Fixed fees agreed before work starts – 18,000+ clients served
At Legal Quotient Consultants, we manage all your global payroll & employee mobility requirements, from compliance to strategic planning. Our expert team ensures compliance, maximizes deductions, and optimizes your financial strategies so you can focus on growing your business. Competitively priced Global Payroll & Employee Mobility for Cross-Border & Global Clients with a fixed fee agreed in writing before any work starts. Call the 24-hour helpline on +1 (416) 619-0068, or request a written quote today.
Fixed-Fee · Trusted · Accurate · Quick · Easy · Economical
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Stay compliant and optimize your financial processes with our specialized global payroll & employee mobility services.
| Service | Includes | Fee | |
|---|---|---|---|
| Individual Cross-Border Tax | T1 + treaty coordination · Foreign income · Credits | FROM- $349 | Explore More |
| U.S. Tax Returns | 1040 / 1040-NR · State returns · FBAR | FROM- $449 | Explore More |
| Corporate International Tax | T2 + foreign affiliate · T1134 · Repatriation | FROM- $999 | Explore More |
| Transfer Pricing Documentation | Local file · Benchmarking · s.247 compliance | FROM- $2,500 | Explore More |
| Cross-Border Estate & Trust | Terminal returns · U.S. estate tax · Clearance | FROM- $799 | Explore More |
An employee who works in another country creates obligations for the employer in that country as soon as the employment income becomes taxable there: registration as a payer, withholding and remittance of income tax, and in many countries social-security contributions. The treaty's short-stay exemption protects some assignments, but only where the employer has no presence there and the days and payment conditions are met, and it does not switch off the payroll obligation in countries that require withholding regardless.
The tools are shadow payroll, where the home payroll continues and a parallel host-country payroll reports and remits without paying the employee twice; certificates of coverage under social-security agreements so contributions continue in one country only; waivers of withholding where the treaty exempts the income; and tax-equalisation policies that decide who bears the difference between home and host tax. Each is set up before the assignment starts, because none of them works retroactively.
Our employee will spend three months at a client site abroad. Do we register there? Possibly. The treaty short-stay exemption may cover the income, but many countries require withholding unless a waiver is obtained in advance, and social-security coverage has to be arranged under the relevant agreement before departure.
What is a shadow payroll? A payroll run in the host country that calculates and remits host tax and reports the income there, while the employee continues to be paid through the home payroll; it keeps both countries' records correct without a second salary.
Global Payroll & Employee Mobility: Legal Quotient Consultants provides global payroll & employee mobility for corporations operating, invoicing or owning subsidiaries across borders — planned and filed by cross-border specialists, with fixed fees agreed up front and every position explained before anything is submitted.
Send your documents securely through our portal or by email.
We prepare your global payroll & employee mobility return and every supporting schedule.
You review each figure and approve before anything is filed.
We file with the CRA and send you the confirmation of receipt.
| Factor | Legal Quotient Consultants | Typical Firm |
|---|---|---|
| Pricing model | Fixed, flat fee | Hourly / unpredictable |
| Experience | 15+ years, 18,000+ clients | Varies |
| Helpline | 24 hours a day, +1 (416) 619-0068 | Office hours only |
| Where we work | Our offices in India, the USA, Canada and the UAE | One office only |
| CRA audit support | Included | Billed extra |
Cross-border employees create employer obligations in both countries — withholding, social security totalization, equity compensation sourcing — managed per assignment.
Foreign subsidiaries pull Canadian owners into the foreign affiliate system — FAPI can tax passive income as it accrues, surplus accounts decide how dividends come home, and the T1134 information return is due 10 months after year-end. Engagements are quoted as a fixed fee for a defined scope, and reviews of prior-year filings are included where earlier positions affect the current one.
Covers: The waiver application prepared and filed before the payment or the assignment, with the treaty basis or the income-and-expense computation that supports it.
