Here’s what employers need to consider when managing employees in other provinces—or countries
A growing number of countries are offering remote work visas to encourage employees to work remotely in their jurisdictions (Westend 61/Getty Images)
Over the past two years, organizations have become adept at sustaining a remote workforce. But, while “remote” has often been used to refer to working from home, the notion has been expanding to include other geographical locations as well.
“There is definitely a trend of companies enabling employees to work in locations outside of their home base,” says Sonia Gandhi, CPA, partner and national leader for KPMG’s Global Mobility Services (GMS) in Toronto. “This has become an incredibly important area for employers.”
If you have employees who want to work in different jurisdictions or if you are considering expanding your remote work policy, here are some facts to keep in mind.
For employers, it’s important to start by looking at the implications of working out of province from a payroll, as well as a personal and corporate tax perspective.
As Howard Levitt, senior partner with Levitt Sheikh in Toronto, explains, companies that have a remote workforce carrying on business in other jurisdictions (outside of Ontario, for example) will be subject to the laws of those jurisdictions. “They may require different accounting, taxation and regulatory procedures than Ontario.”
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