FINANCIAL SUPPORTS FOR BUSINESSES
The Emergency Community Support Fund
Last updated: June 03, 2020
Funding via Intermediary Organizations
To improve the ability of community organizations to serve vulnerable populations during the COVID-19 crisis. To achieve this, intermediary organizations will:
1) Focus on the most pressing social inclusion and wellbeing needs of vulnerable populations.
2) Ensure funds reach all provinces and territories and all vulnerable populations.
3) Move money to community organizations as quickly as possible.
4) Put decisions in local hands where possible and allow flexibility to respond to local needs.
5) Avoid funding project costs already funded by another source.
Qualified donees (including charities) and non-profit organizations, including faith- based organizations, serving vulnerable populations during the COVID-19 crisis.
Distribution of Resources
Three national intermediaries – the Canadian Red Cross, Community Foundations of Canada and the United Way Centraide Canada – will disburse funds to community organizations.
Each intermediary will allocate funding across provinces and territories according to population (2016 Census) and make any adjustments necessary to account for regional, local or population needs or for the number of applications from community organizations. Funding will become available in mid-May and decisions will be made either at a point in time or on a rolling basis.
An intermediary will fund a community organization to deliver a project only if the project:
Addresses a pressing social inclusion or well-being need caused by COVID-19, by supplying the necessaries of life, supporting activities of daily living, such as through education materials for children in low-income homes, mental health supports for people in crisis and accessibility services to persons with disabilities;
Serves one or more vulnerable populations during COVID-19;
Can be carried out in a short timeframe with a reasonable budget; and
Can attest to not having secured funds to cover the costs of the activities for which they have applied from another intermediary, another federal COVID-19 response program or a different source.
Each intermediary (and each local entity) may customize assessment somewhat to fit its context.
Ensuring Reach and Equitable Distribution
To ensure that funds reach all regions and vulnerable populations, ESDC will require each intermediary to:
Allocate funds to every province and territory according to population and adjust if necessary by need and by the number of applications from community organizations;
Make funding available to all vulnerable populations; and
Reach out to community organizations beyond its regular partners.
ESDC will work with other federal departments to promote the funding opportunity to community organizations in the networks of those other departments.
Applying for Funding
Community-based organizations from across the country will be able to apply for funding to support a variety of activities that address a pressing social inclusion or well-being need caused by COVID-19.
As of May 19, 2020, eligible community organizations, will be able to apply for funds through the national partners or their local entities. Interested community organizations are encouraged to visit intermediary partner websites regularly to learn more about how to apply.
The Canadian Red Cross
Community Foundations of Canada
United Way Centraide Canada
The Departmental website for the Emergency Community Support Fund (ENG/FRE) will include information on how to contact each intermediary.
The Emergency Community Support Fund will also fund two complementary projects:
the Canadian Red Cross to train up to 70,000 existing volunteers and staff of community organizations on how to prevent the spread of disease and provide them with a 60-day supply of gloves and masks; and
the United Way to offer pan-Canadian access to helpline support by activating a 1-800 line will in regions where 211 services is not offered to meet rising demand during the crisis
RESOURCES FOR BUSINESSES
RESOURCES FOR INDIVIDUALS:
10% Wage Subsidy Program
Last updated: April 29, 2020
The 10% Temporary Wage Subsidy for Employers is a three-month measure that will allow eligible employers to reduce the amount of payroll deductions required to be remitted to the Canada Revenue Agency (CRA).
You do not need to apply for the subsidy.
The subsidy is equal to 10% of the income tax remuneration you pay from March 18, 2020 to June 19, 2020, up to $1,375 for each eligible employee to a maximum of $25,000 total per employer.
If you pay tax-exempt salary, wages, bonuses, or other remuneration to an eligible employee, you can still calculate the 10% Temporary Wage Subsidy for Employers on remuneration paid from March 18, 2020 to June 19, 2020. At the end of the year, the CRA will pay the amount to you.
To calculate your subsidy:
Please see the Excel template 10% Wage Subsidy Template for Source Deductions Remittance (see Sample below).
