Platform
Six surfaces that keep a Canadian SMB out of trouble.
Hibiscus HR covers the compliance work no one wants to own. ESA across nine jurisdictions, CRA and provincial deadlines, PIPEDA audit trail, handbooks with acknowledgements, document expiry watch, CSV export to your current payroll. Payroll optional on the same plan.
Connects to the stack your firm already runs
Hibiscus HR, the $14 tier
Six surfaces, all in one plan.
01
Nine-jurisdiction ESA monitor
Minimum wage, vacation entitlement, overtime, SIN currency, document expiry, probation review windows, ROE deadlines. Scanned nightly against every employee record in Ontario, BC, Alberta, Manitoba, Saskatchewan, Nova Scotia, New Brunswick, PEI, Newfoundland and the three territories. Monday-morning digest email flags anything that would trigger back-pay or a Ministry of Labour complaint before it becomes an incident.
02
Deadline calendar wired to the people they apply to
CRA source-deduction remittance dates, T4 and T4A XML submission cutoffs, ROE Service Canada deadlines, provincial payroll-tax remittances (Ontario EHT, BC EHT, Manitoba HE Levy), WSIB and WCB reporting windows, probation review dates per employee, work-permit expiries, ESA holiday calendar. Not a wall calendar. A planning surface wired to the people and the rules.
03
PIPEDA audit trail that generates itself
Every access to employee personal information logged. Data Subject Access Requests handled through a workflow instead of a scramble. Retention policies enforced per record type. Breach notification drafts generated with the facts already filled in. The paperwork a federally regulated privacy office would want on an investigation day, continuously, without someone remembering to turn it on.
04
Handbooks, policies, and acknowledgements with versioning
Draft a handbook or a policy, publish it, and every employee gets an acknowledgement task. Versioning tracks what each employee has seen and when. Separate language per province where it matters (Ontario-specific vs BC-specific vs federally regulated). Audit-friendly record of who agreed to what and when.
05
Document expiry watch
SIN cards, work permits, professional licences, driver abstracts, WHMIS certifications, custom document types. Expiry dates tracked, employees reminded, managers alerted. The thing you forgot about until the audit asked.
06
CSV export to your current payroll processor
Stay on the compliance tier and keep your current payroll. Hibiscus exports a CSV every pay period in the exact format Wagepoint, Payworks, ADP WFN, Dayforce, or QBO Payroll Canada expects. All employee updates (new hires, terminations, TD1 changes, direct deposit updates, benefit elections) flow out so the payroll processor stays in sync without manual re-entry.
If you want payroll on the same plan
The $22 tier closes the loop.
All employee records, TD1 history, direct deposit setup, benefit elections already live in the compliance side. The payroll module simply lights up. Not a payroll processor. The system of record from hire to year-end slip.
Everything in Hibiscus HR, plus
- Full CRA T4127 payroll math (CPP, CPP2, EI, federal and provincial income tax, year-to-date tracking)
- T4 and T4A XML for CRA Internet File Transfer, plus T4 amendments
- ROE XML for Service Canada V2.0, plus manual ROE flow
- T2200 Declaration of Conditions of Employment, batch generation
- Direct deposit via CPA-005 originator file for every major Canadian bank
- Partnership draws alongside T4 payroll on the same run (for firms with mixed compensation structures)
- Professional dues register with T4 Box 40 tagging
- Billable vs non-billable time tracking and utilization reporting
- CPD hour tracking per provincial regulator (LSO, CPA by province, PEO, EGBC, OAA, LSA and more)
Quebec is coming. Today Hibiscus HR handles the nine provinces and three territories outside Quebec. The Quebec engine is built and in independent legal and linguistic audit. We'd rather be right than fast. Get notified when it ships →
Twenty minutes. We show you the next ninety days.
On the demo call we walk your current compliance picture and surface every CRA and provincial deadline coming at you in the next three months.