F

Employee or Self-employed?

Available electronically only

RC4110(E) Rev. 17
Is this guide for you?
Use this guide if you are:
■ a payer or employer
■ a worker
It will help you understand how to decide a worker’s employment status.

Our publications and personalized correspondence are available

in braille, large print, etext, or MP3 for those who have a visual
impairment. Find more information
at canada.ca/cra-multiple-formats or by calling 1-800-959-5525.

La version française de ce guide est intitulée Employé ou travailleur indépendant?

2 canada.ca/taxes
Table of contents
Page Page
Before you start .................................................................... 4 Online services ..................................................................... 10
Employee or self-employed worker? ................................ 4 My Account ............................................................................ 10
Employment insurance for self-employed individuals . 4 How to register .................................................................. 10
Requesting a ruling .............................................................. 4 Sign up for online mail ..................................................... 10
Time limit for requesting a ruling ................................. 4 Handling business taxes online .......................................... 10
Filing an appeal .................................................................... 4 Sign up for online mail ..................................................... 10
Authorizing the withdrawal of a pre-determined
Employment status.............................................................. 5
amount from your bank account ................................ 10
Deciding a worker’s employment status in a Electronic payments ............................................................. 10
province or territory other than Quebec ......... 5
For more information .......................................................... 11
Factors to consider ............................................................... 5
What if you need help? ........................................................ 11
Control ................................................................................ 5
Direct deposit......................................................................... 11
Tools and equipment ....................................................... 6
Forms and publications ....................................................... 11
Subcontracting work or hiring assistants ..................... 6
Electronic mailing lists ......................................................... 11
Financial risk ..................................................................... 7
Teletypewriter (TTY) users ................................................. 11
Responsibility for investment and management ........ 7
Court decisions ...................................................................... 11
Opportunity for profit ..................................................... 7
Legislative references ........................................................... 11
Deciding a worker’s employment status in the Legal material ........................................................................ 11
province of Quebec .............................................. 8 Interpretive articles ............................................................... 11
Factors to consider ............................................................... 8 Tax centres.............................................................................. 11
Carrying out the work ..................................................... 8 Tax information videos ........................................................ 11
Remuneration .................................................................... 8 Service complaints ................................................................ 12
Relationship of subordination ........................................ 8 Reprisal complaint ................................................................ 12
Special situations ................................................................ 9
Have you received a CPP/EI ruling? ............................... 9

