One of the lasting impacts of the COVID-19 pandemic on the Canadian workplace will likely be the change in how, and where, employees work. Many organizations have embraced hybrid and fully remote work arrangements as the “new normal”. Organizations are also increasingly comfortable with having remote workers living in jurisdictions other than that of the “home office”.
While this flexibility can be an attractive option for both employers and employees, having remote workers who reside in other jurisdictions may impose additional legal obligations on an employer. In many situations, an employer may be required to comply with provincial employment and labour legislation in another jurisdiction if they have even one employee who works remotely in another province.
This guide is intended to provide a practical overview of the employment and labour-related requirements in each provincial jurisdiction if an employer has remote workers residing in that province, even where the employer has no office or other corporate presence in that location. It also reviews some of the tax and contractual considerations in this circumstance. This guide does not apply to employees temporarily performing work in another jurisdiction (as other rules may apply in these circumstances) or to international jurisdictional transfers.
View complete guide here.