The Most Trusted Employer of Record Services in Alberta
Hiring talented employees is great, but payroll regulations, tax laws, and HR administration can slow you down. That’s where we come in. Our employer-of-record service experts handle all employment-related tasks to help you focus on growing your business with a high-performing team.
From recruiting and onboarding to payroll processing and tax compliance, we take care of the details while keeping you compliant with Alberta’s employment laws. Our intuitive platform provides real-time updates to ensure transparency and help you make informed decisions.
Let’s make hiring in Alberta easier than ever. Contact us today and build your dream team with confidence!
Simplify Workforce Management with Alberta’s Leading HR Experts
HR Options is committed to providing specialized HR solutions for businesses struggling with hiring, payroll, and compliance in Alberta. Our employ-of-record specialists manage employment logistics and workforce complexities. Whether you want to hire temporary team members or long-term staff, we ensure a smooth and compliant hiring process. Our HR solutions include:
- On-boarding
- Off-boarding
- Payroll Processing
- Tax compliance
- Wage reporting
- Timesheet collection
- Employee relations & HR support
- Full-service workforce administration
Valuable Benefits for Employees in Alberta
Dedicated employees drive your business forward! At HR Options, we create comprehensive benefits packages to help Alberta businesses attract and retain top talent. Our experts ensure you have a workplace where employees feel valued and supported. We work closely with your company to make a plan that aligns with your policies and creates a rewarding work environment. Our employee benefits may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Paid Time Off (PTO)
- Long-Term Disability Insurance (LTD)
- Health Savings Account (HSA)
- Employee Assistance Programs (EAPs)
- Registered Retirement Savings Plan (RRSP)
Essential Employment Information for Alberta
Looking for reliable employer-of-record services in Alberta? Here’s some essential employment information we think you should know:
What Is the Minimum Wage Rate in Alberta?
In Alberta, the minimum wage is $15.00 per hour. Students under 18 earn $13.00 per hour for the first 28 hours worked each week during the school year; any hours beyond 28 are paid at the standard minimum wage rate.
What Is Considered Full-Time Employment in Alberta?
Most Alberta employers consider full-time employees working 30 hours or more per week. Companies may set their own policies regarding work hours, eligibility for benefits, and entitlements. Employees should review their workplace policies or contracts to understand their rights and benefits
What Is Considered Part-Time Employment in Alberta?
Part-time employees typically work fewer than 30 hours per week. The Employment Standards Code does not require employers to provide benefits like health insurance or retirement plans for part-time workers. However, some businesses offer perks such as flexible schedules, pro-rated benefits, or additional incentives to attract and retain talent.
What Are the Overtime Pay Rules in Alberta?
In Alberta, employers must pay overtime at 1.5 times an employee’s regular hourly wage for any hours worked beyond 8 hours in a day or 44 hours in a week. Certain employees, including managers and select professionals, may be exempt from overtime pay based on their job classification under Alberta’s labor laws. Employees should review their workplace policies to ensure they receive fair compensation for extra hours worked.
How Long Does Onboarding Take in Alberta?
In Alberta, the onboarding process typically ranges from a few days to weeks, depending on the industry and employer requirements. Employers must collect essential documents, set up payroll, and provide training or orientation. Additional steps, such as work permit verification, may extend the process for international employees.
What Is the Payroll Cycle in Alberta?
Employers must pay employees at least once a month in Alberta, but most businesses follow a biweekly or semi-monthly payroll cycle. Common pay schedules include payments every two weeks or on set dates, such as the 15th and last day of the month.
Are Employers Required to Offer Retirement Savings Plans in Alberta?
Alberta does not require employers to provide retirement savings plans. However, many companies offer Registered Retirement Savings Plans (RRSPs) or pension plans as part of their benefits package to attract and retain employees. Federally regulated employers must provide a pension plan or contribute to a Pooled Registered Pension Plan (PRPP).
New Hire Paperwork
Requirements for Alberta Employers
When hiring employees in Alberta, employers must collect mandatory documents to comply with provincial and federal regulations. These forms ensure proper onboarding and legal compliance. Below are the required documents:
Federal Tax Form (TD1)
Employees must complete the federal TD1 form, which determines the amount of income tax to withhold based on personal exemptions and deductions.