canada.ca/taxes 3
 My Business Account, you can use the “Request a CPP/EI
Before you start ruling” service in My Business Account
at canada.ca/my-cra-business-account.
Employee or self-employed worker?
An authorized representative for the payer can request a
It is important to decide whether a worker is an employee ruling electronically in Represent a Client
or a self-employed individual. Employment status directly at canada.ca/taxes-representatives.
affects a person’s entitlement to employment insurance (EI)
benefits under the Employment Insurance Act. It can also A payer or a worker can request a ruling by sending a letter
have an impact on how a worker is treated under other or a filled out Form CPT1, Request for a Ruling as to the
legislation such as the Canada Pension Plan and the Income Status of a Worker Under the Canada Pension Plan and/or the
Tax Act. Employment Insurance Act, to their tax services office. You
can get this form at canada.ca/cra-forms or by
The facts of the working relationship as a whole decide the calling 1-800-959-5525. For a list of our tax services offices,
employment status. go to canada.ca/cra-offices.
In an employer-employee relationship, the payer is You can get more employer information by reading
considered an employer and the worker an employee. “Employer responsibilities – The payroll steps”
Employers are responsible for deducting Canada Pension at canada.ca/en/revenue-agency/services/tax/businesses/
Plan (CPP) contributions, EI premiums, and income tax topics/payroll/payroll-overview/employer-responsibilities
from remuneration or other amounts they pay to their -payroll-steps.html.
employees. Employers must remit these deductions along
with their share of CPP contributions and EI premiums to Note
the Canada Revenue Agency (CRA). This guide does not replace a formal request for a
ruling.
An employer who fails to deduct the required CPP
contributions or EI premiums has to pay both the
employer’s share and the employee’s share of any
Time limit for requesting a ruling
contributions and premiums owing, plus penalties and A worker or a payer can request a ruling before June 30 of
interest. For more information, go to canada.ca/payroll. the year following the year to which the question relates.
For example, if the employment took place in 2017, the
Note ruling request has to be made before June 30, 2018.
Non-arm’s length relationship – If an employee is not
dealing at arm’s length with the employer, it is possible
that his or her employment is not insurable under the Filing an appeal
Employment Insurance Act. For more information, read If a CPP/EI ruling has been issued and the worker or payer
the interpretive article on this subject does not agree with the decision, either party has the right
at canada.ca/cpp-ei-explained. to file an appeal within 90 days after being notified of the
CPP/EI ruling.
If the worker is a self-employed individual and in a
business relationship, he or she is considered to have a If a CPP/EI payroll deductions assessment has been issued,
business. For more information, go the payer has the right to file an appeal within 90 days after
to canada.ca/en/services/business/taxes.html. being notified of that payroll assessment.
However, if you receive a payroll assessment because your
Employment insurance for payment was not applied to your account correctly, before
self-employed individuals you file an appeal, we recommend that you call or write to
the tax services office or tax centre to discuss it. Many
Some self-employed individuals may be eligible for disputes are resolved this way and can save you the time
employment insurance special benefits by contributing to and trouble of appealing.
the plan.
To appeal a CPP/EI ruling decision or a payroll
For more information, visit Service Canada deductions assessment, you can:
at canada.ca/en/employment-social-development/
corporate/portfolio/service-canada.html. ■ access My Business Account
at canada.ca/my-cra-business-account, if you are a
Self-employed individuals in Quebec may be eligible for
business owner, and select “Register a formal dispute
benefits under the Quebec Parental Insurance Plan (QPIP).
(Appeal)” for your payroll program account
For more information, visit Revenu Québec
at rqap.gouv.qc.ca/Index_en.asp. ■ access My Account at canada.ca/my-cra-account, if you
are an individual, select “Register my formal dispute,”
Requesting a ruling and choose “CPP/EI ruling” in the subject area

If a worker or payer is not sure of the worker’s employment ■ access Represent a Client
status, either party can request a ruling to have the status at canada.ca/taxes-representatives. If you represent a
evaluated. A ruling indicates whether a worker is an business, select “Register a formal dispute (Appeal)” for
employee or is self-employed, and whether that worker’s a payroll program account. If you represent an
employment is pensionable or insurable. If you have a individual, select “Register my formal dispute,” and then
payroll program account and are registered on choose “CPP/EI ruling” in the subject area

