Flawless Canadian Payroll: Accurate, Compliant & Stress-Free
Stop risking penalties and wasting hours on payroll. Accufin delivers error-free, fully compliant payroll processing for Canadian businesses—so you pay employees confidently, meet all deadlines, and reclaim your time.
Why Choose Our Canadian Payroll Services?
| Benefit | What It Means for You |
|---|---|
| CRA Compliance Guarantee | Avoid penalties with precise CPP, EI, tax deductions & remittances |
| Provincial Expertise | Accurate calculations for British Columbia, Alberta, & all provinces |
| Direct Deposit Magic | Employees paid on time, every time—with digital pay stubs |
| Year-End Made Simple | T4s, T4As, and ROEs prepared and filed correctly |
| Software Synced | Integrates with QuickBooks, Xero, or your existing tools |
Our Comprehensive Payroll Services
Essential Processing
- •Salaried, hourly & contract worker pay runs (bi-weekly, semi-monthly, monthly)
- •Overtime, bonuses, vacation pay & expense reimbursements
- •Automated tax calculations (federal/provincial)
Compliance & Reporting
- •CPP, EI, and income tax deductions/remittances
- •Workers' compensation (WSIB/WCB) reporting
- •T4, T4A, and Record of Employment (ROE) preparation/filing
Employee Experience
- •Digital pay stubs & tax forms (secure online portal)
- •New hire onboarding support
- •Direct deposit setup & management
Specialized Support
- •Multi-province payroll solutions
- •Sub-contractor/T5 management
- •Payroll audits & cleanup
Who We Serve
Small Businesses
"No more late nights calculating deductions!"
Startups
"Scale payroll seamlessly as you hire."
Restaurants/Retail
"Handle complex schedules, tips, and shift premiums."
Remote Teams
"Pay Canada-wide employees accurately across provinces."
The Accufin Difference
"We're not just a payroll provider—we're your compliance shield. While others automate and hope, our Canadian payroll experts:"
Audit every pay run for accuracy
Proactively update for tax law changes
Fix errors before they cost you
That's peace of mind you can't automate.
98% client retention rate
100% on-time filing record
"Accufin cut our payroll errors to zero and saved us $2K in CRA fines last year!"
Navjot Singh, Kalgidhar Construction Ltd.
Ready for Payroll That Runs Itself?
Get a FREE payroll process review (valued at $100). We'll identify compliance risks and show you how to save hours monthly.
Top 10 Costly Payroll Mistakes
Avoid these common payroll errors that could cost your business thousands in penalties and back payments
1. Misclassifying Workers (Employee vs. Contractor)
Potential Costs:
CRA audits, back taxes (CPP, EI, income tax), penalties (up to double the unremitted amounts), plus interest. Employee lawsuits for unpaid benefits/vacation.
How to Avoid:
Use the CRA's RC4110: Employee or Self-Employed? guide. Never base classification solely on a contract; the actual working relationship determines status. When in doubt, treat as an employee or request a CRA ruling (CPT1 form).
2. Missing Remittance Deadlines
Potential Costs:
Immediate penalties (10% for first late remittance, escalating to 20% for repeated offences within a year), plus compound daily interest. Cash flow disruption.
How to Avoid:
Know your remittance schedule (monthly, quarterly, accelerated) based on average monthly withholding amount. Automate reminders in payroll software. Remit on or before the due date, considering processing times.
3. Incorrectly Calculating & Remitting Source Deductions
Potential Costs:
Underpayment penalties + interest. Overpayment means you've loaned the CRA money interest-free. Employee frustration/errors on tax returns.
How to Avoid:
Use current year's CRA payroll deduction tables or certified payroll software. Double-check calculations, especially for bonuses, retroactive pay, terminations. Know CPP exemptions (over 65, certain disability pensions) and EI insurable earnings caps.
4. Errors in Record Keeping & Documentation
Potential Costs:
CRA penalties for non-compliance ($2,500 per infraction), inability to defend against disputes/audits, operational inefficiency.
How to Avoid:
Maintain digital records securely for 6+ years (per CRA requirement). Track: hours worked, pay rates, deductions, vacation accrual/use, leave, ROEs, contracts, classification rationale. Use a centralized HRIS/Payroll system.
5. Mishandling Statutory Holidays & Vacation Pay
Potential Costs:
Back pay owed to employees, penalties, employee grievances, damage to morale/reputation.
How to Avoid:
Know provincial rules (eligibility, calculation methods - % vs. accrual). Pay correct holiday pay (avg daily wages) and premium pay for hours worked. Accrue vacation pay accurately and pay it out correctly on each pay or annually.
6. Filing T4/T4A Slips Late or Inaccurately
Potential Costs:
Penalties ($100 per slip for late filing, $250 per slip for knowingly negligent filing), employee delays in filing taxes, CRA scrutiny.
How to Avoid:
Reconcile payroll data quarterly. Validate all employee data (SIN, address) well before year-end. Use CRA-approved software for filing (T4 Web Forms, EFILE). File before the Feb 28 deadline. Proofread meticulously.
7. Not Issuing or Issuing Incorrect Records of Employment (ROEs)
Potential Costs:
Delays in employees receiving EI benefits (leading to complaints), potential Service Canada penalties, reputational damage.
How to Avoid:
Issue ROEs electronically via ROE Web within 5 calendar days of an interruption of earnings (pay period end, last day paid). Train HR/Payroll staff thoroughly on ROE Web and code selection. Validate all details.
8. Overlooking Provincial vs. Federal Regulations
Potential Costs:
Non-compliance with provincial employment standards (minimum wage, overtime rules, termination pay), leading to fines, back pay orders, lawsuits.
How to Avoid:
Know which legislation applies (federally regulated industries vs. provincial). Subscribe to updates from your provincial Ministry of Labour and federal Labour Program. Have provincial-specific payroll/HR checklists.
9. Failing to Account for Remote Workers in Different Provinces
Potential Costs:
Deducting/remitting to the wrong province, incorrect EI/CPP/QPP treatment, non-compliance with provincial standards (min wage, holidays).
How to Avoid:
Determine the province of employment (usually where the employee physically reports to work). Update employee profiles immediately upon relocation. Ensure payroll software handles multi-provincial setups correctly.
10. Manual Processes & Lack of Expertise
Potential Costs:
Significantly higher error rates, wasted staff time, missed deadlines, inability to scale, vulnerability to staff turnover.
How to Avoid:
Invest in certified payroll software (e.g., ADP, Ceridian, Wagepoint, QuickBooks Online Payroll) that automates calculations, remittances, filings, and stays updated. If complex (multiple provinces, contractors, equity comp), partner with a payroll provider or accountant specializing in Canadian payroll.
Proactive Payroll Avoidance Plan
- Dedicated Expertise: Assign ownership to trained staff or outsource.
- Certified Software: Non-negotiable for accuracy and compliance.
- Regular Reconciliation: Match payroll registers to bank statements & GL accounts monthly/quarterly.
- Stay Updated: Subscribe to CRA's Payroll News, provincial labour sites, and industry newsletters.
- Annual Audit: Conduct an internal or external payroll audit before the CRA does.
- Clear Policies: Document payroll procedures, approval workflows, and classification rules.
- Training: Invest in ongoing payroll training (CPA Canada, Canadian Payroll Association courses).
Payroll errors are expensive and preventable. Investing in robust systems, expertise, and proactive compliance is far cheaper than CRA penalties, back payments, lawsuits, and damaged employee trust. Treat payroll as a critical risk management function, not just an administrative task.
Frequently Asked Questions
Most clients go live in 72 hours!
We handle all provincial regulations seamlessly.