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An effective payroll system needs to pay employees correctly and on time, while meeting all your legal pay and leave obligations. The system has to ensure any tax or other deductions are made, and record the number of hours an employee worked and the pay for those hours, as well as holiday and leave balances.
MyHR integrates with several payroll providers to ensure you’re paying your people correctly and on time, providing time-saving features for your payroll admin and reducing the number of systems your employees need to access.
Leave management systems track and record employee time-off, from requesting and approving leave to providing accurate leave balances and matching leave with payroll. MyHR seamlessly displays an employee’s available leave, giving them and their managers clear visibility when leave requests are made. A good modern leave management system should be digital and cloud-based with minimal manual processing and easy integration, so employees and managers can check and control leave and requests for time-off, and ensure the company’s leave processes are legally compliant.
An integrated payroll and leave management system eliminates manual processing of leave and payroll data, reduces paperwork, increases transparency, and, in most cases, makes both processes quicker, more accurate, and more cost-effective.
In Canada, employee leave entitlements are set out in federal and provincial / territorial employment standards legislation. These standards outline the minimum leave entitlements that apply to most employees. Employers may offer more generous provisions through employment contracts or collective agreements.
Most employees are entitled to a minimum of 2 weeks of paid vacation per year after completing 12 months of continuous employment. Vacation entitlements increase with years of service. In many provinces, employees earn 3 weeks after 5 years; some offer increases after longer service (e.g., Newfoundland after 15 years). Saskatchewan offers a minimum of 3 weeks from the first year. Vacation pay is typically calculated as a percentage of earning - 4%, 6%, or 8% of gross earnings, depending on years of service.
All jurisdictions provide job-protected unpaid sick leave, ranging from 3 to 10 days per year, depending on the province. Some provinces (e.g., Québec and British Columbia) require some or all of this sick leave to be paid after a qualifying period. (BC - 5 paid days for all employees after the 90 day probation period)
All provinces and territories provide leave for domestic or intimate partner violence.Paid leave is available in most jurisdictions, ranging from 3 to 5 paid days, with an additional 5 to 10 unpaid days
Employees are generally entitled to 2 to 5 days of bereavement leave, depending on the province and the relationship to the deceased. Some provinces offer a mix of paid and unpaid days;(eg - BC offers 3 unpaid days) Compassionate care leave is available across Canada (to care for a terminally ill family member) of up to 28 weeks unpaid i with potential EI benefits for eligible employees.
Employees across Canada are entitled to unpaid maternity and parental leave, generally up to 18 months in total (with job protection). Employment Insurance (EI) provides paid parental benefits for eligible employees, either: Standard: Up to 55% of earnings for up to 40 weeks, or Extended: Up to 33% of earnings for up to 69 weeks
There are several ways you can prevent employees from abusing sick leave. You can legally request proof that an employee is sick or injured and unable to work once they have been on sick leave for three or more consecutive days, or for one day if they are using sick leave that’s carried over from a previous year.