Once you run your payroll source deductions report from your payroll software, you can then enter the corresponding number into the spreadsheet. The formulas will calculate your wage subsidy and total amount that need to submitted to CRA for the month. If the numbers in the two yellow boxes match, you are balanced.
75% Wage Subsidy Program
Last updated: April 29, 2020
What It Means for Canadian Employers
The new Canada Emergency Wage Subsidy (CEWS) provides a 75% wage subsidy to eligible employers for up to 12 weeks, retroactive to March 15, 2020.
The CEWS prevents further job losses, encourages employers to re-hire workers previously laid off as a result of COVID-19, and help better position Canadian companies and other employers to more easily resume normal operations following the crisis.
Eligible employers include:
partnerships consisting of eligible employers, non-profit organizations and registered charities. Those that see a drop of at least 15% of their revenue in March 2020 and 30% for the following months (see Eligible Periods).
Public bodies are not eligible for this subsidy. Public bodies generally include municipalities and local governments, Crown corporations, wholly owned municipal corporations, public universities, colleges, schools and hospitals.
To ensure that the Canada Emergency Response Benefit (CERB) applies as intended, we are considering implementing an approach to limit duplication. This could include a process to allow individuals rehired by their employer during the same eligibility period to cancel their CERB claim and repay that amount.
An employer's revenue for this purpose is its revenue in Canada earned from arm's-length sources. Revenue is calculated using the employer's normal accounting method, and exclude revenues from extraordinary items and amounts on account of capital. Employers are allowed to calculate their revenues under the accrual method or the cash method, but not a combination of both. Employers select an accounting method when first applying for the CEWS and are required to use that method for the entire duration of the program.
For registered charities and non-profit organizations, the calculation includes most forms of revenue, excluding revenues from non-arm's length persons. These organizations are allowed to choose whether or not to include revenue from government sources as part of the calculation. Once chosen, the same approach applies throughout the program period.
Special rules for the computation of revenue are provided to take into account certain nonarm's length transactions, such as where an employer sells all of its output to a related company that in turn earns arm's length revenue. As well, affiliated groups are able to compute revenue on a consolidated basis.
Amount of Subsidy
The subsidy amount for a given employee on eligible remuneration paid for the period between March 15 and June 6, 2020 is the greater of:
75% of the amount of remuneration paid, up to a maximum benefit of $847 per week; and
the amount of remuneration paid, up to a maximum benefit of $847 per week or 75% of the employee's pre-crisis weekly remuneration, whichever is less.
In effect, employers may be eligible for a subsidy of up to 100% of the first 75% of pre-crisis wages or salaries of existing employees. These employers are expected where possible to maintain existing employees' pre-crisis employment earnings.
The pre-crisis remuneration for a given employee is based on the average weekly remuneration paid between January 1 and March 15 inclusively, excluding any seven-day periods in respect of which the employee did not receive remuneration.
Employers are also eligible for a subsidy of up to 75% of salaries and wages paid to new employees.
Eligible remuneration may include salary, wages, and other remuneration like taxable benefits. These are amounts for which employers are generally required to withhold or deduct amounts to remit to the Receiver General on account of the employee's income tax obligation. However, it does not include severance pay, or items such as stock option benefits or the personal use of a corporate vehicle.
A special rule applies to employees that do not deal at arm's length with the employer. The subsidy amount for such employees is limited to the eligible remuneration paid in any pay period between March 15 and June 6, 2020, up to a maximum benefit of the lesser of $847 per week and 75% of the employee's pre-crisis weekly remuneration. The subsidy is only available in respect of non-arm's length employees employed prior to March 15, 2020.
There is no overall limit on the subsidy amount that an eligible employer may claim. Employers are expected to make their best effort to top-up employees' salaries to bring them to pre-crisis levels.
Refund for Certain Payroll Contributions
CRA expanded the CEWS by introducing a new 100%refund for certain employer-paid contributions to Employment Insurance, the Canada Pension Plan, the Quebec Pension Plan, and the Quebec Parental Insurance Plan. This refund covers 100% of employer-paid contributions for eligible employees for each week throughout which those employees are on leave with pay and for which the employer is eligible to claim for the CEWS for those employees.
