The best payroll software for Canada automates critical compliance tasks, handles both federal and provincial tax laws, and seamlessly integrates unique requirements like T4/RL-1 slips and Records of Employment. Choosing payroll software canada is not the same as picking a generic payroll app. Canada has federal and provincial rules, bilingual reporting in many cases, Quebec specific programs, and year end filing that must line up with CRA formats. This guide explains what makes payroll software canada unique, how to evaluate vendors, what features matter, typical costs, and when an Employer of Record is the smarter move if you do not have a Canadian entity. If you need a single platform for recruiting and cross border hiring, consider Bolto.

Why Canada Specific Payroll Compliance Matters

Payroll touches federal income tax, employment insurance, pension programs, provincial health and workers compensation, and records filing. The result is a compliance surface that rewards software built for Canada.

Facts that show the difference

• Canada has 10 provinces and 3 territories, each with its own payroll rules for taxes, holidays, and workers compensation boards.
• T4 slips for employees are due to the CRA by the last day of February each year.
• Quebec requires an RL 1 slip in addition to T4 for employees who worked in Quebec.
• Record of Employment must be issued within 5 days of an interruption of earnings.
• Canada Pension Plan and Employment Insurance have annual maximums that change each year and vendors must update these automatically.
• Quebec uses QPP and QPIP that replace or supplement CPP and EI parental benefits for eligible workers.
• Late payroll remittances can trigger CRA penalties that scale by days late and can reach double digit percentages for repeat failures.

A vendor that treats Canada as an add on can miss these details. The right payroll software canada builds them into onboarding, deductions, and end of year workflows.

How We Evaluated Vendors and How You Should Choose

Evaluation criteria used in this guide mirror how a finance lead or founder buys payroll software canada.

Scoring criteria

• Coverage, supports CPP or QPP, EI or QPIP, province specific taxes, provincial health premiums where applicable, and workers compensation reporting.
• Filing depth, generates and files T4 and RL 1, PD7A, summaries, and electronic ROE. Supports electronic remittances and CRA payroll accounts.
• Quebec readiness, bilingual employee documents and RL 1 mapping.
• Year end performance, error rate on slips, speed to finalize, and reissue support.
• Integrations, accounting software support, time tracking inputs, and HRIS sync.
• Employee experience, bilingual onboarding, self service for pay statements, and direct deposit in CPA format.
• Support quality, response times during year end and during CRA audits.

When you shortlist payroll software canada, ask for a demo environment with sample employees in Quebec and in Ontario to see both flows.

Key Features to Look For in Canadian Payroll Software

The best payroll software canada should make compliance invisible and pay accurate by default.

Must have features

• Automatic tax updates when CRA and Revenu Quebec change rates and maximums
• Multi province profiles for employees who transfer or work in more than one province in a year
• T4 and RL 1 generation with electronic filing support
• ROE creation tied to termination or leave events
• Direct deposit via CPA EFT with two factor approval
• Bilingual employee portal and documents where applicable
• Workers compensation reporting and premiums tracking by province
• Benefits and RRSP deductions with taxable benefit handling
• Contractor payments with T4A and Quebec RL 1 as needed
• Audit trails and payroll registers that match CRA review expectations

Nice to have

• Built in checks for duplicate SINs and invalid SINTax errors
• Automated PD7A reminders and reconciliation
• Province specific public holiday calendars and overtime rules

Benefits and ROI

Payroll accuracy protects budgets and keeps teams moving. A good payroll software canada delivers both hard dollar and soft dollar gains.

Value drivers

• Fewer penalties and interest from late or incorrect remittances
• Faster year end close since T4 and RL 1 validation is built in
• Lower risk in Quebec filing due to separate mapping and bilingual outputs
• Time saved on ROE during layoffs or parental leaves
• Cleaner books with automatic journal entries to the accounting system

Real world examples

• Ontario minimum vacation entitlement is two weeks after one year of employment and becomes three weeks after five years. Software that tracks service time reduces manual corrections.
• Canada Day on July 1 is a federal statutory holiday. Calendars that auto apply stat pay rules reduce payroll adjustments after the fact.

