Expert Employer of Record Services in British Columbia
Expanding your workforce in British Columbia requires careful payroll management, legal compliance, and HR administration. That’s where HR Options comes in to support your business! We offer specialized employer-of-record services to simplify hiring, manage administrative tasks, and ensure compliance with provincial regulations.
With years of experience and proven expertise, our team handles talent acquisition, onboarding, benefits administration, and tax compliance so you can focus on growing your business freely. Our advanced online platform gives you real-time updates and transparent reporting for complete oversight. Contact us today to streamline your workforce management!
Build a High-Performing Team with Our Trusted HR Services
Hiring and managing employees in British Columbia comes with legal and administrative challenges, but our experts make it stress-free to ensure your business runs smoothly. We offer professional employer-of-record solutions to help you handle recruitment, payroll, and compliance with provincial laws. Whether you need short-term staff or a long-term team, we manage everything from recruitment to termination. Our comprehensive HR solutions include:
- On-boarding
- Off-boarding
- Payroll Processing
- Tax compliance
- Benefits management
- Workforce management
- Legal compliance
- Timesheet collection
- Employee relations & HR support
- All other aspects of the employment cycle
Valuable Benefits for Employees in British Columbia
At HR Options, we create competitive benefits packages that help businesses attract and retain top talent in British Columbia. A valuable benefits plan keeps employees engaged and motivated. We can collaborate with your business to create a customized package that aligns with your policies and enables you to create a supportive and rewarding workplace for employees. Depending on your organization’s policies, our benefits packages may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Paid Time Off (PTO)
- Long-Term Disability Insurance (LTD)
- Health Savings Accounts (HSA)
- Employee Assistance Programs (EAPs)
- Registered Retirement Savings Plan (RRSP)
Essential Employment Information for British Columbia
Looking for reliable employer-of-record services in British Columbia? Here’s some essential employment information we think you should know:
What Is the Minimum Wage in British Columbia?
As of June 1, 2024, British Columbia’s minimum wage is $17.40 per hour. This rate applies to most workers, including those paid hourly, by salary, commission, or incentive. The province adjusts the minimum wage annually based on inflation to ensure fair pay. On June 1, 2025, the rate will rise to $17.85 per hour, reflecting a 2.6% increase to keep up with the cost of living.
What Is Considered Full-Time Employment in British Columbia?
In British Columbia, full-time employment is typically 35 to 40 hours per week. However, the Employment Standards Act (ESA) has no strict legal definition. Employers can set their work hours, benefits eligibility, and overtime pay policies. Employees should review their workplace policies to understand their rights, including vacation entitlements, statutory holiday pay, and overtime compensation.
What Is Considered Part-Time Employment in British Columbia?
In British Columbia, part-time employment generally refers to working fewer than 30 hours per week. The Employment Standards Act (ESA) does not define part-time employment, and employers usually set their own policies. While part-time employees may not receive full benefits, some employers offer additional perks like flexible schedules or pro-rated benefits to attract and retain talented employees.
How Do Employees Get Paid Overtime in British Columbia?
Under the Employment Standards Act (ESA), employers must pay 1.5 times the regular hourly wage for hours worked beyond eight in a day or 40 in a week. If an employee works more than 12 hours daily, overtime increases to double the regular wage. Some jobs may have different rules, so employees should review their employment agreements.
How Long Does Onboarding Take in British Columbia?
Depending on the employer and industry, onboarding in British Columbia typically takes a few days to a few weeks. For international hires, work permit verification may extend the timeline. Our EOR specialists speed up the process while ensuring compliance with provincial employment laws.
What is the Payroll Cycle in British Columbia?
In British Columbia, employers must pay employees at least twice a month. Many businesses follow a biweekly or semi-monthly payroll cycle, with common pay dates on the 15th and last day of the month or every two weeks. To comply with provincial employment standards, employers must provide clear payment schedules and ensure timely wage distribution.
