes by agreed deadlines. The responsibilities table sets out who does what.

Federal and provincial income tax, Canada Pension Plan (CPP and CPP2) contributions, and Employment Insurance (EI) premiums.

Employer CPP and CPP2 contributions that match the employee's, and EI premiums at 1.4 times the employee rate. For 2026, CPP is 5.95% on earnings between $3,500 and $74,600, CPP2 is 4% on earnings up to $85,000, and the employee EI rate is 1.63% on earnings up to $68,900.

Canada has CPP, CPP2 and EI. The U.S. has Social Security (2026 wage base $184,500), Medicare at 1.45%, and federal unemployment tax (FUTA), usually $42 per employee. The Canada vs U.S. hiring cost calculator puts them side by side for the same role.

$33,810 for 2026, or 18% of the previous year's earned income if lower, plus any unused room carried forward.

One opt-in plan at $220 per employee per month. It covers the employee and their eligible dependents.

No. Benefits become effective immediately upon enrollment.

Yes. You can split the premium at any ratio you agree; Shoreline sets it up manually. Notify Shoreline and the employee's share is deducted automatically from their paystub.

Long-term disability, major restorative dental and orthodontics are not included. The drug plan does not cover fertility drugs, smoking cessation or vaccines. A Health Spending Account can help with expenses the plan doesn't cover.

Permanent employees on Shoreline's payroll working at least 20 hours a week, actively working at enrollment, and enrolled in provincial health insurance (OHIP or equivalent).

$90 per employee per month, added to your Shoreline invoice with net 30 terms. Fund management fees of 0.45% to 1.25% a year depend on each employee's fund selection.

No. Matching is optional. You can choose a flat match (15%, 20%, 25%, 50% or custom), a tiered match that rises with tenure or other criteria, and cap it at a dollar amount or a share of salary.

The timeline depends on your current agreement, employee documentation, benefits arrangements, and payroll deadlines. A target date should follow the review, not precede it.

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.

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.

No. You can review fit and proposed terms before deciding to proceed; confirm existing notice and contractual obligations before taking any transfer action.

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.

Compare the scope you need, the proposed employment arrangement, the transition, and the complete cost, not just the headline fee. A broader global platform may fit if you hire in many countries; a Canada-focused provider is worth evaluating when Canada is the priority. Request a side-by-side comparison with your current provider.

In a real comparison of a five-person Canadian team, Remote cost $1,291.48 per employee per month all in, against $569 with Shoreline (the $349 admin fee plus the optional $220 benefits plan): 56% less before 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.

Shoreline offers an optional plan at $220 per employee per month. Shoreline includes family coverage at family rates. Your comparison report compares every line.

Your current provider, Canadian headcount, and what you pay per employee today. Your latest invoice is the easiest source. Company-level figures are enough to start.

No. Don't send employee files through this form. If you move forward, detailed information is collected later through an approved secure process.

No. The comparison helps you decide whether a switch is worth pursuing. You can review it before speaking to your current provider.

Cashback appears as its own line: 5% of total gross salary for employees and 3% for contractors, calculated at year end. Fees and benefits are compared before cashback.