Costs and Pricing Models in Canada

Pricing for payroll software canada usually follows one of three models. For a deeper breakdown, see our payroll services pricing guide.

Common models

• Per employee per month, often from 20 to 60 for small teams, higher with advanced HR features
• Base platform fee plus per employee, common with suites that include HR or benefits
• Pay run fee plus year end fee, seen with legacy providers that charge for T4 packages

Fees to ask about

• Year end T4 and RL 1 filing fees and reprint fees
• ROE fees per form
• Onboarding or data migration fees
• Support premiums for priority queues during year end

If you plan to hire in Canada without a Canadian entity, compare payroll software canada against an Employer of Record model that includes payroll, benefits, and compliance in one monthly price.

Payroll Software Canada: Top 15 Picks

Building on the considerations above, here are the Canadian payroll platforms most teams turn to when they need CRA-ready filings, ROEs, and T4/T4A support baked in. We’ve grouped these solutions because they reliably cover compliance, automate pay runs and remittances, and integrate with the HR and accounting stacks common to Canadian organizations. Use this shortlist to zero in on tools that fit your headcount, complexity, and budget without wading through noise.

1. QuickBooks Payroll (Canada)

QuickBooks Payroll (Canada) slots seamlessly into QuickBooks Online, so US‑based founders can spin up compliant Canadian payroll without bolting on another system. It calculates CPP/QPP, EI/QPIP, and provincial taxes, and produces T4/T4A, RL‑1, and ROE with the same familiar Intuit experience. The standout is its speed-to-live for teams already on QuickBooks, plus automated updates and next‑day direct deposit on higher tiers.

Why it matters: If your books live in QuickBooks, running Canadian payroll inside the same stack lowers admin and error risk immediately.

Canada compliance in plain English: It tracks source deductions and prepares PD7A details, generates CRA‑ready XML for T4 slips and the T4 Summary, and produces RL‑1 XML for upload to Revenu Québec. ROE .BLK exports are ready for ROE Web. Multi‑province rules are handled via work locations, and direct deposit includes next‑day options on supported plans. Most calculations and year‑end filings are automated; some RL‑1 steps remain manual.

Pros:

• Canada‑ready year‑end and separation workflows (T4/T4A, RL‑1, ROE) with employee self‑serve delivery.
• Built‑in time tracking/scheduling on Premium/Elite; next‑day direct deposit.
• Automatic tax updates and a streamlined Payroll Tax Centre.

Cons:

• RL‑1 e‑filing requires manual upload; limited in‑app amendments.
• Requires Canadian entity/accounts; no contractor direct deposit yet.

Pricing & fit: Core C$25/month + C$4/employee; Premium C$55 + C$8; Elite C$80 + C$15. Trial: yes. Best for US startups with a Canadian entity that want multi‑province payroll (including Quebec) inside QuickBooks.

2. Ceridian Dayforce (Powerpay)

Powerpay by Dayforce is built in and for Canada, so payroll, source‑deduction remittances, and year‑end slips are on autopilot across provinces, including Quebec. With T4/T4A, RL‑1, and ROE e‑filings plus employee self‑service, it trims busywork from day one. We picked it because Canada‑specific automation lowers compliance risk for US startups getting their first Canadian payroll right.

Why it matters: Less manual filing, fewer agency surprises, and a smoother first year‑end in Canada.

Canada compliance in plain English: Powerpay calculates and remits CRA and Revenu Québec source deductions on‑cycle, and e‑files T4/T4A to the CRA and RL‑1 to Revenu Québec. Employers still complete the RL‑1 Summary and a few Quebec returns. Multi‑province rules are automatic, with province‑appropriate slips at year‑end. Direct deposit supports splits, and ROEs are generated and e‑submitted.

Pros:

• Built‑for‑Canada automation across calculations, remittances, and year‑end e‑filings.
• Quebec depth: RL‑1 e‑file, QPP/QPIP/QHSF, optional CNESST.
• SMB‑friendly time and self‑service; exports to QuickBooks Online.

Cons:

• RL‑1 Summary and certain RQ returns still on the employer.
• Limited native accounting/WCB integrations beyond QBO.

Pricing & fit: Quote‑based (CAD) with base + per‑employee/per‑run fees; add‑ons extra. Demo: guided, no free trial. Best for US startups/SMBs needing robust Canada and Quebec coverage.

