Best HR Software in Canada for 2026: An Honest Guide From a Vendor Who Competes Against All of Them

Intro

Most "best HR software in Canada" articles are written by review sites that have never processed a Canadian payroll. They rank platforms based on feature lists, screenshots, and whoever paid for placement that quarter.

This one is different. We built Workzoom. We compete against every platform on this list. And we think the most useful thing we can do is tell you what we have learned from 25 years of building people management software and watching hundreds of Canadian organizations evaluate their options.

We are going to be honest about where Workzoom fits, where it does not, and what actually matters when you are choosing a platform to run your HR and payroll. If you walk away with a better framework for making this decision, we have done our job. Whether you call us or not.

The Real Problem Nobody Writes About

Google "best HR software Canada" and you will find the same ten articles recommending the same ten platforms based on the same ten feature checklists.

None of them mention the thing that actually makes or breaks your experience.

It is not features. It is not price. It is not even the software itself.

It is what happens between your systems.

Most mid-market Canadian organizations are running three, four, sometimes five separate tools to manage their people. An HRIS for employee records. A standalone payroll service. A scheduling tool that someone found on G2. A performance management platform that leadership signed up for last year. Maybe an applicant tracking system duct-taped to the side of all of it.

Each one works fine in isolation. The problem is they do not talk to each other. And the space between them is where your HR team lives.

When HR updates an employee's address, does payroll know? When a manager approves overtime, does it flow into the next pay run automatically, or does someone export a spreadsheet? When someone gets promoted, do their pay rules, benefit entitlements, leave accruals, and reporting structure update in one step? Or does somebody spend an afternoon manually adjusting fields across three different systems and praying they match?

That gap between systems is not a minor inconvenience. It is where payroll errors come from. It is where compliance failures start. It is where your best HR people burn out doing data entry instead of actual HR work.

This is the question your "best HR software" article should be helping you answer. Not which platform has the most checkboxes, but which one actually keeps your data clean, your payroll accurate, and your team sane.

What Canadian Businesses Actually Need

Before we rank vendors, we need to be clear about what Canadian organizations need that is different from what a US buyer needs. Because most of the software on the market was built for the US first and adapted for Canada second. And that distinction matters more than most people realize.

Payroll that was built for Canada, not translated for it. Canadian payroll is its own discipline. CPP and CPP2 contributions that change annually. EI premiums by province. T4 and T4A generation at year-end. ROE automation when employees leave. Quebec requirements including QPIP, Revenu Quebec, and CNESST. Provincial employment standards that differ across all 13 jurisdictions, from overtime rules to vacation accrual to statutory holiday calculations.

Lots of platforms say they handle Canadian payroll. Fewer actually do it well. The ones that do it best are the ones where Canada was the original design constraint, not a feature that got added after the product was already built for American employers.

When payroll is native, everything else connects to it naturally. When payroll is bolted on, every connection requires translation. And translations introduce errors.

Data that stays in Canada and is governed by Canadian law. This goes beyond server location. The US CLOUD Act of 2018 means any data held by a US-headquartered company can be compelled by American authorities. Even if the servers sit in Toronto. Even if the contract says "Canadian hosting."

"Canadian data center" is data residency. True data sovereignty requires Canadian ownership, Canadian servers, and Canadian legal jurisdiction. No exceptions. We wrote a deeper breakdown of this in our article on why choosing a Canadian all-in-one HR platform matters.

For government and regulated industries, this is increasingly a hard procurement requirement. For everyone else, it is worth understanding exactly what you are agreeing to when your HR vendor is headquartered in California.

Support from people who actually understand Canadian payroll. When your year-end has a problem with Quebec tax calculations at 4 PM on December 30th, you need someone who lives and breathes Canadian payroll. Not someone reading from a troubleshooting script in a timezone 12 hours away.

Canadian HR has enough unique complexity that local expertise is not a nice-to-have. It is the difference between a support call that solves your problem in five minutes and one that turns into a three-day email chain with a team that has never heard of a Record of Employment.

The 8 Best HR Software Platforms for Canadian Businesses in 2026

Here is our honest take on the field. We are starting with ourselves because we know Workzoom best, but every platform on this list gets the same treatment: what it does well, where it falls short, and who it is actually built for.

1. Workzoom

Headquarters: Toronto, Ontario (Canadian-owned, Nortek Solutions Inc.)Best for: Mid-market Canadian organizations, 50 to 5,000 employeesPricing: $4 per suite per employee per month (published)Implementation: As fast as 30 days. We move at your pace. No additional cost.Data hosting: AWS Canada (Montreal and Toronto)

We are obviously biased. But we will also be specific, so you can verify everything we say.