Are Employers Required to Offer Retirement Savings Plans in British Columbia?
British Columbia does not require employers to offer retirement savings plans. However, many companies provide Registered Retirement Savings Plans (RRSPs) or pension plans as part of their benefits package. The Canada Pension Plan (CPP) enhancements have replaced previous provincial pension proposals. Employees without access to workplace retirement plans can explore personal savings options such as Tax-Free Savings Accounts (TFSAs) or individual RRSPs.
New Hire Paperwork
Requirements for British Columbia Employers
When hiring employees in British Columbia, employers must collect several key 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 (TD1ON)
Employees must also complete the Ontario-specific TD1ON form to calculate the correct amount of provincial income tax 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 industries dealing with sensitive information or intellectual property.
Additional Recommended Documents
WorkSafeBC Registration
Employers must register employees with WorkSafeBC for workplace injury coverage.
BC Employment Standards Fact Sheet
Employers must provide employees with information about their rights under the Employment Standards Act (ESA).
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.
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 work permits.
Employment Taxes in British Columbia
Employment taxes and statutory fees affect British Columbia 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) |
| Employer Health Tax (EHT) | 0.00% to 1.95% |
| Workplace Safety and Insurance Board (WSIB) Premium | Varies by industry |
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) |
| British Columbia Provincial Income Tax | 5.06% to 20.5% |
| Federal Income Tax | 15% to 33% |
Important Leave Laws in British Columbia
| Leaves Title | Law |
|---|---|
| Sick Leave | Employees can take up to 5 paid and 3 unpaid sick days annually. Some employers offer additional paid sick leave. |
| Bereavement Leave | In British Columbia, employees can take up to 3 unpaid days per year for the death of an immediate family member. |
| Organ Donor Leave | Under the law, workers who donate an organ can take up to 26 weeks of unpaid leave. |
| Crime-Related Child Disappearance Leave | Parents of a missing child due to a crime can take up to 104 weeks of unpaid leave. |
| Court Attendance/Witness Leave | Employers must allow time off for employees serving as jurors or witnesses, whether paid or unpaid. |
| Domestic/Sexual Violence Victims' Leave | Workers who are victims of domestic or sexual violence can take up to 5 paid days, 5 unpaid days, and an additional 15 unpaid weeks per year. |
| Family Caregiver Leave | Employees can take up to 8 weeks of unpaid leave per year to care for a seriously ill family member. |
| Family Medical Leave | Workers can take up to 27 weeks of unpaid leave within 52 weeks to care for a family member with a serious condition. |
| Critical Illness Leave | Employees can take up to 37 weeks (for a critically ill child) or 17 weeks (for a critically ill adult) of unpaid leave. |
| Jury Duty Leave | British Columbia employers must grant time off for jury duty but don’t have to provide pay for missed work hours. |
| Election Leave | Employees who don’t have enough time to vote due to work schedules can take up to 4 consecutive hours off. |
| Family Responsibility Leave | Workers can take up to 5 unpaid days annually for urgent family matters, illness, or injury-related situations. |
| Pregnancy Leave | Under the Maternity Leave Law, expecting mothers can take up to 17 weeks of unpaid leave. |
| Parental Leave | Biological and adoptive parents can take up to 62 weeks of unpaid leave or 69 weeks if they share the leave. Employees must provide at least 4 weeks' written notice. |
| Personal Emergency Leave (PEL) | Employees can take up to 10 annual emergency leave days, which include two paid leaves. |
| School Activities Leave | British Columbia does not require employers to provide leave for school activities, but some offer time off. |
| Volunteer Emergency Responder Leave | Firefighters, search-and-rescue workers, and other emergency responders can take unpaid leave while on duty. |
Comprehensive Employment Termination Details in Ontario
Probation Period
In British Columbia, a standard probationary period usually lasts three months (90 days). This trial period helps employers check an employee's suitability for a specific role.