In general, an employee is considered to be on leave with pay throughout a week if that employee is remunerated by the employer for that week but does not perform any work for the employer in that week. This refund is not available for eligible employees that are on leave with pay for only a portion of a week.
This refund is not subject to the weekly maximum benefit per employee of $847 that an eligible employer may claim in respect of the CEWS. There is no overall limit on the refund amount that an eligible employer may claim.
For greater certainty, employers are required to continue to collect and remit employer and employee contributions to each program as usual. Eligible employers apply for a refund, as described above, at the same time that they apply for the CEWS.
Eligibility is determined by the change in an eligible employer's monthly revenues, year-over year, for the calendar month in which the period began.
All employers are allowed to calculate their change in revenue using an alternative benchmark to determine their eligibility. This provides more flexibility to employers for which the general approach may not be appropriate, including high-growth firms, sectors that faced difficulties in 2019, non-profits and charities, as well as employers established after February 2019.
Under this alternative approach, employers are allowed to compare their revenue using an average of their revenue earned in January and February 2020. Employers can select the general year-over-year approach or this alternative approach when first applying for the CEWS and are required to use the same approach for the entire duration of the program.
In order to provide certainty to employers, once an employer is found eligible for a specific period, the employer automatically qualifies for the next period.
ABC Inc. is a start-up that started its operations last September. It reported revenues of $100,000 in January and $140,000 in February, for a monthly average of $120,000. In March, its revenues dropped to $90,000. Because revenues in March are 25% lower than $120,000, ABC Inc. would be eligible for the CEWS for the first and second claiming period. To be eligible for the third claiming period, ABC Inc. revenues would have to be $84,000 or less for the month of April or May (that is, 30% lower than $120,000).
The amount of wage subsidy (provided under the COVID-19 Economic Response Plan) received by the employer in a given month is ignored for the purpose of measuring year-over year changes in monthly revenues.
For example, if revenues in March 2020 were down 20% compared to March 2019, the employer would be allowed to claim the CEWS (as calculated above) on remuneration paid between March 15 and April 11, 2020, as well as between April 12 to May 9.
Alternatively, this employer could use its average revenue from the months of January and February 2020, instead of March 2019, to determine if it is eligible for the CEWS.
Once an approach is chosen, the employer would have to apply it throughout the program period.
The table below outlines each claiming period, the required reduction in revenue and the reference period for eligibility.
An eligible employee is an individual who is employed in Canada.
Eligibility for the CEWS of an employee's remuneration is available to employees other than those who have been without remuneration for 14 or more consecutive days in the eligibility period, i.e., from March 15 to April 11, from April 12 to May 9, or from May 10 to June 6.
This rule replaces the previously announced restriction that an employer would not be eligible to claim the CEWS for remuneration paid to an employee in a week that falls within a 4-week period for which the employee is eligible for the Canadian Emergency Response Benefit.
How to Apply
Eligible employers will be able to apply for the CEWS through the Canada Revenue Agency's My Business Account portal. Employers will need to keep records demonstrating their reduction in arm's-length revenues and remuneration paid to employees. More details about the application process will be made available shortly.
In order to maintain the integrity of the program and to ensure that it helps Canadians keep their jobs, the employer is required to repay amounts paid under the CEWS if they do not meet the eligibility requirements. Penalties may apply in cases of fraudulent claims. The penalties may include fines or even imprisonment. In addition, anti-abuse rules will be put in place to ensure that the subsidy is not inappropriately obtained and to help ensure that employees are paid the amounts they are owed.
Employers that engage in artificial transactions to reduce revenue for the purpose of claiming the CEWS will be subject to a penalty equal to 25% of the value of the subsidy claimed, in addition to the requirement to repay in full the subsidy that was improperly claimed.
Interaction with 10% Wage Subsidy
On March 25, 2020, the COVID-19 Emergency Response Act, which included the implementation of a temporary 10% subsidy, received Royal Assent. For employers that are eligible for both the CEWS and the 10% wage subsidy for a period, any benefit from the 10% wage subsidy for remuneration paid in a specific period generally reduces the amount available to be claimed under the CEWS in that same period.