3. Payworks

Payworks is a Canada‑native payroll and workforce platform with National Payroll Institute‑trained support, built to handle every province and territory. It automates CRA/RQ remittances, ROEs, direct deposit, and T4/T4A/RL‑1 filings. We chose it because it offloads complex local compliance, especially in Quebec, without forcing a global/EOR stack, and it plays well with accounting tools US startups already use.

Why it matters: Dedicated Canadian expertise plus automation means fewer fines and faster closes.

Canada compliance in plain English: Payworks remits to the CRA and e‑files T4/T4A, manages workers’ comp remittances, and auto‑submits ROEs via ROE Web. Quebec coverage includes RL‑1 reporting, QPP/QPIP, and Revenu Québec remittances. Multi‑province overtime/stat‑holiday rules are built in. Canadian EFT is native. Most calculations, filings, and remittances are automated.

Pros:

• End‑to‑end automation: CRA/RQ remittances, ROE Web, T4/T4A/RL‑1 e‑file.
• Dedicated, NPI‑trained rep and strong onboarding.
• Integrations (QBO, Xero), APIs, and Canadian data residency.

Cons:

• Per‑run, quote‑based pricing can exceed flat subscriptions.
• Not an EOR; you need CRA/RQ registrations.

Pricing & fit: Quote‑based (CAD) per pay run: base + per‑employee + per‑form. Demo only. Best for US startups with CRA/RQ accounts and multi‑province teams needing Quebec depth.

4. Wagepoint

Wagepoint is a Canada‑first payroll platform for SMBs that makes tax calculations, CRA/RQ remittances, and year‑end forms feel refreshingly simple. For US startups, it removes guesswork with transparent CAD pricing and responsive, human support. Its Canadian depth, including T4/T4A, RL‑1, and ROE, plus clean integrations are the draw.

Why it matters: Clear pricing and Canada‑native workflows let you launch payroll with confidence.

Canada compliance in plain English: Wagepoint automates CPP/QPP, EI/QPIP, and federal/provincial taxes and remits to CRA and, when applicable, Revenu Québec per your remitter type. It can auto‑submit T4/T4A and RL‑1; employers handle the RL‑1 Summary. ROEs file via SAT authorization. Multi‑province rules and direct deposit (three‑day cutoff) are covered; most remittances are automated.

Pros:

• Canada‑ready compliance: CRA/RQ remittances, T4/T4A, RL‑1, ROE e‑filing.
• Multi‑province support and timely tax‑table updates.
• Integrations with QBO/Xero and native time app.

Cons:

• Quebec caveat: no RL‑1 Summary filing; Wagepoint 2.0 lacks Quebec support.
• Not an EOR; needs CRA account, CAD bank, and 3‑day funding.

Pricing & fit: Solo C$20 + C$4/employee; Unlimited C$40 + C$6/employee (monthly). Trial: 14 days. Best for US startups with a Canadian entity needing automated remittances and filings.

5. Ceridian Dayforce

Dayforce is an enterprise‑grade HCM with native Canadian payroll that unifies time, HR, benefits, and pay in one data model. Its continuous calculation engine handles complex multi‑province and Quebec rules, reducing corrections and reruns. We chose it because US startups can consolidate US and Canadian payroll under one vendor while enabling compliant on‑demand pay.

Why it matters: One system of record for cross‑border teams beats juggling multiple point solutions.

Canada compliance in plain English: Dayforce e‑files T4/T4A, RL‑1/RL‑2, and NR4, and supports ROE e‑submissions to Service Canada. CRA and Revenu Québec remittances/filings are automated, though the RL‑1 Summary remains an employer task. It updates CPP/QPP, EI, and QPIP rules across provinces. Direct deposit is standard, with Wallet‑enabled on‑demand pay treated like payroll.

Pros:

• Continuous calc + unified time/pay lowers end‑cycle surprises.
• Deep Canadian coverage: T4/T4A, RL‑1/RL‑2, NR4, ROE e‑file.
• Dayforce Wallet supports compliant on‑demand/off‑cycle pay.