One platform. One database. No gaps. Workzoom was built from the ground up as a single system. HR, Workforce Management, Payroll, and Talent are four suites that share one employee record. This is not four acquired products stitched together with APIs. It is one platform where data entered anywhere is immediately available everywhere.

Why does that matter in practice? Because when an employee clocks in for a shift, those hours are instantly visible in the payroll queue. When a manager approves a leave request, the schedule updates, the leave balance adjusts, and the payroll entry calculates. All at once. No sync delay. No middleware. No CSV export.

When someone gets promoted effective March 1, the system tracks both the old and new state with the exact date. If payroll needs to retroactively recalculate anything, it handles it automatically because it knows the complete timeline of every change.

This is what "date-effective" and "position-based" architecture means. Every change is tracked with a timestamp. Rules and entitlements are tied to positions, not individuals. When an employee moves into a new role, the correct pay grade, overtime rules, benefit eligibility, cost center, and reporting structure follow the position. Nobody needs to manually update 15 fields. Nobody needs to email payroll about the change. It just works.

These are not buzzwords on a features page. They are architectural decisions made 25 years ago that determine whether your system stays accurate over time or slowly drifts into chaos. We explored this concept in detail in our article on why the best HR software tools become habit, not homework.

Canadian payroll is the foundation, not a feature. Workzoom's payroll engine was designed for CRA compliance from day one. Source deductions for every province and territory. T4/T4A generation. ROE automation. CPP/CPP2 and EI. Full Quebec support including QPIP, Revenu Quebec, and CNESST. Provincial employment standards baked into the core.

This is not a Canadian "module" added to an American product. Canada is where the platform was born. Everything else was built on top of that foundation. If you are managing year-end compliance, our no-stress guide to T4 and RL-1 filing walks through exactly how the platform handles it.

From there, we expanded to the United States (multi-state payroll, IRS compliance), The Bahamas (automated NIB), Jamaica (NIS, NHT, Education Tax), Trinidad and Tobago, and the United Kingdom. If your organization operates across borders today or might in the future, the compliance engine is already there.

The same team that sets you up is the team that supports you. This is the part we are most proud of, and the part that is hardest to communicate on a features page.

At Workzoom, there is no handoff. The people who learn your pay rules, your scheduling patterns, your compliance requirements, and your organizational quirks during implementation are the same people you call six months later. They already know your setup. They already understand your context. You never start from scratch explaining your situation to someone new. We wrote about how this implementation model works and why most implementations fail when the sales team disappears after the contract is signed.

Our support team sits in Toronto. They have deep experience across government, healthcare, gaming, transportation, social services, Indigenous organizations, automotive, construction, and hospitality. When you call, you are talking to someone who has likely configured systems for organizations in your exact industry.

We are not a 50,000-employee company with call centers on three continents. That is the point. We are a focused team that knows every client by name, not ticket number.

When Crystal Murray at Silvera for Seniors says "The Workzoom implementation and support staff are top notch! The process has been made better by Tammy and her team," she is talking about knowing her support people by first name. That kind of relationship is structurally impossible at a company managing millions of accounts.

And support is included in your subscription. Not sold as a premium add-on. Not gated behind a higher pricing tier. If you are paying for the software, you get full access to your team. We have never understood the business model of charging extra for adequate help with a product someone already bought.

Enterprise security at mid-market pricing. AWS Canada infrastructure with real-time replication across availability zones in Montreal and Toronto, separated by at least 100 km. AES-256 encryption at rest. TLS 1.2 in transit. SOC 1/2/3, ISO 27001/27017/27018, PCI DSS Level 1, PIPEDA, and HITRUST CSF certified. Daily encrypted offsite backups. 24/7 monitoring. Canadian-owned, so not subject to the US CLOUD Act.

For $4 per suite per employee per month, you get the same security posture that banks and government agencies require. Most vendors charge enterprise prices for enterprise infrastructure. We do not.

What real clients actually experienced. County of Renfrew, Ontario's largest county, automated recruiting and onboarded 32 employees in 3 months while keeping HR headcount flat. Greg Belmore, their Manager of Human Resources: "We wouldn't be able to hire the people that we do anymore with the same resources we already had." Silvera for Seniors replaced spreadsheets with a unified system, freeing their team to focus on residents instead of admin. Cable Bahamas cut payroll processing from 5 days to 1.5 days for 850 employees with a team of just 3 payroll staff. Island Luck runs 8 payrolls weekly across 60+ locations with automated NIB compliance and facial recognition clocking.

