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.
Like for like
Compare the complete economics.
Put your current arrangement and Shoreline's proposal on the same footing: the same people, compensation, benefits, currency, and period. Show cashback separately from operating costs, and distinguish the period it relates to from the date it is paid.
Your review should account for:
- Service charges: Recurring EOR fees and any additional administration.
- Employment costs: Employer contributions, benefits, and other agreed obligations.
- Funding costs: FX, payment-method fees, and required deposits.
- Transition costs: Exit charges, setup costs, and any overlapping arrangements.
- Cashback: The eligible base, approved conditions, and payment schedule.
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.
See how you compare
Before you switch, see the numbers side by side.
Send us your current provider and fees. We'll compare fees, benefits, cashback and net annual cost for your team.
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.
Start with a review, not a resignation notice.
Bring your Canadian headcount and current employment setup. Find out whether a switch is worth pursuing before making commitments to employees or your existing provider.
Review my switch