Do your employees travel for integral business needs? Are your employees covered by the workers’ compensation board while travelling within Canada?
If you have an employee that is travelling, be sure to reach out to your WCB contact for more information and next steps. PEO Canada’s Workers’ Compensation Team is here to help. We can assist in tracking employees’ earnings across multiple provinces, especially when work takes them to different places in Canada.
All workers’ compensation boards across Canada provide jurisdictional out-of-province for up to six months if an employee needs to work temporarily in a different province/territory.
For example, let’s say an employee from Northwest Territories needs to work temporarily outside the region and wants to be covered by the Workers’ Safety & Compensation Commission (WSCC), they must meet all of the following criteria:
• Their usual place of employment is the Northwest Territories or Nunavut;
• Their job involves activities both within and outside these territories
• The period of work performed outside the territories does not exceed six months.
Coverage may extend beyond the Northwest Territories or Nunavut if certain factors connect the employee to these regions
• Where the employment contract was made
• The terms of the employment contract
• The location of the primary residence of the employee
• The jurisdiction regulating the payroll taxation of the employee
While all workers’ compensation boards across Canada provide jurisdictional out-of-province coverage, it is important to review the requirements for coverage in each province. The registration requirements may supersede any out-of-province coverage from another workers’ compensation board.
| Jurisdiction | Employer Registration requirements | Jurisdictional Out-Of-Province Coverage |
| Alberta | With in 15 days from workers’ start date | Up to 12 Continuous months |
| British Columbia | Before 1st worker is hired, no earlier than 30 days before work begins | Less than 6 months |
| Manitoba | Before 1st worker is hired in a “mandatory” industry | Up to 6 months |
| New Brunswick | Within 15 days from the start of business, if employing 3 or more workers | For the duration of temporary assignment and WCB account must be in good standing |
| Newfoundland and Labrador | Upon hire of 1st worker | Up to 12 months and employees must be expected to return to work in NL |
| Northwest Territories / Nunavut | With in 10 days of commencement of work | Up to 6 months |
| Nova Scotia | If operating in a “mandatory” industry and employing 3 or more workers at one time | Up to 6 months |
| Ontario | Within 10 days of hiring employees | Up to 6 months |
| Prince Edward Island | Before start of operations and must be renewed annually by Feb 28 | Up to 6 months |
| Quebec | No later than 60 days following the 1st day the 1st worker reports to work | For duration of temporary assignment and return to QC must be definite |
| Saskatchewan | Within 30 days of beginning work and hiring workers | Up to 2 years and may extend to 5 years |
| Yukon | If operating a business for more than 10 days in the year | Up to 12 months and must obtain approval |