4 canada.ca/taxes
■ use Form CPT100, Appeal of a Ruling Under the Canada Sometimes the intention is clear and both parties are in
Pension Plan and/or Employment Insurance Act, to appeal a agreement (common intent). Sometimes the intent can be
CPP/EI ruling found in a written agreement. Sometimes the two parties
have a different understanding as to the status of their
■ use Form CPT101, Appeal of an Assessment Under the
working relationship, in which case there is no common
Canada Pension Plan and/or Employment Insurance Act, to
intent.
appeal a payroll deductions assessment
Workers and payers can set up their affairs as they see fit;
■ write to the chief of appeals at your tax services office or
however, it is very important that the employment status
tax centre explaining why you do not agree with the
they have chosen is reflected in the actual terms and
ruling or payroll deductions assessment and provide all
conditions of the working relationship.
relevant facts. Include a copy of the CPP/EI ruling letter
or payroll deductions assessment. The addresses of our To decide the parties’ intentions, we get a copy of the
tax services offices are available at canada.ca/cra-offices. contract, or testimony by the parties and examine the
The addresses of our tax centres are listed at page 11 of parties’ actions. Both parties’ intentions form part of the
this guide context that we analyse.
For more information on how to appeal a CPP/EI ruling
decision or a payroll deductions assessment, see Step 2
Booklet P133, Your Appeal Rights – Canada Pension Plan and We ask the worker and the payer questions that will help
Employment Insurance Coverage. us understand the working relationship and allow us to
verify whether the intent of the parties is reflected in the
facts.
Employment status
These questions relate to the following elements:
Certain factors have to be considered when deciding if a
worker is an employee or a self-employed individual. ■ the level of control the payer has over the worker’s
activities
These factors differ if the contract is formed in the province
of Quebec or in another province or territory. Usually, the ■ whether the worker or payer provides the tools and
province or territory where the contract was formed will equipment
decide which set of factors to use. ■ whether the worker can subcontract the work or hire
Note assistants
In a written contract, the parties may state that in the ■ the degree of financial risk the worker takes
event of a disagreement about the contents of the
contract, it is to be interpreted under the Quebec law ■ the degree of responsibility for investment and
(civil code), even though the contract was formed, for management the worker holds
example, in Ontario (common law). Depending on where ■ the worker’s opportunity for profit
the contract is formed, unless it is stated differently in
the written contract, use the set of factors appropriate for ■ any other relevant factors, such as written contracts
your situation. We look at the answers separately for each element and
then together.
Deciding a worker’s employment We consider whether they reflect the stated intention and
status in a province or territory we decide if the actual working conditions are more
consistent with a contract of service or with a contract for
other than Quebec services.
When we examine whether a person is an employee or a
self-employed individual, the key question we ask is Factors to consider
whether the person is engaged to carry out services as a To help you understand the process, we explain each factor
person in business on his or her own account, or as an below and show some indicators that the worker may be an
employee. To do this, we examine the total relationship employee or a self-employed individual.
between the worker and the payer, using a two-step
approach. Control
Control is the ability, authority, or right of a payer to
Step 1 exercise control over a worker concerning the manner in
We ask the worker and the payer what their intent was which the work is done and what work will be done.
when they entered into the working arrangement. Did the
two parties intend to enter into a contract of service Degree of control or independence
(employer-employee relationship) or did they intend to Consider the degree of control held by the payer or the
enter into a contract for services (business relationship)? degree of independence held by the worker.
We need to know how they defined their working The actual degree of control will vary with the type of work
relationship and why they defined it as such. and the skills of the worker.

canada.ca/taxes 5
Deciding the degree of control can be difficult when and responsibility for, an asset in a rental or lease situation
examining the employment of professionals such as is also considered under this factor.
engineers, doctors, and IT consultants. Because of their
What is relevant is the significant investment in the tools
expertise and specialized training, they may need little or
and equipment along with the cost of replacement, repair,
no specific direction in their daily activities. When
and insurance. A worker who has made a significant
examining the factor of control, it is necessary to focus on
investment is likely to retain a right over the use of these
both the payer’s control over the worker’s daily activities
assets, diminishing the payer’s control over how the work
and the payer’s influence over the worker.
is carried out. In addition, such a significant investment
may place the worker at a risk of a financial loss.
Payer’s right to exercise control
It is the right of the payer to exercise control that is Note
relevant, not whether the payer actually exercises this right. Tools and equipment can vary widely in terms of value
and can include everything from wrenches and
It is the control of a payer over a worker that is relevant and hammers, to specialized clothing, appliances,
not the control of a payer over the end result of a product stethoscopes, musical instruments, computers, and
or service purchased. vehicles such as trucks and tractors.
Indicators showing that the worker is an employee Self-employed individuals often supply the tools and
■ The relationship is one of subordination. The payer will equipment required for a contract. As a result, the
often direct, scrutinize, and effectively control many ownership of tools and equipment by a worker is more
elements of how and when the work is carried out. commonly associated with a business relationship.