What moves it up: Lead time. Applied for early the waiver removes the withholding; applied for late it does nothing for the payment that has already been made.
See this fee pageCovers: Registrations, source deductions and reporting in the country of work, plus the social security certificate and the day-count discipline that supports the position.
What moves it up: The number of jurisdictions and whether any is sub-national. A single federal registration is quick; several states or provinces each bring their own filings.
See this fee pageCovers: The whole year mapped by entity and jurisdiction, with an owner for every filing, lead times for documents that come from elsewhere, and the filings themselves.
What moves it up: Entity count and jurisdiction count, not turnover. Each entity brings its own year end, its own return and its own information reporting.
See this fee pageProviding tailored global payroll & employee mobility services to ensure compliance and maximize deductions.
Our cross-border tax accountants protect your business with complete federal and provincial tax compliance.
A dedicated team that handles your financials quickly and accurately, at a fixed fee agreed in writing before any work starts.
Dedicated preparation processes built around the countries each client files in.
Documents, questions and signatures in one portal, whichever country you are filing from.
Customized packages designed to grow as your business operations expand.
Start with a free, no-obligation consultation to review your business’s financial, tax filing and compliance needs and outline our affordable solutions.
Receive a comprehensive checklist and securely provide the required financial records and documents.
Our tax accountant and accounting experts carefully prepare your filings, identify all applicable deductions and credits, and conduct thorough reviews.
We file your documents electronically with the Canada Revenue Agency (CRA) on time and provide post-filing support.
Quoted up front, in writing.
Contact UsCA (India), CA (Malaysia)
CA (India)
FCA (India)
CPA (Canada), CPA (USA), CA (India)
CPA (Canada), CA (India)
Global Payroll & Employee Mobility starts at a fixed fee quoted before any work begins. The quote is locked at the outset and does not change mid-engagement, and you review the deliverable with us before it is filed. Compare every plan on our transparent pricing page.
At minimum: prior-year returns and notices of assessment, your bank and credit-card statements for the fiscal period, payroll records if you have employees, and GST/HST filings. We send a checklist tailored to your situation after the first call to our 24-hour helpline.
Most engagements are completed within 3 to 5 business days once your documents are complete. Catch-up work covering multiple years takes longer, and we tell you the realistic timeline before you commit rather than after.
We respond on your behalf at no extra charge for any return we prepared. Every figure we file is supported by documentation retained in your file, which is what turns a CRA review from a crisis into correspondence. See how our CRA audit support works.
Yes. The late-filing penalty is 5% of the balance owing plus 1% of that balance for each full month the return is late, to a maximum of 12 months (CRA, 2025 tax year). Interest is what compounds, daily, on top. We prioritise catch-up work and, where eligible, file under the CRA's Voluntary Disclosures Program to reduce penalties.
Yes. We work with clients wherever they live, from our offices in India, the USA, Canada and the UAE, and your location does not change the price or the service. Browse our coverage by country and region to find yours.
We work across construction, healthcare, e-commerce, professional services, restaurants, real estate, transportation, technology and non-profits, each with its own deduction profile and the points tax authorities scrutinise. See all industries we serve.
Software applies the rules you told it about. It does not ask whether a treaty caps the withholding on that payment, whether the foreign credit was claimed in the right country, whether an information return was due on an account that earned nothing, or whether your related-party pricing is documented. Those are the questions that move the number on a cross-border file.
Our global payroll & employee mobility services include complete filing, compliance management, and strategic advice customized to Canadian tax laws.
You can start by calling our 24-hour helpline on +1 (416) 619-0068 or sending the form. We will review your files, provide a fixed quote, and start working immediately.
A taxable presence in another country under the treaty — typically a fixed place of business such as an office, branch, factory or workshop, or a dependent agent habitually concluding contracts on your behalf. Some treaties add a services test measured in days. Purely preparatory or auxiliary activity is excluded, but that carve-out is narrower than it sounds: one senior employee working from home in the other country, with authority, has been enough. See business profits and permanent establishment.