These are not pilot programs. These are production workloads.

Where Workzoom is not the right fit. If you are a 15,000-employee global enterprise that needs the deep customization of Workday or SAP SuccessFactors, we are not built for that. If you want a best-of-breed stack and are comfortable managing integrations yourself, our all-in-one model may feel like more than you want. And if procurement requires a globally recognized name above all else, our brand is not there yet.

We would rather tell you that upfront than have you discover it later. We have 100% client retention in our government segment. The organizations that choose Workzoom tend to stay. We think that says more than any claim we could make here.

2. Dayforce (formerly Ceridian)

Headquarters: Minneapolis, Minnesota (Canadian-founded, now US-headquartered)Best for: Large enterprises, 1,000+ employeesPricing: $20 to $40+ per employee per month (custom quote)Implementation: 3 to 9 months

Dayforce has Canadian DNA. Born as Ceridian, a Canadian payroll company, its continuous payroll calculation engine is still one of the most powerful on the market. For large organizations with union environments, multiple collective agreements, and thousands of employees across provinces, Dayforce handles that complexity.

The challenge for mid-market buyers is that everything about Dayforce is built for enterprise scale. Implementations take months and require dedicated internal project resources. The learning curve is steep. The price tag reflects the complexity.

And since the company moved its headquarters to Minneapolis, data sovereignty changed. They are now a US-headquartered company subject to the CLOUD Act. For government and regulated buyers, that matters.

Dayforce is excellent software for the right organization. That organization typically has 1,000+ employees, a dedicated HRIS team, and the budget and patience for a serious implementation.

3. ADP Workforce Now

Headquarters: Roseland, New JerseyBest for: Organizations that need a globally recognized namePricing: $15 to $30+ per employee per month (custom quote)Implementation: 2 to 4 months

ADP is the safe choice. Seventy years in payroll, massive Canadian operations, and brand recognition that satisfies even the most conservative board. Sometimes safe is what you need.

The issues Canadian buyers raise most are pricing transparency, support quality, and consistency. ADP's base price is a starting point, not a finish line. Payroll filing fees, implementation costs, year-end processing, and individual modules stack on top. Annual price increases of 3% to 7% are commonly reported.

Support is where the frustration tends to concentrate. ADP's scale means your experience depends heavily on your account size and your specific representative. Smaller accounts often report long hold times, rotating contacts who are unfamiliar with their setup, and difficulty getting issues escalated. When your payroll question requires someone who understands your specific configuration, starting over with a new rep each time is not just annoying. It is a real operational risk.

The interface also shows its age. It works. It just does not feel like software built in the last decade. For organizations where employee self-service and user adoption matter, that gap is real.

ADP makes sense if your HR team already knows the platform, your board trusts the name, and your budget can absorb the add-on model over time.

4. Rippling

Headquarters: San Francisco, CaliforniaBest for: Tech companies that want HR and IT management unifiedPricing: $8 to $50+ per employee per month (modules stack)Implementation: 2 to 4 weeks

Rippling is genuinely different from everything else on this list. Their innovation is combining HR, IT, and finance into one platform. Onboard an employee and Rippling can set up payroll, order their laptop, provision their email, and assign software licenses in one workflow. Nobody else does this.

For Canadian buyers, there are a few things to consider carefully. First is pricing. Rippling starts at $8 per employee per month for the base platform, but that is just the entry point. Payroll, benefits, time and attendance, and device management are all separate modules that stack on top. For a company running HRIS, payroll, benefits, and time tracking, expect $15 to $25 per employee per month. More complex setups with global payroll, IT management, and spend tools can run $30 to $50+ per employee. Annual price increases of 5% to 7% are commonly reported, and pricing transparency is one of the most frequent complaints in user reviews. The final number can look very different from the number you heard on the first call.

Second is Canadian compliance depth. Canadian payroll is available through their global payroll product, but it is newer and less battle-tested than Canadian-built alternatives. Quebec support, ROE automation, and bilingual requirements should be verified carefully before committing.

Third is support. Rippling's support model leans heavily on chat and self-service. Users consistently report that getting a live person for complex payroll issues can be difficult, and response times vary. For straightforward HR and IT questions that is usually fine. For a Canadian payroll problem that needs someone who understands provincial tax rules, it can be frustrating.