■ The payer controls the worker with respect to both the However, employees sometimes also have to provide their
results of the work and the method used to do the work. own tools. The courts have acknowledged that because a
worker is required to provide tools of the trade, this does
■ The payer chooses and controls the method and amount not in itself mean that the worker is a self-employed
of pay. Salary negotiations may still take place in an individual. For example, many skilled tradespeople such as
employer-employee relationship. auto mechanics have to supply their own tools, even if they
■ The payer decides what jobs the worker will do. are full-time employees.

■ The payer chooses to listen to the worker’s suggestions Indicators showing that the worker is an employee
but has the final word. ■ The payer supplies most of the tools and equipment the
■ The worker requires permission to work for other payers worker needs. In addition, the payer is responsible for
while working for this payer. repair, maintenance, and insurance costs.

■ Where the schedule is irregular, priority on the worker’s ■ The payer retains the right of use over the tools and
time is an indication of control over the worker. equipment provided to the worker.

■ The worker receives training or direction from the payer ■ The worker supplies the tools and equipment and the
on how to do the work. The overall work environment payer reimburses the worker for their use.
between the worker and the payer is one of
subordination. Indicators showing that the worker is a self-employed
individual
Indicators showing that the worker is a self-employed ■ The worker provides the tools and equipment needed for
individual the work. In addition, the worker is responsible for the
■ A self-employed individual usually works costs of repairs, insurance, and maintenance to the tools
independently. and equipment.

■ The worker does not have anyone overseeing his or her ■ The worker has made a significant investment in the
activities. tools and equipment and the worker retains the right
over the use of these assets.
■ The worker is usually free to work when and for whom
he or she chooses and may provide his or her services to ■ The worker supplies his or her own workspace, is
different payers at the same time. responsible for the costs to maintain it, and does
substantial work from that site.
■ The worker can accept or refuse work from the payer.
■ The working relationship between the payer and the Subcontracting work or hiring assistants
worker does not present a degree of continuity, loyalty, Consider if the worker can subcontract work or hire
security, subordination, or integration, all of which are assistants. This factor can help decide a worker’s business
generally associated with an employer-employee presence because subcontracting work or hiring assistants
relationship. can affect their chance of profit and risk of loss.

Tools and equipment Indicators showing that the worker is an employee

Consider if the worker owns and provides tools and ■ The worker cannot hire helpers or assistants.
equipment to accomplish the work. Contractual control of,

6 canada.ca/taxes
■ The worker does not have the ability to hire and send Is the worker required to make any investment in order to
replacements. The worker has to do the work personally. provide the services?
A significant investment is evidence that a business
Indicators showing that the worker is a self-employed
relationship may exist. You should also consider if the
individual
worker is free to make business decisions that affect his or
■ The worker does not have to carry out the services
her profit or loss.
personally. He or she can hire another party to either do
the work or help do the work, and pays the costs for
Indicators showing that the worker is an employee
doing so.
■ The worker has no capital investment in the payer’s
■ The payer has no say in whom the worker hires. business.
■ The worker does not have a business presence.
Financial risk
Consider the degree of financial risk taken by the worker. Indicators showing that the worker is a self-employed
Consider if there are any fixed ongoing costs incurred by individual
the worker or any expenses that are not reimbursed. ■ The worker has capital investment.