Usually the country you are physically in, because employment income is generally sourced where the work is done, with your residence country taxing it as well if you are resident there and giving credit. Three things follow: your employer may acquire withholding and social security obligations where you sit, a treaty tie-breaker may be needed if both countries call you resident, and a short trip that becomes a long stay can cross a residence threshold nobody was watching. See remote workers and digital nomads.
Still have questions? View our FAQ page or contact us.
A group sent a manager to Canada for a multi-year posting and kept the person on the home payroll so pension and benefits would continue. Canadian withholding had never started, because nobody owned the question. We set out what the host country needed to see, established the reporting payroll, valued the housing and allowance elements on Canadian rules, and brought the deductions current before the year-end slips were due. The engagement produced compliant reporting in both countries for the year, a year-end position the employee could file from, and a written process the group now applies to each new posting.
An employee transferred part way through a year and both entities ran the person through their payrolls for a period, each deducting as though it were the only employer. Net pay fell well short of what the assignment letter promised and the employee had escalated it. We reconciled the two payrolls month by month, established which country held the taxing right over each period, corrected the reporting at both ends, and prepared the returns that recovered the overpaid deductions. The work produced corrected year-end reporting, the refunds due in each country, and a transfer checklist that prevents the overlap on the next move.
A manufacturer was about to post an engineer to a site in another country and had budgeted only for host country payroll tax. Contributions would have fallen due in both systems from the start of the posting. We confirmed that the social security agreement between the two countries covered this kind of posting, prepared and filed the coverage application with the assignment documents, and briefed the host entity on what to hold on file. The engagement produced a certificate covering the assignment period, continuity of home country benefits for the employee, and a contribution cost the project budget had already accounted for.
An executive with awards granted before an international move asked why two revenue authorities each wanted tax on the same vesting. Neither employer record showed where the work had been done across the earning period. We built the working location history from travel records, calendars and the assignment letters, apportioned each tranche over the period across which it was earned, and prepared filings in both countries on the same allocation. The engagement produced a documented apportionment, matching rather than contradictory returns, and a record the executive now maintains for the tranches still to vest.
A company had been posting people abroad on informal terms and each assignment ended in an argument about who bore the host country tax. We worked through what the company actually intended to promise, drafted an equalisation approach in plain terms, set out how hypothetical deductions and final settlements would be calculated and when, and tested the draft against the two postings already running. The work produced a written policy, worked examples the human resources team can apply without advice, and a costing method that shows the employer's real cost of an assignment before it is offered.
A finance director discovered that a salesperson had been living in another country for most of a year and signing customer agreements from there. The employer had no registration and no withholding in that country, and the activity raised a corporate question as well as a payroll one. We established the facts from travel and contract records, assessed what the person's role there amounted to under the treaty, quantified the exposure and put the filings in order of priority. The engagement produced registrations, back filings for the payroll periods, a documented position on the corporate question, and an approval policy for future moves.
A single remote employee can create payroll registration, withholding and social security obligations in their country, and sometimes a corporate presence too. The review sets out each obligation and the order they have to be registered in.
Read how this one runsA payer must withhold from fees paid to a non-resident for services rendered in Canada, whether or not any tax is ultimately owed. A waiver applied for before the work is invoiced avoids the withholding; after it, the money comes back through a return.
Read how this one runsAll case studies — every published engagement in one place.
Strategy and compliance for income, assets and families spread across borders.
Cross-border tax for sellers shipping worldwide: marketplace withholding, foreign registrations and inventory nexus handled before they become audits.
Marketplaces withhold, remit and report in their own right, so the tax position of a single sale is decided by where the stock sat, where the buyer was and which platform collected — not by where the company is registered. We reconcile the platform's own filings against the returns before either is submitted.
Where our partners studied — CPA Canada (In-Depth Tax Program), AICPA, the Institute of Chartered Accountants of India and the Malaysian Institute of Accountants.
