Professional Employer of Record Services in Nova Scotia
Expanding your team in Nova Scotia is exciting, but managing payroll, HR compliance, and tax regulations can be complex for any business. That’s where HR Options steps in to support your business ventures. Our employer of record services handle all employment-related tasks to help you build a winning team and confidently grow your business.
From recruitment and onboarding to payroll management and provincial tax, we manage every detail while ensuring compliance with Nova Scotia’s employment laws. Our user-friendly platform delivers real-time updates to give you full visibility and control to make smarter business decisions. Contact us today to simplify hiring without the administrative headaches!
Streamline Workforce Management with Nova Scotia’s Trusted HR Experts
At HR Options, we specialize in helping businesses across Nova Scotia manage their hiring, payroll, and compliance needs. Our employ-of-record experts take the complexity out of workforce management so you can focus on growth without administrative burdens. Whether you want to hire short-term employees or build a long-term team, we ensure compliance and efficiency at every step. Our comprehensive 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 Nova Scotia
Your employees are the backbone of your business, so it’s important to offer them the value they deserve. At HR Options, we help Nova Scotia employers create competitive, well-rounded benefits packages to attract and retain top talent. Our team works with you to design benefit plans that align with your company’s values and help you build a supportive and rewarding workforce. Our employee benefits may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Paid Time Off (PTO)
- Long-Term Disability Insurance (LTD)
- Health Spending Account (HSA)
- Employee Assistance Programs (EAPs)
- Registered Retirement Savings Plan (RRSP)
Essential Employment Information for Nova Scotia
Looking for reliable employer-of-record services in Nova Scotia? Here’s some essential employment information we think you should know:
What Is the Minimum Wage in Nova Scotia?
As of April 1, 2025, the minimum wage in Nova Scotia is $15.70 per hour. This rate applies to all employees, regardless of age or student status. The minimum wage will rise again to $16.50 per hour on October 1, 2025, as part of the province’s ongoing efforts to support fair compensation and keep pace with the cost of living.
What Is Considered Full-Time Employment in Nova Scotia?
In Nova Scotia, most employers define full-time employment as working 30 to 40 hours or more per week. However, individual companies may have policies regarding the hours required for full-time status and eligibility for benefits. Employees should review their workplace policies or contracts to understand their rights and benefits.
What Is Considered Part-Time Employment in Nova Scotia?
In Nova Scotia, part-time employees generally work fewer than 30 hours per week. The Labour Standards Code does not mandate employers to provide benefits such as health insurance or retirement plans for part-time workers.
However, some employers may offer additional perks, such as flexible schedules, pro-rated benefits, or other incentives, to attract and retain skilled part-time talent.
What Are the Overtime Pay Rules in Nova Scotia?
In this province, 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 48 hours in a week.
Certain employees, such as managers, supervisors, and professionals, may be exempt from overtime pay based on their job duties. Employees should review their workplace policies to ensure they receive fair compensation for overtime hours.
How Long Does Onboarding Take in Nova Scotia?
The onboarding process typically takes a few days to several weeks, depending on the industry and the employer’s specific requirements. Employers are responsible for collecting essential documents, setting up payroll, and providing necessary training or orientation.
For international employees, additional steps such as verifying work permits or ensuring compliance with immigration regulations may extend the process. Our EOR service providers ensure that all required documentation and steps are completed for a smooth onboarding experience.
What Is the Payroll Cycle in Nova Scotia?
In Nova Scotia, employers must pay employees at least once a month. However, many businesses adopt 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.
Employers should ensure their payroll schedules comply with the Nova Scotia Labour Standards Code while being clear with employees about their specific pay cycle.
Are Employers Required to Offer Retirement Savings Plans in Nova Scotia?
In Nova Scotia, employers are not legally required to provide retirement savings plans. However, many businesses offer Registered Retirement Savings Plans (RRSPs) or pension plans as part of their benefits package to attract and retain talented employees. Employees should review their company’s benefits offerings to understand the retirement savings options available to them.
New Hire Paperwork
Requirements for Nova Scotia Employers
Employers must collect specific documents to comply with provincial and federal regulations when hiring employees in Nova Scotia. 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 complete the provincial TD1NS form, which calculates the amount of provincial income tax to withhold from an employee’s paycheck.