Provincial Tax Form (TD1AB)
Employees must complete the federal TD1 form, which determines the amount of income tax to withhold based on personal exemptions and deductions.
Employment Contract
This contract outlines job responsibilities, compensation, work hours, termination conditions, and other employment terms.
New Hire Reporting
Employers must register new employees with the Canada Revenue Agency (CRA) by collecting their Social Insurance Number (SIN) and submitting required payroll information.
Direct Deposit Form
Employees provide banking details for payroll processing if the company allows direct deposit.
Confidentiality and Non-compete Agreements
Employers may require these agreements, especially in sensitive information or intellectual property industries.
Additional Recommended Documents
Workers’ Compensation Board (WCB) Registration
Employers must register employees with the Workers’ Compensation Board of Alberta to ensure workplace injury coverage.
Alberta Employment Standards Fact Sheet
Employers should inform employees about their rights under the Employment Standards Code.
Extended Benefits Enrollment Forms
If the employer offers health, dental, or other benefits, employees must complete enrollment forms
Probationary Period Agreement
Some employers require employees to sign an agreement outlining probationary terms.Some employers require employees to sign an agreement outlining probationary terms.
Emergency Contact Form
Employers may request emergency contact details for workplace safety.
Work Permit (for Foreign Workers)
To ensure legal employment status, employers hiring foreign workers must verify and collect valid work permits.
Employment Taxes in Alberta
Employment taxes and statutory fees affect Alberta employees’ overall payroll. Here’s a clear breakdown of known taxes in this province:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| Canada Pension Plan (CPP) Contribution | 5.95% (up to the yearly maximum |
| Employment Insurance (EI) Premium | 2.296% (up to the yearly maximum) |
| Workplace Compensation Board (WCB) | Varies by industry (average ~1.30%) |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| Canada Pension Plan (CPP) Contribution | 5.95% (up to the yearly maximum) |
| Employment Insurance (EI) Premium | 1.64% (up to the yearly maximum) |
| Alberta Provincial Income Tax | 10% to 15% |
| Federal Income Tax | 15% to 33% |
Important Leave Laws in Alberta
| Leaves Title | Law |
|---|---|
| Sick Leave | Alberta has no specific law that mandates sick leave. However, employers can offer this benefit as a part of their policies. |
| Bereavement Leave | Employees can take up to three unpaid days per year to deal with the death of certain family members. |
| Compassionate Care Leave | Employees may take up to 27 weeks of unpaid leave within 52 weeks to care for a seriously ill family member at risk of death. Eligibility begins after 90 days of employment. |
| Critical Illness Leave | Employees can take up to 36 weeks of unpaid leave to care for a critically ill child or up to 16 weeks for a critically ill adult family member. |
| Death or Disappearance of a Child Leave | Parents can take up to 52 weeks of unpaid leave if a child disappears due to a probable crime. In the case of a child's death resulting from a crime, the leave extends to 104 weeks. |
| Domestic or Sexual Violence Leave | Employees experiencing domestic violence are entitled to up to 10 days of unpaid leave per calendar year to seek medical attention, legal assistance, or relocate. |
| Long-Term Illness and Injury Leave | Employees may take up to 16 weeks of annual unpaid leave for long-term personal illness or injury. A medical certificate may be required. Eligibility begins after 90 days of employment. |
| Maternity Leave | Pregnant employees are entitled to up to 16 weeks of unpaid leave after 90 days. |
| Parental Leave | Birth and adoptive parents can take up to 62 weeks of unpaid leave to care for a newborn or newly adopted child. |
| Jury Duty Leave | Employees can take up to five unpaid days per calendar year for personal health matters or to attend to family responsibilities. |
| Reservist Leave | Military reservists are entitled to job-protected leave for their deployment plus an additional four weeks. Employees must have at least 26 consecutive weeks of service to qualify. |
| Voting Leave | Employees who do not otherwise have time to vote in a federal, provincial, or municipal election are entitled to three consecutive hours of paid leave. |
| School Activities Leave | Alberta has no law that mandates leave for school activities, but employers may allow time off. |
Comprehensive Employment Termination Details in Alberta
Probation Period
The standard probationary period in Alberta is typically three months (90 days). During this period, employers can terminate employees without notice or severance pay. After the probation period, termination must follow Alberta’s Employment Standards Code.
