How U.S. companies work with us: Employer of Record in Canada

U.S. companies that want people in Canada need a partner that knows both sides of the border: Canadian employment law and payroll, and the contracts, billing and expectations of a U.S. business. This article explains how we work with U.S. customers, from the first call to a team that is running.

The model in one paragraph

You sign one agreement with InfraDev. We employ your Canadian team through our Canadian company, Infradev Consulting Inc., as the Employer of Record: we hold the employment contracts, run payroll and remittances, administer benefits, and apply provincial employment law. You direct the work. You don’t need a Canadian entity, bank account or payroll account.

You choose the people, we employ them

You have a candidate, or a contractor in Canada you want to convert to an employee. We:

• Issue a Canadian employment contract that meets the province’s standards
• Collect tax forms and enrol the employee in payroll and benefits
• Run payroll, remittances, slips and records from then on

You keep control of the role, responsibilities and performance. Converting a contractor this way keeps the working relationship the same while removing the misclassification risk.

What we handle, and what you keep

InfraDev	Your company
Employment contracts under Canadian and provincial law	Choosing who to hire and setting pay
Payroll, source deductions and remittances to the CRA (and Revenu Québec)	Day-to-day direction and priorities
Statutory benefits and any agreed health, dental or retirement plans	Performance management
Vacation, holidays and leave as the province requires	Equipment, systems and access
T4 slips, Records of Employment and payroll records	Integrating the person into your team

Working with a U.S. business

We set the engagement up the way U.S. legal and finance teams expect: a master services agreement, one point of contact, and one monthly invoice covering salary, employer contributions and our fee. Billing is normally in U.S. dollars; the currency is set in your agreement.

Because we are certified to ISO 9001, ISO/IEC 27001 and ISO/IEC 42001, and carry corporate liability and cyber security insurance, your procurement and security reviews have the evidence they need; certificates are available on request. See compliance for details.

Timeline

Once you have chosen the person and we have agreed terms, a hire can usually start within 24–48 hours, depending on completed paperwork and the start date. See how it works for each step.

Team sizes and industries

We support teams from one person to twenty, and larger teams can be discussed. We work across technology and software, professional services and consulting, healthcare and life sciences, financial services, manufacturing and supply chain, media, e-commerce and energy.

Questions U.S. companies ask

Do I need a Canadian entity? No. We employ your team through our Canadian company.

Can I start with one person? Yes. A single key hire is one of the most common starting points.

Who manages my team’s day-to-day work? You do. We handle employment, payroll, benefits and compliance; we don’t direct or supervise the work.

Can you convert my existing Canadian contractors? Yes. We employ them under the same terms structure as any other hire, so the working relationship continues.

What does it cost? Our fee depends on the number of people and the services involved. Against comparable U.S. roles, total employment costs typically run 10–40% lower (typical, not guaranteed). Request pricing.

Do you hire outside Canada? No. We focus on U.S. companies hiring in Canada.