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 Nova Scotia to ensure workplace injury coverage.
Nova Scotia Employment Standards Fact Sheet
Employers should provide employees with information about their rights under the Nova Scotia 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.
Work Permit (for Foreign Workers)
Employers hiring foreign workers must verify valid work permits to ensure legal employment under Canadian immigration laws.
Confidentiality and Non-compete Agreements
Employers may require these agreements, especially in sensitive information or intellectual property industries.
Employment Taxes in Nova Scotia
Employment taxes and statutory fees impact both employer costs and employee pay in Nova Scotia. 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 | 2.3% (up to the yearly maximum) |
| Workplace Safety and Insurance Board (WSIB) Premium | Varies by industry (average ~1.35%) |
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) |
| Ontario Provincial Income Tax | 8.79% to 21% (based on income) |
| Federal Income Tax | 15% to 33% |
Important Leave Laws in Ontario
| Leaves Title | Law |
|---|---|
| Sick Leave | Workers in Nova Scotia can take up to 3 days of unpaid sick leave annually. Some employers may offer paid sick leave as a benefit. |
| Bereavement Leave | Employees can get up to 3 unpaid days off when dealing with the death of an immediate family member. This leave helps workers manage personal loss and mourning. |
| Court Attendance/Witness Leave | Employees must be allowed time off when serving as jurors or court witnesses. However, employers are not obligated to provide paid leave during this time. |
| Domestic or Sexual Violence Leave | In Nova Scotia, workers who are victims of domestic or sexual violence have the right to take up to 10 days of leave each year. It includes five paid days and five unpaid days. |
| Family Caregiver Leave | Employees can take up to 8 weeks of unpaid leave annually to support those caring for a seriously ill family member. |
| Family Medical Leave | Nova Scotia provides up to 28 weeks of unpaid leave within 52 weeks for workers who need to care for a family member with a serious illness. |
| Jury Duty Leave | Individuals called for jury duty have the right to take time off work. Employers can provide time off but are not required to pay for the hours missed during jury service. |
| Election Leave | Employees who cannot vote due to work schedule conflicts can get up to 4 consecutive hours off to cast their vote in local, provincial, or federal elections. |
| Family Responsibility Leave | Workers who need to attend to urgent family matters, such as a family member’s illness or injury, can take up to 5 unpaid days per year. |
| Parental Leave | Both biological and adoptive parents are eligible for up to 52 weeks of unpaid parental leave. However, they must give 4 weeks' notice before taking this leave. |
| Pregnancy Leave | Expecting mothers are entitled to 17 weeks of unpaid leave before or after childbirth. This leave provides the time necessary for recovery and bonding with a newborn. |
| Personal Emergency Leave (PEL) | In Nova Scotia, employees can get up to 10 days of leave per year, including two paid days as per company policies, to deal with unforeseen personal crises. |
| Blood or Organ Donation Leave | Employers in Nova Scotia are not legally required to provide leave specifically for blood, plasma, or organ donation. Still, some businesses may offer paid or unpaid leave for employees who wish to donate.Employers in Nova Scotia are not legally required to provide leave specifically for blood, plasma, or organ donation. Still, some businesses may offer paid or unpaid leave for employees who wish to donate. |
| Volunteer Emergency Responder Leave | Employees who volunteer as emergency responders, such as firefighters or search-and-rescue workers, can take unpaid leave during an emergency. |
| Military Leave | Employees of the Canadian Armed Forces Reserves or other recognized military units may be entitled to leave for military service. This leave is typically unpaid, and employees must provide advance notice to their employer. |
| Crime Victim Leave | In Nova Scotia, workers who have been with their employer for at least three months can take up to 16 weeks off and 10 extra days if they are dealing with domestic violence. |
Comprehensive Employment Termination Details in Nova Scotia
Probation Period
The standard trial period in Nova Scotia is typically three months (90 days). During this time, employers can terminate employees without notice or severance pay. After the probationary period, employers must follow the Employment Standards Code for termination.
Termination Process
Employers can terminate employees without cause if they provide the required notice or severance pay. Termination cannot contravene the Human Rights Act or breach employment contracts. Employees who believe termination was wrongful can file a complaint with Nova Scotia Employment Standards or pursue legal action. Our EOR specialists can handle termination details to avoid disputes.
