What provinces and territories does ComplianceHQ cover?
All 13 — every province and territory in Canada, including federal jurisdiction. Ontario, BC, Alberta, Quebec, and all others are fully supported with province-specific employment standards, OHS regulations, and human rights codes.
How current is the regulatory information?
Our crawler checks official government sources every night. When a minimum wage changes, a new leave entitlement passes, or a regulation is amended — you get notified within 24 hours with a plain-English summary and payroll impact note.
Are the generated policies legally compliant?
Policies are generated by searching current legislation and include specific statute references for your province or territory. We recommend having legal counsel review before final adoption — ComplianceHQ is a compliance tool, not a law firm.
We operate in multiple provinces — which plan is right for us?
The Professional plan covers up to 3 provinces or territories and includes the Province & Territory Compare tool. Enterprise covers all 13. You can also add provinces as add-ons ($20/mo each) to any plan.
Is ComplianceHQ right for hospitality and construction businesses?
Yes — these are the industries we were built for. Hospitality faces daily wage changes, tip rules, split-shift premiums, and high turnover. Construction companies operate across multiple provinces facing layered OHS, WSIB, and subcontractor obligations. Both industries have among the highest ESA violation rates in Canada.
Does ComplianceHQ cover unionized workplaces?
Yes. ComplianceHQ covers both union and non-union employers. The platform tracks the employment standards legislation that sets the minimum floor — collective agreements can exceed but never fall below these minimums. Policies are flagged when they interact with typical collective agreement provisions.
What happens after my 7-day trial?
You will be charged for your chosen plan at the end of the trial. Cancel anytime before then with no charge. No long-term contracts — cancel monthly subscriptions at any time.
Can HR consultants use ComplianceHQ for multiple clients?
Yes. The Enterprise plan is well-suited for HR consultants managing compliance across multiple client organizations. Consultants typically generate policies, handbooks, and reports for each client. Contact us to discuss volume arrangements.
Is my company data secure?
Yes. ComplianceHQ is hosted on Canadian infrastructure (Supabase Canada Central, Montreal). Your data is encrypted at rest and in transit and is never shared with third parties.
Can I change my plan later?
Yes. You can upgrade or downgrade at any time from your account settings. Upgrades take effect immediately, downgrades at the start of your next billing cycle.
What is the difference between Starter, Professional, and Enterprise?
Starter covers 1 province with 5 policies per month. Professional covers up to 3 provinces and includes Handbook Generator, Document Vault, Incident & Training Manager, Compare, and reports. Enterprise covers all 13 provinces and territories and territories with unlimited users, audit trail, Manager Playbooks, and priority support.
Do you offer a free trial?
Yes — all plans include a 7-day free trial. No credit card required to start. You will not be charged until day 8, and you can cancel before then with no questions asked.
How is the compliance score calculated?
Your compliance score is based on the Risk Assessment — questions specific to your province or territory, weighted by legal severity.
Each question is classified as Critical (weight 3), High (weight 2), or Standard (weight 1) based on the consequences of non-compliance. The formula is: Score = (points earned ÷ maximum possible points) × 100.
Answering Yes earns full points. Partial earns half. No earns zero and flags a gap. N/A removes the question from the denominator entirely — so a sole proprietor is not penalised for Joint Health & Safety Committee questions that only apply at 20+ workers.
Score bands: 90–100 = Low Risk · 75–89 = Moderate · 60–74 = Elevated · Below 60 = High Risk.
A Critical Gap (missing termination clause review, unpaid overtime, WHMIS non-compliance) carries three times the weight of a Standard gap. Two employers with the same number of No answers can have very different scores depending on which items they missed.
Why are some risk assessment questions different from other employers in my province?
Questions are filtered by your company profile — province, employee count, industry, and whether you are federally regulated. Ontario employers with fewer than 25 employees are not shown questions about the Right to Disconnect policy or Electronic Monitoring Policy, because those obligations only apply at 25+ employees. BC employers see questions about 5 days paid sick leave; Ontario employers see questions about the 3 unpaid ESA sick days. Federally regulated employers see questions about the Canada Labour Code minimum wage and 10 days paid medical leave. This ensures the assessment reflects what the law actually requires of your specific organization.
How often should we redo the risk assessment?
At least annually, and after any significant change — a new province of operation, crossing an employee count threshold (such as reaching 20, 25, or 50 employees), or when a major regulatory update affects your industry. Ontario employers had three new leave entitlements come into force in 2025 alone. The assessment is designed to take 15–20 minutes and your answers auto-save as you go.
What is Canadian HR compliance software?
Canadian HR compliance software helps employers monitor and manage their obligations under Canadian employment law. This includes tracking changes to employment standards acts across provinces, generating workplace policies, managing compliance deadlines, and identifying gaps through risk assessments. ComplianceHQ covers all 13 Canadian provinces and territories and territories including federal jurisdiction.
How do small businesses stay compliant with Canadian employment law?
Small businesses in Canada need to monitor provincial employment standards, maintain required workplace policies (harassment, health and safety, privacy), post mandatory notices, and keep records. ComplianceHQ automates this monitoring — alerting you when laws change, generating required policies, and tracking your compliance deadlines so nothing slips through the cracks.
What employment law changes should Canadian employers know about in 2026?
Key 2026 changes include: federal minimum wage increase to $17.75/hour (April 2026), Ontario OHSA expanded to cover telework from home (October 2025), Ontario washroom cleaning record requirements (January 2026), BC Serious Illness or Injury Leave (November 2025), and Saskatchewan Interpersonal Violence Leave. ComplianceHQ monitors all provincial and federal sources daily and notifies you of changes relevant to your jurisdiction.
Do I need a workplace harassment policy in Canada?
Yes — workplace harassment and violence prevention policies are legally required in most Canadian jurisdictions. Ontario requires a written program under the OHSA and Ontario Regulation 381/15. Alberta requires a violence and harassment prevention program under the OHS Act. BC requires a written violence prevention program under the Workers Compensation Act. ComplianceHQ generates province-specific harassment policies that meet current legal requirements.
What is the difference between federal and provincial employment law in Canada?
Federal employment law (Canada Labour Code) applies to federally regulated industries — banks, airlines, telecommunications, interprovincial transportation, and federal Crown corporations. All other employers fall under provincial employment standards — Ontario ESA, BC Employment Standards Act, Alberta Employment Standards Code, etc. ComplianceHQ covers both federal and all 13 provincial/territorial jurisdictions.
Is the compliance score proof of legal compliance?
No — and it should not be represented as such. The score is a self-assessment tool based on your own answers. It is designed to identify gaps and prioritise action, not to certify compliance. Think of it as a pre-audit health check — valuable for knowing where to focus, but not a substitute for legal counsel review or a formal third-party audit. We always recommend having generated policies reviewed by employment counsel before adoption.