The ongoing Rippling/Deel legal dispute has also introduced uncertainty worth monitoring.

Rippling is the right choice for tech-forward companies that genuinely need HR and IT under one roof. If IT device management is not a priority for you, you are paying for a capability you will never use.

5. BambooHR

Headquarters: Lindon, UtahBest for: Smaller organizations (under 250 employees) that prioritize user experiencePricing: $12 to $22 per employee per monthImplementation: 4 to 6 weeks

BambooHR deserves its reputation for being easy to use. The interface is clean. Employee adoption is high. Their onboarding and recruiting tools are well-designed. The acquisition of Trax improved their payroll significantly.

For Canadian organizations, there are real limitations. BambooHR was built for the US market and Canadian payroll came later. ROE automation is limited. Quebec payroll support (QPIP, Revenu Quebec) has gaps. French language is not available. Provincial tax handling has been flagged by Canadian users as lacking depth, particularly for complex deduction scenarios and multi-provincial workforces. If your payroll is straightforward and you have no Quebec employees, BambooHR can work. If you need deep Canadian compliance, you will feel the edges.

Support is a mixed bag. BambooHR is widely praised when things are going well, but users consistently report that post-implementation support drops off significantly. Ticket tracking is limited. Follow-through on complex payroll issues can be slow. One recurring complaint from Canadian users specifically: tax-related tickets get lost or require multiple follow-ups to resolve. For a platform that handles your payroll, that is a serious concern.

The other factor is pricing. Payroll, time tracking, and performance management are all add-ons to the base price. The published $12 to $22 per employee rate covers core HR, but the complete platform costs significantly more once you add the modules most organizations actually need. Customization is also limited. Users who outgrow the basic workflows report hitting walls on permissions, reporting, and flexibility.

Good fit for smaller Canadian organizations with simple payroll who value a beautiful interface. Less ideal for anyone who needs deep Canadian compliance, strong ongoing support, or a platform that scales with complexity.

6. Rise People

Headquarters: Vancouver, British Columbia (100% Canadian)Best for: Small Canadian businesses with straightforward needsPricing: Custom (free tier for under 20 employees)Implementation: 4 to 8 weeks

Rise People is Canadian-built and Canadian-focused, which gives it a genuine advantage on CRA compliance. Payroll is native and solid. Their free Rise Lite plan for businesses under 20 employees is unique in the market and a genuinely useful entry point for very small teams. The support team gets consistently positive reviews, and onboarding is generally smooth.

The limitation is depth. Rise covers payroll, HR, benefits, and basic time management well enough, but users consistently report that beyond payroll, the features only scratch the surface. Performance management is basic. Recruiting is functional but not robust for high-volume hiring. Scheduling exists but lacks the complexity that shift-heavy industries need. Learning management, succession planning, shift bidding, and career development are either basic or absent entirely.

There are also some integration gaps worth noting. Users report that modules do not always talk to each other cleanly. Changing a start date does not always flow to compensation dates. Onboarding defaults to work contact information when it should use personal. Calendars require scrolling month by month rather than jumping to a date. These are not dealbreakers for a small team, but they add friction as you scale.

Phone support is only available on higher-tier plans. If you are on the base plan and prefer talking to a human over submitting tickets, that is worth knowing upfront. Customization flexibility is also limited. Organizations with complex pay rules or multi-provincial workforces may find they are working around the system rather than with it.

Rise is an excellent starting point for Canadian small businesses moving from spreadsheets to real software. The payroll is reliable, the price is fair, and the Canadian focus is genuine. But if you are a 200+ employee organization with complex scheduling, multi-location operations, or advanced talent management needs, you will likely outgrow it and end up adding supplementary tools, which puts you right back into the fragmented stack problem.

7. Payworks

Headquarters: Winnipeg, Manitoba (100% Canadian)Best for: Payroll-first organizations with basic to moderate HR needsPricing: $20.90/month base + $2 per employeeImplementation: 2 to 4 weeks

Payworks is a payroll company that expanded into workforce management, and that origin shows in the product. Their Canadian payroll engine is genuinely strong. Quebec payroll support is solid, which puts them ahead of several US-built platforms on this list. They process full CRA compliance, T4s, ROEs, and multi-provincial payroll with the confidence of a company that has been doing this since 2001. Support is consistently praised. They use a dedicated representative model where you get to know your contact by name, which is increasingly rare in this industry.