Cons:

• RL‑1 Summary still on the employer.
• Enterprise setup and quote pricing; can feel heavy for micro‑teams.

Pricing & fit: Quote‑based (CAD/USD) with base + PEPM. Demo only. Best for US startups scaling Canadian headcount (including Quebec) or running US/Canada on one platform.

6. ADP Workforce Now

ADP Workforce Now is a bilingual mid‑market HCM with a robust Canadian payroll engine that automates calculations, remittances, and year‑end reporting. It fits cross‑border needs by unifying US and Canadian employees in one database with country‑specific payroll schedules. We picked it because that single spine meaningfully reduces cross‑border complexity.

Why it matters: Fewer data silos equal cleaner audits and faster closes.

Canada compliance in plain English: ADP calculates deductions, files and remits CRA and Revenu Québec taxes, and produces T4/T4A, RL‑1, and summaries. ROE e‑filing includes amendments and status tracking. Multi‑province rules, stat holidays, multiple jobs/rates, and time integrations are built in. Direct deposit and real‑time gross‑to‑net previews are standard.

Pros:

• Automated CRA/RQ remittances, T4/T4A, RL‑1, and same‑day ROE e‑file.
• Unified US–Canada database simplifies expansion.
• Large integration marketplace for time, HR, and ERP.

Cons:

• Modular, quote‑based pricing can add up with extras.
• Best for 50+ employees; micro‑teams may want lighter editions.

Pricing & fit: Quote‑based (CAD), modular PEPM + possible base. Demos available. Best for US startups and SMBs needing unified US–Canada payroll, including Quebec.

7. Rise People

Rise People is a Canada‑native HR, payroll, time, and benefits platform with data hosted domestically. It automates CRA remittances, T4/T4A, ROEs, and supports Quebec RL‑1s, while optional Managed Payroll lets Canadian specialists run filings end‑to‑end. We chose it for startups that want a single Canadian system with the option to outsource complexity.

Why it matters: Turnkey managed payroll can be a lifesaver for your first Canadian year‑end.

Canada compliance in plain English: Self‑serve payroll withholds and remits CRA deductions by remitter type, generates T4/T4A, and e‑files ROEs. Quebec support includes RL‑1 and the RL‑1 Summary; with Managed Payroll, CRA and Revenu Québec remittances are handled for you. Built for multi‑province rules with bilingual support and reliable direct deposit.

Pros:

• All‑in‑one HR + payroll + time + benefits with clean sync to pay.
• Canadian data residency and bilingual support.
• Journal‑entry integrations to QBO and Xero.

Cons:

• Quebec remittances require Managed Payroll; otherwise you pay RQ directly.
• Not an EOR; requires a Canadian BN/RP.

Pricing & fit: From C$8 PEPM (CAD; base applies). Trial/demo: yes. Best for US startups with a Canadian entity wanting HR + payroll with optional managed filings.

8. Humi

Humi is a Canada‑first HR, benefits, and payroll platform that puts CRA remittances and year‑end reporting on rails. For US startups hiring north of the border, centralizing HR and payroll reduces admin and errors. We chose it for strong multi‑province calculations, ROE/T4 tooling, and an optional managed service that can run the heavy lifts.

Why it matters: One login for HR + payroll is a meaningful win for small finance teams.

Canada compliance in plain English: Humi automates CRA source‑deduction remittances and prepares T4, T619, and the T4 Summary, with optional CRA e‑submission. It creates ROEs and submits via ROE Web. Quebec: generate RL‑1s (2024+) with optional e‑file; employers handle the RL‑1 Summary and payments. Multi‑province rules, EFT direct deposit, and unlimited pay runs are supported.

Pros:

• Built for Canadian compliance: CRA remittances, T4/ROE tools, multi‑province.
• Quebec‑ready RL‑1 with optional e‑submission.
• QBO/Xero integrations; unlimited pay runs.

Cons:

• No contractor payouts via payroll; T4A issuance unsupported.
• 3–4 business‑day funding; late runs may not auto‑remit.

Pricing & fit: Quote‑based (CAD) PEPM, no per‑run fees. Trial/demo: yes. Best for startups standing up HR + payroll with Quebec needs and optional managed payroll.