Usually, employees will not have any financial risk as their ■ The worker manages his or her staff.
expenses will be reimbursed, and they will not have fixed
ongoing costs. ■ The worker hires and pays individuals to help do the
work.
Self-employed individuals, on the other hand, can have
financial risk and incur losses because they usually pay ■ The worker has established a business presence.
fixed monthly costs even if work is not currently being
done. Opportunity for profit
Employees and self-employed individuals may be Consider whether the worker can realize a profit or incur a
reimbursed for business or travel expenses. Consider only loss, as this indicates that a worker controls the business
the expenses that are not reimbursed by the payer. aspects of services rendered and that a business
relationship likely exists. To have a chance of a profit and a
Indicators showing that the worker is an employee risk of a loss, a worker has to have potential proceeds and
expenses, and one could exceed the other.
■ The worker is not usually responsible for any operating
expenses. This factor has to be considered from the worker’s
perspective, not the payer’s. It is for the most part an
■ Generally, the working relationship between the worker
assessment of the degree to which the worker can control
and the payer is continuous.
his or her proceeds and expenses.
■ The worker is not financially liable if he or she does not
Employees normally do not have the chance of a profit and
fulfil the obligations of the contract.
risk of a loss even though their remuneration can vary
■ The payer chooses and controls the method and amount depending on the terms of their employment contracts. For
of pay. example, employees working on a commission or piece-rate
basis, or employees with a productivity bonus clause in
Indicators showing that the worker is a self-employed their contract can increase their earnings based on their
individual productivity. This increase in income is not normally
■ The worker hires helpers to assist in the work. The viewed as a profit, as it is not the excess of proceeds over
worker pays the hired helpers. expenses.

■ The worker does a substantial amount of work from his Employees may have expenses directly related to their
or her own workspace and incurs expenses relating to employment, such as automobile expenses, and board and
the operation of that workspace. lodging costs. Normally, expenses would not place
employees at risk of incurring a loss because it is unlikely
■ The worker is hired for a specific job rather than an that the expenses would be greater than their remuneration.
ongoing relationship.
Self-employed individuals normally have the chance of
■ The worker is financially liable if he or she does not fulfil profit or risk of loss, because they have the ability to pursue
the obligations of the contract. and accept contracts as they see fit. They can negotiate the
■ The worker does not receive any protection or benefits price (or unilaterally set their prices) for their services and
from the payer. have the right to offer those services to more than one
payer. Self-employed individuals will normally incur
■ The worker advertises and actively markets his or her expenses to carry out the terms and conditions of their
services. contracts, and to manage those expenses to maximize net
earnings. Self-employed individuals can increase their
Responsibility for investment and proceeds and/or decrease their expenses in an effort to
management increase profit.
Consider the degree of responsibility for investment and Employees generally do not share in profits or suffer losses
management held by the worker. incurred by the payer’s business.

canada.ca/taxes 7
The method of payment may help to decide if the worker Step 2
has the opportunity to make a profit or incur a loss. In an We look to see if the employment meets the definition of a
employer-employee relationship, the worker is normally contract of employment or of a business contract (contract
guaranteed a return for the work done and is usually paid for services) defined in the Civil Code of Québec by
on an hourly, daily, weekly, or similar basis. considering the following factors:
Similarly, some self-employed individuals are paid on an ■ carrying out the work
hourly basis. However, when a worker is paid a flat rate for
the work done, it generally indicates a business ■ remuneration
relationship, especially if the worker incurs expenses in
■ relationship of subordination
doing the work.
It is important to gather the facts and analyze them in light
Indicators showing that the worker is an employee
of the specific context of the employment and the intent of
■ The worker is not normally in a position to realize a
the parties.
business profit or loss.
■ The worker is entitled to benefit plans that are normally Step 3
offered only to employees. These include registered We compare each party’s intentions with their actual
pension plans, and group accident, health, and dental working relationship. We decide whether the conditions of
insurance plans. the working relationship represent the status that the
parties have chosen and that they are consistent with the
Indicators showing that the worker is a self-employed definitions of the Civil Code of Québec.
individual
■ The worker can hire a substitute and the worker pays the
substitute. Factors to consider
Examine the relationship between the worker and the payer
■ The worker is compensated by a flat fee and incurs
by considering the factors outlined in Step 2.
expenses in carrying out the services.
To help you understand the process, we explain each factor
and provide some indicators to show whether a
Deciding a worker’s employment relationship of subordination exists.
status in the province of Quebec
Carrying out the work
When we examine whether a person is an employee or
Whether there is an employer-employee relationship or a
self-employed individual in the province of Quebec, we
business relationship, the worker has to do the work. It can
examine the relationship between the worker and the
be part-time or full-time for a specified or indeterminate
payer, using a three-step approach.
period.
Step 1
Remuneration
We ask the worker and the payer what their intent was
Remuneration means how a worker is paid. It includes all
when they entered into the working arrangement. Did the
consideration and benefits that have a monetary value.
two parties intend to enter into a contract of service
Whether there is an employer-employee relationship or a
(employer-employee relationship) or did they intend to
business relationship, the worker will receive remuneration
enter into a contract for services (business relationship)?
in exchange for work. The remuneration can be calculated
We need to know how they defined their working by time, by the piece, or in another manner.
relationship and why they defined it as such.
Sometimes the intention is clear and both parties are in Relationship of subordination
agreement (common intent). Sometimes the intent can be This factor helps distinguish the employer-employee
found in a written agreement. Sometimes the two parties relationship from a business relationship.
have a different understanding of the status of their
The relationship of subordination is the capacity, the
employment relationship, in which case there is no
authority, or the right of a payer to exercise a control over
common intent.
the worker’s activities and the manner in which the work is
Workers and payers can set up their affairs as they see fit; done.
however, it is very important that the employment status
they have chosen is reflected in the actual terms and Degree of control or independence
conditions of the working relationship. Consider the degree of control held by the payer or the
To decide the parties’ intentions, we get a copy of the degree of independence held by the worker.
contract, or testimony by the parties and examine the The actual degree of control will vary with the type of work
parties’ actions. Both parties’ intentions form part of the and the skills of the worker.
context that we analyse.
Deciding the degree of control can be difficult when
examining the employment of professionals such as
engineers, doctors, and IT consultants. Because of their