They have also built more around payroll than most people realize. HR, time management, absence management, applicant tracking, workforce analytics, employee self-service, and even managed payroll services where their team handles your payroll end-to-end are all available. Everything runs on a shared database, so data does flow between modules.

Where it gets honest is in the depth and polish of those non-payroll modules. Users consistently describe the HR and talent features as functional but surface-level. Performance management needs improvement. Reporting and workflows have limited customization. The interface, while workable, feels dated compared to newer platforms. Several reviewers describe the software as "not very user friendly" and "a bit complex" while praising the support team for walking them through it. That is a telling combination: when great support is compensating for a difficult interface, the product has room to grow.

Integration with external systems is also a common friction point. Organizations that need Payworks to talk to other tools in their stack report challenges getting data to flow smoothly.

Payworks is a very strong choice for Canadian businesses that need reliable, compliant payroll with good support and want basic HR, time tracking, and absence management in the same system. It is less suited for organizations that need modern talent management, advanced scheduling, or a polished user experience across every module.

8. Humi (now Employment Hero)

Headquarters: Originally Toronto (acquired by Employment Hero, Australia, January 2025)Best for: Very small Canadian businesses under 50 employeesPricing: CustomImplementation: 2 to 4 weeks

Humi was one of the most promising Canadian HR startups. Clean interface, solid feature set, built specifically for Canadian SMBs. It was the closest thing Canada had to a homegrown BambooHR.

Then Employment Hero, an Australian company, acquired them in January 2025 for a reported $100 million+ CAD. What happened next is instructive for anyone evaluating HR software.

Within weeks, Employment Hero moved to restructure Humi's operations. The 4.5-day work week was eliminated. Company-wide holiday closures were replaced with mandatory PTO usage. Employees reported culture shock, and Glassdoor reviews from staff paint a picture of a company that went through a hard reset. Multiple reviews reference engineering being moved offshore and leadership priorities shifting away from the Canadian market.

By September 2025, Employment Hero had effectively rebuilt the platform, integrating their global Employment Operating System with Humi's Canadian compliance layer. The product gained new features including a learning management system, mobile app, scheduling, and recruiting tools. In Quebec, it still operates as "Humi by Employment Hero" due to compliance requirements.

Here is the important context for buyers: Employment Hero's CEO publicly stated that the Canadian business is not yet profitable and needs more customers and revenue to reach break-even. That means the Canadian operation is a cost center being funded by the global parent while they figure out the market. For a platform managing your payroll and employee data, the financial stability and long-term commitment of the vendor matters.

The platform itself has more features than old Humi did. But it is no longer Canadian-owned. It is no longer the company that Canadian SMBs originally chose. And the roadmap is driven by a global parent whose priorities span Australia, the UK, New Zealand, Singapore, and Malaysia alongside Canada.

If you are already on Humi and the product works for you, there is no urgent reason to leave. But if you are evaluating fresh and Canadian ownership, data sovereignty, and long-term stability matter to you, this is worth weighing carefully.

Why Payroll Connectivity Matters More Than Any Individual Feature

Here is what every other comparison article misses entirely: how well the payroll engine connects to everything else.

You can have the best scheduling tool on the market. The best performance review module. The best applicant tracking system. But if those modules do not talk to payroll natively, through a shared database, in real-time, you are building gaps into your operation. And those gaps cost you time, accuracy, and trust.

We explored the technical side of this problem in depth in our article on 7 signs your payroll system is failing. But here is the practical version.

Scheduling to payroll. A manager builds a schedule. An employee clocks in. The system calculates regular hours, overtime, and shift premiums based on their position's rules. Those hours flow directly into the payroll queue. No export. No import. No reconciliation.

That is integration.

Exporting a CSV from your scheduling tool, importing it into your payroll system, verifying it matches, and fixing the three discrepancies that always seem to show up? That is a workaround dressed up as a workflow.

Leave management to payroll. An employee requests vacation. Their manager approves it. The system deducts the correct days from their balance based on their province's accrual rules and generates the correct payroll entry based on the applicable calculation method for their jurisdiction. One process. No double-checking that the leave data in the HRIS matches the deduction in payroll. Because there is no gap between them.

Position changes to payroll. An employee gets promoted. Their new position carries specific pay rules, benefit entitlements, overtime calculations, and cost center allocations. In a position-based, date-effective system, changing the position triggers every downstream update automatically, tracked from the exact effective date. If the paperwork was delayed three weeks, the system retroactively recalculates because it knows the full timeline.