9. Knit People

Knit People is a Canada‑first payroll and HR platform with automated CRA remittances, T4s, ROE e‑filing, and direct deposit across all provinces. For US startups, it pairs compliance with crisp pricing and accountant‑friendly workflows. The kicker: an optional EOR add‑on to hire before your Canadian entity is ready.

Why it matters: Start with EOR or contractors, then graduate to in‑house payroll without switching systems.

Canada compliance in plain English: Knit automates CRA remittances on your schedule, generates and submits T4/T4A, and e‑files ROEs. Quebec support includes RL‑1 calculations and guidance. The RL-1 Summary often remains employer-filed, so you should confirm the workflow. Multi‑province support, WSIB/WCB/EHT remittances on Complete, and PAD‑funded direct deposits (with expedited options) round out automation.

Pros:

• Automatic CRA remittances, year‑end T4s, and ROE e‑filings.
• QBO/Xero journal sync for clean books.
• Flexible funding: PAD, pre‑funded balance, expedite rails.

Cons:

• Quebec: The RL‑1 Summary often remains employer‑filed, so confirm the workflow.
• Standard PAD timelines (2–4 days); expedite fees may apply.

Pricing & fit: Lite C$40 base + C$6/employee; Complete C$50 base + C$8/employee; EOR 8% of payroll. Trial: 30 days. Best for US startups hiring in Canada, multi‑province SMBs, and accountant‑led firms.

10. Workzoom

Workzoom is a Canada‑built HCM suite that brings HR, time, and native Canadian payroll under one roof. It produces T4/T4A and ROEs, supports Quebec RL‑1 with RQ e‑filing, and can run US and Canadian payroll side‑by‑side. We picked it for its unified stack, transparent modular pricing, and responsive Canadian support.

Why it matters: Consolidating HR + time + payroll cuts reconciliation and month‑end churn.

Canada compliance in plain English: Workzoom auto‑calculates source deductions, tracks due dates, and supports self‑filing or optional managed filings/remittances. It produces T4/T4A and ROEs with prompts and audits. Quebec coverage includes RL‑1 and Clic Revenu e‑filing. Multi‑province rules for holidays, vacation, and termination are configurable. Direct deposit, split accounts, and audit histories are supported.

Pros:

• Canada‑native payroll including RL‑1, T4/T4A, ROE, and remittance tracking.
• HR/time/scheduling feed payroll seamlessly.
• Modular pricing and month‑to‑month terms aid budgeting.

Cons:

• Not an EOR; Canadian entity/accounts required.
• Monthly minimums (US$400–$700) can outweigh savings for tiny teams.

Pricing & fit: From US$4 PEPM per suite; monthly minimums US$400–$700. Trial/demo: yes. Best for US startups with Canadian entities needing HR, time, and compliant multi‑province payroll (Quebec included).

11. Easypay

Easypay is a veteran Windows‑based Canadian payroll app you run in‑house. It covers core compliance nationwide with T4/T4A, RL‑1, ROE Web, and direct deposit/Telpay support. We chose it for cost‑conscious US startups setting up a Canadian subsidiary that want CRA‑aligned calculations with data on their own systems.

Why it matters: Own your payroll data and keep annual costs predictable.

Canada compliance in plain English: Easypay generates T4/T4A slips and CRA XML for Internet File Transfer and supports electronic filing. ROEs can be printed or sent via ROE Web. Quebec coverage includes RL‑1 with transmit‑ready XML. It calculates federal/provincial tax, CPP/QPP, EI, and EHT/QHSF. Payments/filings are user‑submitted through bank/agency portals; EFT/AFT and Telpay are supported.

Pros:

• Full year‑end coverage (T4/T4A XML, RL‑1 XML) plus ROE Web support.
• Flexible payouts via EFT/AFT and Telpay.
• Broad accounting exports and no software‑imposed company/employee limits.

Cons:

• Windows desktop only; no native Mac or cloud.
• Filings/remittances aren’t automatic, so you upload/pay manually.

Pricing & fit: C$479 one‑time; C$379/year support; add‑ons extra. Trial: 45 days. Best for cost‑sensitive US startups with a Canadian entity/bank wanting in‑house control.