8 canada.ca/taxes
expertise and specialized training, they may require little or ■ The worker can accept or refuse work from the payer.
no specific direction in their daily activities. When
■ The working relationship between the payer and the
examining the factor of control, it is necessary to focus on
worker does not present a degree of continuity, loyalty,
both the payer’s control over the worker’s daily activities
security, subordination, or integration, all of which are
and the payer’s influence over the worker.
generally associated with an employer-employee
relationship.
Payer’s right to exercise control
It is the right of the payer to exercise control that is Note
relevant, not whether the payer actually exercises this right. Since in certain working relationships it can be difficult
to decide whether there is a relationship of
It is the control of a payer over a worker that is relevant and subordination, we can also take into consideration
not the control of a payer over the end result of a product indicators used in common law, referred to above in
or service that he or she has purchased. Step 2 of the section “Deciding a worker’s employment
status in a province or territory other than Quebec.”
Indicators showing that the worker is an employee
■ The payer directs and controls many elements of how the
work is done (such as what, who, where, when, and Special situations
how).
Special rules concerning CPP, EI and income tax apply to
■ The payer controls the worker’s absences, such as sick the following occupations:
leave or vacation leave.
■ barbers and hairdressers
■ The payer controls the worker with respect to the results
of the work and the method used to do the work. ■ taxi drivers and drivers of other passenger-carrying
vehicles
■ The payer creates the work schedule and establishes the
worker’s rules of conduct. ■ emergency services volunteers

■ The payer can impose disciplinary actions on a worker. ■ temporary help services

■ The worker has to do the work personally. ■ caregiver, baby-sitter, or domestic worker

■ The worker has to remit activity reports to the payer. ■ employees outside of Canada

■ The worker’s activities are reserved to a single payer ■ fishers

(exclusivity of services). ■ Indians
■ The worker receives training or direction from the payer ■ placement and employment agency workers
on how to do the work.
■ seasonal agricultural workers
■ The worker accepts being part of the payer’s business to
have the latter benefit from his work. ■ special or extra duty pay for police officers