Notice Period
Employees who resign must give written notice. No notice is required for less than 3 months of service. For 3 months to 3 years of service, at least 1 week's notice is needed. For every additional year of service after 3 years, employees must provide one extra week of notice (up to 8 weeks). However, most employees give at least two weeks' notice as a professional practice.
Severance and Final Pay
If an employer fails to provide notice, they must provide termination pay equivalent to the wages the employee would have earned during the notice period. Final pay, including unpaid wages, overtime, and vacation pay, must be issued within 10 days of termination.
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?
Nova Scotia 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 | The Employment Standards Code sets minimum wage requirements, work hours, overtime, vacation, and termination and ensures employers treat employees fairly. |
| Nova Scotia Human Rights Act | All employers | The act prohibits workplace discrimination based on race, gender, disability, religion, age, sexual orientation, and other protected characteristics. It also guarantees equal opportunity for employees. |
| Pay Equity Regulations | Employers with 10+ employees | These regulations require employers to pay employees equally for performing work of equal value, regardless of gender. |
| Minimum Wage Law | All employers | As of April 1, 2025, Nova Scotia’s minimum wage is $15.70 per hour, which will increase to $16.50 on October 1, 2025. Employers must comply with these wage standards. |
| Overtime Pay Law | Most employers | Employees earn overtime pay at 1.5 times their regular wage for hours worked beyond 48 hours per week. This law ensures fair compensation for extra hours worked. |
| Termination and Severance Pay Laws | Employers with 50+ employees (for severance) | These laws define notice periods and severance pay based on the employee's service. Employers must provide severance pay or notice when terminating employees. |
| Family Responsibility Leave | All employers | This law allows employees to take up to 5 unpaid days per year to handle family responsibilities, such as caring for a sick family member or managing urgent family matters. |
| Pregnancy and Parental Leave Law | All employers | In Nova Scotia, pregnant employees can take up to 17 weeks of unpaid maternity leave. New parents can choose between standard parental leave (up to 52 weeks, max 35 weeks for one parent) or extended parental leave (up to 78 weeks, max 61 weeks for one parent). |
| Youth Employment Laws | All employers | These laws regulate the work hours and types of work for employees under 18. They protect young workers from hazardous jobs and limit their working hours. |
| Occupational Safety and Health Act (OSHA) | All employers | Employers must maintain a safe and healthy work environment. They must take steps to prevent workplace hazards and ensure employee safety. |
| Workers' Compensation Act | All employers | The Workers’ Compensation Act ensures coverage for workplace injuries. Employers must register with the Workers' Compensation Board (WCB) to provide employee injury benefits. |
| Workplace Harassment and Violence Prevention | All employers | Employers must implement policies and training programs to prevent workplace harassment and violence, and employees must know how to report and address such issues. |
| Pension Benefits Act | All employers | Employers who offer pension plans must comply with the Pension Benefits Act. This act ensures that they meet legal standards for managing employee retirement savings. |
| Voting Leave Law | All employers | This law gives employees up to 3 consecutive hours of paid leave to vote during elections. Employers must allow employees time off to participate in the democratic process. |
| Domestic or Sexual Violence Leave Law | All employers | Employees experiencing domestic or sexual violence can get up to 10 days of protected leave, which includes five paid days and five unpaid days. Employers cannot penalize employees for taking this leave. |
| Electronic Monitoring Policy | Employers with 20+ employees | Employers must disclose any electronic monitoring practices used in the workplace. This policy ensures transparency and protects employees' privacy. |
| Labour Standards Code | All employers | The Labour Standards Code regulates employer-union relations. It covers collective bargaining, employee representation, and dispute resolution processes to ensure fair treatment for unionized employees. |
| Immigration and Labour Market Impact Assessment (LMIA) | Employers hiring immigrants | Employers must follow federal immigration laws, including the Labour Market Impact Assessment (LMIA) process, which ensures that hiring foreign workers does not negatively affect the local labour market. |
Ready to Build Your Dream Team in Nova Scotia?
Partner with our EOR specialists to simplify hiring, stay compliant, and scale your business with confidence!