Termination Process
Employers in Alberta can terminate employees without cause as long as they provide the required notice or severance pay. Termination cannot violate the Alberta Human Rights Act or employment contracts. Employees who experience wrongful termination can file a complaint with Alberta Employment Standards or pursue legal action.
Notice Period
Employees who resign after at least three months of service must provide written notice. Those with three months to three years of service must give one week’s notice. For every additional year of service, employees must provide one extra week of notice, up to a maximum of eight weeks. However, many employees give at least two weeks' notice as a professional practice.
Severance and Final Pay
If an employer does not provide notice, they must offer termination pay equal to the wages the employee would have earned during the notice period. Employers must issue the final pay within 10 days of termination, including unpaid wages, overtime, and vacation pay.
New Hire Reporting
Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Which Laws Apply to Your Organization?
Alberta businesses must follow federal and provincial employment laws to ensure compliance and avoid penalties. Employers must understand their obligations under key regulations that protect workers’ rights. Following these laws helps organizations operate legally and maintain fair workplace practices. Here are some of the key regulations that may affect your business:
| Law | Applies To | Description |
|---|---|---|
| Employment Standards Code (ESC) | Most employers | This law sets minimum wage standards, work hours, overtime, vacation, and termination. |
| Alberta Human Rights Act | All employers | It prohibits workplace discrimination based on race, gender, disability, religion, and other characteristics. |
| Pay Equity Regulations | Employers with 10+ employees | Employees get equal pay for performing work of equal value, regardless of gender. |
| Minimum Wage Law | All employers | As of 2025, Alberta’s minimum wage is $15.00 per hour, with annual reviews for adjustments. |
| Overtime Pay Law | Most employers | Employees earn overtime pay 1.5 times the regular wage for hours worked beyond 44 hours per week. |
| Employment Insurance (EI) Act | All employers | This act provides temporary financial assistance to unemployed workers through payroll deductions by employers and employees. |
| Termination and Severance Pay Laws | Employers with 50+ employees (for severance) | Establishes notice periods and severance pay requirements based on length of service. |
| Family Responsibility Leave | All employers | Allows employees to take up to 5 unpaid days per year for family-related responsibilities. |
| Pregnancy and Parental Leave Law | All employers | Provides up to 16 weeks of unpaid pregnancy leave and up to 62 weeks of unpaid parental leave. |
| Youth Employment Laws | All employers | This law sets work restrictions for employees under 18, including industry-specific limits for those under 16. |
| Alberta Whistleblower Protection Act | Public sector employers | Protects public sector employees from retaliation when reporting illegal activities or workplace violations. |
| Occupational Safety and Health Act (OSHA) | All emAll employersployers | Alberta requires employers to maintain a safe work environment and prevent workplace hazards. |
| Workers' Compensation Act | All employers | It provides workplace injury coverage through the Workers’ Compensation Board (WCB). |
| Workplace Harassment and Violence Prevention | All employers | All employersRequires employers to implement policies and training to prevent harassment and violence in the workplace. |
| Pension Benefits Act | Employers offering pensions | Regulates workplace pension plans and ensures compliance with retirement savings rules. |
| Voting Leave Law | All employers | Provides employees with three consecutive hours of paid leave to vote during elections. |
| Domestic or Sexual Violence Leave Law | All employers | This law allows up to 10 days of protected leave (5 paid and 5 unpaid) for employees experiencing domestic or sexual violence. |
| Electronic Monitoring Policy | Employers with 20+ employees | Requires employers to disclose electronic monitoring practices for workplace transparency. |
| Alberta Labour Relations Code | All employers | This law regulates the relationship between employers and unions, including collective bargaining and dispute resolution. |
| Alberta Immigration Act | Employers hiring immigrants | Sets fair hiring practices for recruiting and employing immigrants, ensuring fair treatment and compliance with provincial standards. |
Want to Streamline Your Hiring Process?
Speak with our HR specialists for the most reliable employer-of-record services to hire top talent and grow your business.