■ The parties have inserted a non-competition clause in For more information on special situations, see
their written contract. Guide T4001, Employers’ Guide – Payroll Deductions and
Remittances, or go to canada.ca/payroll.
Indicators showing that the worker is a self-employed
individual Have you received a CPP/EI ruling?
■ The worker is usually free to work when and for whom
If you received a CPP/EI ruling, and if a worker’s status
he or she chooses and may provide his or her services to has changed from employee to self-employed or from
different payers at the same time. self-employed to employee, we have information that could
■ The worker does not have to carry out the services be of interest to you. To find out more, go
personally. He or she can hire another party to either do to canada.ca/cpp-ei-rulings and click on “Have you
the work or help do the work. received a CPP/EI ruling?”
■ The worker can generally choose the time and the
manner in which the work will be done.
■ The worker does not need to be at the payer’s premises.

canada.ca/taxes 9
Online services
My Account ■ view account balance and transactions

The CRA’s My Account service is fast, easy, and secure. ■ provide a nil remittance

Use My Account to: ■ transfer a misallocated credit

■ view your benefit and credit payment amounts and dates ■ download reports

■ view your notice of assessment ■ much more

■ change your address, direct deposit information, and To log in to or register for the CRA’s online services, go to:
marital status ■ My Business Account
■ sign up for account alerts at canada.ca/my-cra-business-account, if you are a
business owner
■ check your TFSA contribution room and RRSP deduction
limit ■ Represent a Client at canada.ca/taxes-representatives, if
you are an authorized representative or employee
■ check the status of your tax return
For more information, go
■ request your proof of income statement (option ‘C’ print) to canada.ca/taxes-business-online.
■ link between your CRA My Account and My Service
Canada Account Sign up for online mail
Sign up for the CRA’s online mail service to get most of
How to register your CRA mail, like your PD7A – statement of account for
For information, go to canada.ca/my-cra-account. current source deductions.
For more information, go to canada.ca/en/revenue-agency/
Sign up for online mail services/e-services/e-services-businesses/online-mail-redu
Sign up for the CRA’s online mail service to get most of ce-your-cost-doing-business-saving-time-online.html.
your CRA mail, like your notice of assessment online.
Authorizing the withdrawal of a
For more information, go to canada.ca/taxes-online-mail.
pre-determined amount from your bank
account
Handling business taxes online
Pre-authorized debit (PAD) is a flexible online payment
Use the CRA’s online services for businesses throughout option managed by you. Through this option, you agree to
the year to: authorize the CRA to withdraw a pre-determined amount
■ make payments to the CRA by setting up pre-authorized from your bank account to pay tax on a specific date or
debit agreements in My Business Account or by using the dates.
My Payment service You can set up a PAD agreement using the CRA’s secure
■ initiate a payment search My Business Account service
at canada.ca/my-cra-business-account. You can view
■ file or amend information returns without a web access historical records, modify, cancel, or skip a payment. For
code more information, go to canada.ca/payments and select
■ submit documents to the CRA “Pre-authorized debit.”

■ authorize a representative for online access to your

business accounts
Electronic payments
Make your payment using:
■ register for online mail to get mail from the CRA directly
in My Business Account ■ your financial institution’s online or telephone banking
services
■ change addresses
■ the CRA’s My Payment service
■ manage direct deposit information at canada.ca/my-cra-payment
■ pre-authorized debit
at canada.ca/my-cra-business-account
For more information on all payment options, go
to canada.ca/payments.

10 canada.ca/taxes
For more information
What if you need help? Legislative references
If you need more information after reading this guide, go ■ Paragraph 5(1)(a) of the Employment Insurance Act
to canada.ca/payroll or call 1-800-959-5525.
■ Paragraph 6(1)(a) of the Canada Pension Plan