12. Push Operations

Push Operations is a workforce platform built for shift‑first employers like restaurants and hospitality, with payroll tightly linked to scheduling and time. Approved hours flow straight into pay runs, with POS integrations and native tip handling. We chose it for US startups hiring Canadian hourly teams that need fewer handoffs and fewer pay errors.

Why it matters: When labor lives in your POS and schedules, payroll should too.

Canada compliance in plain English: Plans include automated tax calculations, direct deposit, government remittances, and T4 preparation with employee access. ROE processing is available on request. Multi‑province support covers provincial break rules and automatic stat‑holiday calculations. Quebec calculations (e.g., QPP) are supported; confirm RL‑1 prep and RQ e‑filing steps with Push for volume use.

Pros:

• Hospitality‑first: tip handling, POS integrations, connected scheduling/time.
• Multi‑province/location controls with automated stat‑holiday rules.
• Accounting syncs (QBO, Xero) and API for consolidated workflows.

Cons:

• Quebec year‑end RL‑1 e‑filing process may require extra steps, so be sure to confirm.
• Not an EOR; Canadian entity needed.

Pricing & fit: From $5/user (five‑employee minimum; confirm CAD). Trial/demo: yes. Best for US hospitality startups hiring in Canada and multi‑location SMBs needing POS‑connected payroll.

13. TimeTrex

TimeTrex is a Canadian workforce suite that unifies time/attendance, scheduling, and a native payroll engine for Canada and the US. Hours flow directly into payroll to cut manual entry. We picked it for US startups that want an affordable, all‑in‑one path to in‑house, CRA‑compliant payroll with the option to automate more as they grow.

Why it matters: One system from clock‑in to paystub equals fewer imports and fewer errors.

Canada compliance in plain English: TimeTrex maintains CPP/QPP/EI/QPIP rates and ceilings and supports multi‑province setups. Its Tax Wizard generates T4/T4A e‑files and remittance summaries, guiding payments through CRA portals. ROEs are produced as XML or e‑filed with full‑service payroll. Quebec is supported, with RL‑1 files generated for employer submission to Revenu Québec.

Pros:

• End‑to‑end suite with quick, error‑reducing runs.
• Canada‑ready outputs: T4/T4A e‑files, ROE XML/e‑file, QPP/QPIP.
• Flexible deployment: cloud/on‑site, free/community and paid tiers.

Cons:

• RL‑1/RQ filings usually require employer submission.
• CRA payments/uploads are manual without full‑service.

Pricing & fit: From ~US$3 PEPM; minimums may apply. Trial: 30 days. Best for US startups wanting in‑house Canadian payroll with time tracking (including Quebec) at low cost.

14. Wave Payroll

Wave Payroll is a lightweight, low‑cost add‑on to Wave Accounting that supports Canadian payroll everywhere except Quebec. It automates gross‑to‑net, direct deposit, CRA remittances, and year‑end T4/T4A generation in a tidy package. We chose it as one of the most affordable ways for US startups to pay small Canadian teams compliantly.

Why it matters: If you’re tiny and cost‑sensitive, this is a simple, compliant start.

Canada compliance in plain English: With direct deposit active, Wave withdraws and remits CRA source deductions on your due date (monthly remitters only). It generates T4/T4A XML for e‑file and can submit ROEs electronically. Quebec isn’t supported. Multi‑province taxes follow the province of employment setting. Direct deposits typically fund in three business days.

Pros:

• Automatic CRA remittances when using direct deposit.
• Built‑in ROE e‑submission and tight Wave Accounting sync.
• Unlimited direct deposits with three‑day funding.

Cons:

• Quebec unsupported (no RL‑1/RQ remittances; no QC contractors).
• Only monthly remitters; not for accelerated remittance schedules.

Pricing & fit: C$25 base + C$6/employee + C$6/contractor monthly. Trial: 30 days after first payroll. Best for US startups with 1–20 employees outside Quebec on monthly remittance cycles.

15. Rippling

Rippling unifies HR, payroll, and IT. For Canada, it brings native payroll across all provinces, including Quebec, into that same platform. It automates CRA/RQ remittances, files year‑end slips, supports ROE e‑filing, and offers EOR for pre‑entity hiring. We chose it because US startups can centralize US + Canada payroll and flex between contractors, EOR, and in‑house as they scale.

