Can VPM track and report payroll by department?

Yes. As part of the on-boarding process, we will ensure our systems are set up to reflect how your organization is structured in order to meet your departmental reporting needs.

How does VPM pay a client's taxes?

Taxes are submitted to the government electronically, with source deductions (CPP, EI, and Tax – Federal & Provincial including EHT in Ontario) submitted on your behalf.

Does VPM stay up-to-date with new payroll rules and legislations?

Yes. We follow all federal and provincial government changes affecting payroll. We add additional value to some client businesses by privately advising when a client might be offside on any legal obligation with their employees as well.

Do you offer payroll services to individuals or families?

Yes. For example, we can manage payroll for a family that has hired a nanny and does not want to manage their payroll and related reporting requirements.

What reports will I get as a new client?

We offer a robust suite of payroll reports for you and your business, such as employee paystubs and direct deposit statements and summaries, timesheet income listing for verification, the current payroll register, GL reporting for any accounting system reporting requirements, and more. Additionally, of course, all government and CRA required reports are sent to you in copy as well for your records.

Are you able to process payroll in Quebec?

Yes. Please contact us for more details.

Can you provide services on remittance of statutory deductions (Income Tax, CPP, EI, WSIB)?

Yes. We perform all regulatory reporting and CRA remittances for Income Tax, CPP, EI, WSIB, Health Tax, Garnishments, Union Dues, and Statistics Canada submissions.

Can I get a copy of sample payroll reports?

Yes, please contact us and we'll send you a copy.

Can your system help manage HR?

It really depends on the business, but for most cases no. Human resources management is a very large function, and while we track all employee information needed for payroll, this information may or may not satisfy typical HR management business needs.

2026 Payroll Compliance Update: What Canadian Employers Need to Know Now

2026 Payroll Compliance Update: What Canadian Employers Need to Know Now

As we move through Q3 2026, Canadian employers must ensure their payroll systems reflect the latest legislative updates. Relying on mid-2025 tax tables or premium rates is no longer compliant and exposes your business to reassessments, penalties, and employee dissatisfaction during year-end reconciliation.

Staying current with federal and provincial changes is a critical component of risk management. Here is what you need to know for the remainder of 2026.

1. CRA Source Deductions: Use Current 2026 Tables

The blended federal tax rates and prorated provincial brackets that applied in July 2025 are no longer valid. For all payrolls processed from January 1, 2026 onward, employers must use the full-year 2026 T4127 Payroll Deductions Online Calculator (PDOC) tables.

Federal Tax: The lowest federal rate stabilized at 14% for the full 2026 tax year.
Provincial Updates: Ensure your payroll software has integrated the finalized 2026 provincial tax tables. Mid-year proration logic from 2025 should have been removed; 2026 uses standard annual brackets unless new mid-year legislation was enacted this summer.
Action Required: Verify immediately that your system is running 2026 parameters. Using 2025 tables will result in incorrect withholdings and potential T4 adjustments.

2. Ontario WSIB Premiums: Confirm Your 2026 Rate

The $1.25 per $100 insurable payroll rate was specific to 2025. WSIB adjusts premiums annually based on industry experience ratings and economic forecasts.

Current Requirement: You must apply the official 2026 WSIB premium rate assigned to your firm’s classification unit. Do not assume last year’s rate applies.
Annual Estimate Reminder: If you haven’t already filed your 2026 payroll estimate, do so immediately to avoid administrative penalties. Accurate estimates prevent large true-up bills at year-end.

3. Employer Health Tax (EHT) & WCB Status

While no major EHT threshold changes were announced for early 2026, always verify the current exemption limit ($1M base) directly with the Ontario Ministry of Finance, as adjustments can occur via budget implementation acts. Similarly, confirm your 2026 Workers’ Compensation Board (WCB) assessment rates and classification codes are active in your system.

4. Ontario Pay Transparency Act: Now Standard Practice

Effective July 1, 2025, employers with 25+ employees were required to provide written employment details at hire. As of late 2026, this is no longer an “upcoming change”—it is a mandatory, standing requirement.

Ensure every offer letter and onboarding package issued in 2026 includes:

Legal/operating name and contact info
Job location description
Starting wage/commission structure
Pay period, pay day, and anticipated hours

Non-compliance now carries established enforcement risks. Audit your 2026 hiring documentation immediately.

Disclaimer: This article provides general information as of September 25, 2026. Always consult a qualified payroll professional or legal advisor for guidance specific to your business circumstances. Legislative changes may occur; verify all requirements with official government sources.

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