Direct deposit ■ Articles 2085 to 2129 of the Civil Code of Québec

Direct deposit is a fast, convenient, reliable, and secure way

to get your CRA payments directly into your account at a Legal material
financial institution in Canada. To enrol for direct deposit ARCHAMBAULT, Pierre: Contract of Employment: Why
or to update your banking information, go Wiebe Door Services Ltd. Does Not Apply in Quebec and What
to canada.ca/cra-direct-deposit. Should Replace It, and The Harmonization of Federal Legislation
with Quebec Civil Law and Canadian Bijuralism: Second
Forms and publications Collection of Studies in Tax Law, Montreal, APFF, 2005.
To get our forms and publications, go
to canada.ca/cra-forms or call 1-800-959-5525. Interpretive articles
The Canada Revenue Agency provides information on a
Electronic mailing lists number of topics related to the Canada Pension Plan and the
Employment Insurance Act in a series of articles called
We can notify you by email when new information on a CPP/EI Explained. Topics include information technology
subject of interest to you is available on our website. To consultants; the meaning of not dealing at arm’s length for
subscribe to our electronic mailing lists, go employment insurance purposes; and whether tips or
to canada.ca/cra-email-lists. gratuities are pensionable and insurable. You can find the
series at canada.ca/cpp-ei-explained.
Teletypewriter (TTY) users
If you have a hearing or speech impairment and use a TTY Tax centres
call 1-800-665-0354. Jonquière Tax Centre
If you use an operator-assisted relay service, call our 2251 René-Lévesque Boulevard
regular telephone numbers instead of the TTY number. Jonquière QC G7S 5J2
Prince Edward Island Tax Centre
Court decisions 275 Pope Road
Summerside PE C1N 6A2
■ Wiebe Door Services Ltd. v Canada (M.N.R.) [1986]
3 F.C. 553 (A-531-85) Sudbury Tax Centre
Post Office Box 20000, Station A
■ Standing v Canada (M.N.R.) [1992] F.C.J. no. 890 Sudbury ON P3A 5C1
(A-857-90)
Winnipeg Tax Centre
■ Sagaz Industries Canada Inc. v 671122 Ontario Ltd. 66 Stapon Road
2001 SCC 59 (27820) Winnipeg MB R3C 3M2
■ Wolf v Canada 2002 FCA 96 (A-563-00) For a list of our tax services offices, go
to canada.ca/cra-offices.
■ 9041-6868 Québec Inc. v Canada (M.N.R) 2005 FCA 334
(A-559-04)
Tax information videos
■ Royal Winnipeg Ballet v Canada (M.N.R.) 2006 FCA 87
(A-443-04) We have a tax information video series for new small
businesses that provides an introduction to topics such as
■ Combined Insurance Company of America v Canada (M.N.R.) registering a business, GST/HST, and payroll. To watch
2007 FCA 60 (A-469-05) our videos, go to canada.ca/cra-video-gallery.
■ Grimard v Canada 2009 FCA 47 (A-39-08)
■ TBT Personnel Services Inc. v Canada 2011 FCA 256
(A-388-10)
■ 1392644 Ontario Inc. (Connor Homes) v Canada (National
Revenue) 2013 FCA 85 (A-117-12, A-118-12, A-122-12,
A-125-12, A-126-12, A-127-12)

canada.ca/taxes 11
Service complaints If you are still not satisfied, you can file a service complaint
by filling out Form RC193, Service-Related Complaint. For
You can expect to be treated fairly under clear and more information, go to canada.ca/cra-service-complaints.
established rules, and get a high level of service each time
you deal with the CRA. See the Taxpayer Bill of Rights. If the CRA has not resolved your service-related complaint,
you can submit a complaint with the Office of the
If you are not satisfied with the service you received, try to Taxpayers’ Ombudsman.
resolve the matter with the CRA employee you have been
dealing with or call the telephone number provided in the Reprisal complaint
CRA’s correspondence. If you do not have contact
If you believe that you have experienced reprisal, fill out
information, go to canada.ca/cra-contact.
Form RC459, Reprisal Complaint.
If you still disagree with the way your concerns were
For more information about reprisal complaints, go
addressed, you can ask to discuss the matter with the
to canada.ca/cra-reprisal-complaints.
employee’s supervisor.

12 canada.ca/taxes