Why it matters: Start anywhere (contractors/EOR) and graduate to in‑house payroll without switching tools.

Canada compliance in plain English: Rippling calculates Canadian payroll taxes, automates CRA and Revenu Québec remittances, and produces T4 for employees and T4A for contractors. Quebec coverage includes QPP/QPIP, RL‑1, and RQ remittances. Multi‑province payroll is included at no extra charge. Direct deposit (EFT), ROE e‑filing, HRIS, and time sync keep runs tight.

Pros:

• Unified US + Canada + 185+ countries with a single GL map.
• Robust Canada stack: automated remittances, T4/T4A, RL‑1, ROE, EFT.
• Benefits ecosystem (e.g., Wealthsimple Group RRSP) for payroll deductions.

Cons:

• Pricing transparency is limited; USD quotes and modular fees.
• Support responsiveness can vary on complex, multi‑entity Canadian setups.

Pricing & fit: From US$8 PEPM for core; payroll/global priced by quote (base fees likely). Demo only. Best for US startups scaling Canadian teams across provinces (including Quebec) within one operating system.

Demo Questions Checklist Canada Specific

Use these questions to stress test any payroll software canada demo.

Core compliance

• How do you handle CPP or QPP and EI or QPIP changes each January
• Can you show T4 and RL 1 creation and electronic filing for both CRA and Revenu Quebec
• How are PD7A remittances tracked and reconciled

Quebec

• Are pay statements and onboarding available in French
• How does the system map taxable benefits to RL 1 codes

Operations

• What is the default cutoff for direct deposit and does it support CPA EFT formats
• Can managers generate ROE within five days of interruption events
• Does the system handle multi province work in one tax year

Support and audits

• What is the median response time during February
• Do you provide CRA or Revenu Quebec audit assistance

If you will also hire outside Canada, ask how the vendor coexists with an EOR. Or talk to Bolto about using EOR for non resident hires alongside your Canada payroll.

Implementation Guide and Best Practices

A smooth rollout of payroll software canada takes planning, clean data, and clear cutoffs.

Step by step

• Set your remittance frequency and CRA payroll account info before the first pay cycle
• Clean employee master data, legal names, addresses, SINs, hire dates, province codes
• Load YTD payroll figures so T4 and RL 1 totals reconcile at year end
• Validate benefits and taxable benefits codes, then run a parallel pay cycle
• Confirm direct deposit test files with your bank in CPA format
• Lock changes three days before your first live pay to allow final checks
• Schedule year end tasks in January, including T4 and RL 1 reviews and e filing dates

Governance tips

• Keep an approvals matrix for off cycle runs and ROE issuance
• Document province specific overtime and stat holiday rules in your HR policies
• Track workers compensation classifications and rates by province

When to Use an Employer of Record EOR vs. Payroll Software

Use payroll software canada when you operate a Canadian entity and employ people directly. Choose an Employer of Record when you are a US company that wants to hire in Canada without creating an entity, or when you need to start in days.

Signals that EOR fits

• No Canadian corporation or registration and no plan to open one soon
• You need to hire one to ten people quickly in multiple provinces
• You want one invoice that covers payroll, benefits, and compliance
• You prefer to avoid setting up workers compensation, provincial registrations, and remittance accounts

With an EOR the EOR is the legal employer in Canada and handles pay, taxes, benefits, ROE, and terminations. For cross border teams, Bolto offers EOR coverage in more than 150 countries, contractor of record, contractor payments, and US payroll in one platform, which keeps global operations unified.

Trends to Watch in Canadian Payroll

Changes that affect how payroll software canada should work over the next few cycles.

What to expect

• More electronic first filing for T4, RL 1, and ROE, with stricter validation
• Real time payroll insights that flag CPP or EI over or under deductions before submit
• Deeper bilingual experiences for Quebec employees and managers
• Tighter links between time data and payroll for province specific overtime
• Expanded support for contractor compliance with clearer T4A mapping

If your roadmap includes hiring in Canada and beyond, a combined approach can help. Use a Canada focused payroll tool for your Canadian entity and use <a href="…