In a fragmented stack, a promotion means updating fields in the HRIS, then separately updating rules in payroll, then manually verifying the two systems agree. Every manual step is a potential error. Every error is a payroll mistake that lands in someone's bank account. And every wrong deposit chips away at employee trust faster than almost anything else your organization can do.

This is why we keep coming back to connected architecture. It is not about having more features. It is about having the right foundation so that every feature connects to payroll accurately, without human translation at the seams.

What 250 Employees Actually Costs (Year 1)

Pricing in this industry is notoriously opaque. Here is our best estimate of total first-year cost for a Canadian organization with 250 employees wanting the full suite: HR, payroll, workforce management, and talent development.

Estimates based on published pricing where available, market research, and buyer community data as of early 2026. Actual costs vary by negotiation, contract terms, and configuration.

But here is the number nobody includes: staff time spent reconciling data between disconnected systems. Organizations running separate HR and payroll platforms commonly spend 130 to 260 hours per year verifying that data flowing between systems is accurate. At $45/hour fully loaded, that is $6,000 to $12,000 annually for what amounts to quality control on a broken process. We broke down the full math in the real ROI of all-in-one HR software.

Canadian Compliance: The Checklist Nobody Gives You

Not all "Canadian payroll" is equally deep. Before you sign anything, verify these specifically.

CRA source deductions across all provinces and territories. Every platform handles federal tax. Not all handle every jurisdiction correctly. Especially the territories and Quebec.

CPP/CPP2 and EI automation. Contributions should calculate automatically with annual rate updates. CPP2 is newer and some platforms have not fully implemented it. Ask directly.

T4 and T4A generation. Should be automated, not a manual year-end scramble. Ask whether the system generates them directly or requires exporting to a third-party tool.

ROE automation. This is the single biggest gap between Canadian-built and US-built platforms. Records of Employment are uniquely Canadian, and automating them requires deep understanding of insurable hours and earnings block calculations.

Quebec payroll. If you have even one employee in Quebec, verify QPIP, Revenu Quebec, and CNESST handling explicitly. This is where US-built platforms consistently fall short.

French language support. For organizations with Quebec employees, this is not optional. It is a legal requirement under Quebec's language laws.

Canadian data hosting. Confirm it is the default, not a special request. Some vendors default to US hosting and only move you to Canadian servers if you ask.

Our Honest Recommendation

After 25 years of building HR software and watching hundreds of organizations make this decision, here is what we have learned.

The organizations that end up happiest are never the ones who picked the platform with the longest feature list. They are the ones who picked the right architecture for how they actually work.

Under 50 employees with simple payroll? Rise People or Payworks. Keep it clean.

Between 50 and 1,000 employees and you want HR, scheduling, timekeeping, payroll, and talent management to actually talk to each other? Look hard at Workzoom. That connected architecture is what we built, and it is what clients tell us they value most. Not any single feature. The fact that everything works together without gaps.

Over 1,000 employees with serious enterprise complexity? Dayforce or ADP have the scale. Budget accordingly.

Tech company that wants HR and IT under one roof? Rippling is genuinely unique.

Whatever you choose, ask the hard questions about Canadian compliance, data sovereignty, support quality, and total cost of ownership. The answers will tell you more than any feature demo ever will.

If you want to see how we would handle your specific situation, book a 15-minute discovery call. We will walk through your business objectives, show how the platform handles your policies and procedures, and answer your questions in plain language. No pressure. No 90-day follow-up sequence.

About Workzoom

Workzoom is Canadian-owned HR, payroll, workforce, and talent software built in Toronto by Nortek Solutions Inc. over 25 years. We serve organizations with 50 to 5,000 employees across Canada, the United States, The Bahamas, Jamaica, Trinidad and Tobago, and the United Kingdom. Four modular suites at $4 per employee per month each. Implementation included. No long-term contracts. Canadian data hosting on AWS. Local support from Toronto.

Related reading from the Workzoom blog:

• 7 Signs Your Payroll System is Failing
• HR Software Implementation: Why Most Fail and How to Get It Right
• The Real ROI of All-in-One HR Software in 2026
• 7 HR Software Buying Mistakes That Cost Organizations Millions
• Why Choosing a Canadian All-in-One HR Platform Matters More Than Ever
• Your No-Stress Guide to T4 and RL-1 Filing in Canada
• What "No Cost Implementation" Really Means with Workzoom