Termination Process
Employers in British Columbia can terminate employees without cause but must provide proper notice or severance pay. Dismissals cannot violate the Human Rights Code or the Employment Standards Act (ESA). If an employee experiences wrongful termination, they can file a complaint with the Employment Standards Branch 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
Employees who have worked for at least three months and did not receive proper notice qualify for severance pay. Severance pay equals one week's wages per year of service, up to a maximum of eight weeks. Employers must issue the final pay, including any owed wages and vacation pay, within 48 hours if they terminate an employee or within six days if the employee resigns.
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?
British Columbia 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 Act (ESA) | Most employers | This law establishes minimum employment standards, including wages, work hours, overtime pay, vacation entitlements, and termination rules. |
| British Columbia Human Rights Code | All employers | Employers cannot discriminate against employees based on race, gender, disability, religion, or other protected characteristics. |
| Pay Transparency Act | Employers with 50+ employees | Under this act, employers must include salary information in job postings and cannot prevent employees from discussing their wages. |
| Minimum Wage Law | All employers | The minimum wage in British Columbia is $17.40 per hour as of June 1, 2024, and is adjusted annually based on inflation. |
| Overtime Pay Law | Most employers | Employees must receive 1.5x pay for hours worked beyond 8 hours per day or 40 hours per week, but if an employee works over 12 hours a day, they must receive 2x pay. |
| Right to Disconnect Law | Employers with 25+ employees | Companies must establish policies on employees' right to disconnect from work after hours. |
| Employment Insurance (EI) Act | All employers | This law provides temporary financial assistance to workers who lose their jobs, with contributions from both employers and employees. |
| Termination and Severance Pay Laws | Employers with 50+ employees (for severance) | Employees terminated without cause may be entitled to notice or severance pay, depending on their length of service. |
| Family Medical Leave Law | All employers | British Columbia employees can take up to five days of unpaid leave per year to care for an ill family member or manage other urgent family matters. |
| Pregnancy and Parental Leave Law | All employers | Pregnant employees can take up to 17 weeks of unpaid leave, and new parents can take between 61 and 62 weeks of unpaid parental leave. |
| Child Labour Laws | All employers | This law restricts work hours and conditions for workers under 16 to ensure their safety and well-being. |
| Whistleblower Protection Act | All employers | Employees who report illegal activities or workplace violations cannot face retaliation from their employers. |
| Occupational Health and Safety Regulation (OHSR) | All employers | Employers must ensure a safe work environment by following WorkSafeBC regulations to prevent workplace injuries and illnesses. |
| Workers' Compensation Act | All employers | Employees who suffer work-related injuries or illnesses may receive compensation through WorkSafeBC, which is funded by employer contributions. |
| Workplace Harassment and Violence Prevention | All employers | Employers must implement policies and provide training to prevent workplace harassment, bullying, and violence. |
| Pension Benefits Act | Employers offering pensions | This law regulates workplace pension plans to ensure compliance with retirement savings requirements and employee benefits. |
| Voting Leave Law | All employers | Employees must receive up to four consecutive hours of paid leave if their work schedule does not allow enough time to vote on election day. |
| Domestic or Sexual Violence Leave Law | All employers | Employees affected by domestic or sexual violence can take up to 10 days of job-protected leave, with a portion of it paid. |
| Electronic Monitoring Policy | Employers with 25+ employees | Employers must inform employees if they are electronically monitoring them and explain how they use their information. |
| Labour Relations Code | All employers | This law governs the relationship between employers and unions, outlining rules for union certification, collective bargaining, and dispute resolution. |
| British Columbia Immigration Act | Employers hiring immigrants | Employers must comply with regulations for hiring and treating immigrant workers fairly to ensure proper work authorization and employment conditions. |
| Disconnecting from Work Policy | Employers with 25+ employees | Obligates employers to have a written policy on employees' rights to disconnect from work-related communications outside regular working hours. |
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