Interaction with the Work-Sharing Program
On March 18, 2020, the Prime Minister announced an extension of the maximum duration of the Work-Sharing program from 38 weeks to 76 weeks for employers affected by COVID-19. This measure provides income support to employees eligible for Employment Insurance who agree to reduce their normal working hours because of developments beyond the control of their employers.
For employers and employees that are participating in a Work-Sharing program, EI benefits received by employees through the Work-Sharing program reduce the benefit that their employer is entitled to receive under the CEWS.
The usual treatment of tax credits and other benefits provided by the government applies. As a consequence, the wage subsidy received by an employer is considered government assistance and is included in the employer's taxable income.
Assistance received under either wage subsidy\ reduces the amount of remuneration expenses eligible for other federal tax credits calculated on the same remuneration.
How employers benefit from the CEWS
Maude and Stéphane own a corporation that operates an automobile repair shop in Saint Boniface, Manitoba. They are working full time, each drawing a salary of $1,300 per week, and have three part-time employees, each earning $800 per week, for a total weekly payroll of $5,000. Maude and Stéphane have reduced their opening hours due to decreased demand for their services. They had initially laid off their employees, but they have now decided to re-hire them following the announcement of the Canada Emergency Wage Subsidy. Their employees are not being asked to report to work during this challenging period.
Maude and Stéphane are now keeping their employees on the payroll, paying them 75% of their pre-crisis salary ($600 per week). Maude and Stéphane would be eligible for a weekly wage subsidy of $3,494 ($847 for each of themselves and $600 for each of their employees). Maude and Stéphane would also be eligible for a 100-per-cent refund of their employer-paid contributions to Employment Insurance and the Canada Pension Plan in respect of their employees, providing an additional benefit of up to $124 per week.
At the end of each claiming period, Maude and Stéphane would submit an application through the Canada Revenue Agency portal, attesting that their decline in revenues in each month is sufficient to qualify, when compared to the average of January and February. They would also report the total remuneration paid to themselves and their furloughed employees during the month. As Maude and Stéphane have access to direct deposits with the Canada Revenue Agency, they would receive their subsidy shortly after each application.
BC Hydro Relief Fund for Small Businesses
Last updated: April 29, 2020
If you own a small business that needed to close due to COVID-19 measures, you may be eligible to have your business' electricity use charges waived for up to three months.
To be eligible for the COVID-19 Relief Fund for small businesses:
You need to be a business account holder and have had your account prior to March 31, 2020
Your account must be on the Small General Service (SGS) rate, which includes rate schedules: 1300, 1301, 1310, 1311, 1234 and 1205
The following SGS rate accounts are ineligible: government agencies, public and private schools (including post-secondary), large retail and national companies, stratas, and unmetered services
You have temporarily closed your business and ceased operations due to a government order or because of a reduction in business on or after March 15, 2020 due to COVID-19
You must upload information to demonstrate that your business is closed, such as a copy of a notice to your customers that you're temporarily closed
If you have more than one eligible business account on the SGS rate, you can apply to get the charges waived for up to five accounts.
Not eligible for this program?
Accounts on the Large General Service (LGS), Medium General Service (MGS) and other business rates aren't eligible for the COVID-19 Relief Fund. If you aren't eligible, business customers may be eligible for our COVID-19 Customer Assistance Program, which allows you to defer payments or arrange a flexible payment plan.
If you are a larger business with a Key Account Manager, please reach out to them to learn about options if you're having difficulty keeping up with your business' bills.
How to apply
Once our application is live, eligible business customers can apply online to have their business' electricity use charges waived for up to three months.
Applications can be submitted until June 30, 2020.
Application form will open the week of April 13
Our application is not open yet, but we expect it to be open the week of April 13.
As long as you apply before June 30, 2020, eligible customers can have their electricity charges waived for up to three months. Electricity charges incurred from the later of April 1, 2020 or the close of your business through to June 30, 2020 are eligible to be waived.
Business Credit Availability Program (BCAP)
Last updated: April 29th, 2020
The Government of Canada has established a Business Credit Availability Program (BCAP) to provide $40 billion of additional support through the Business Development Bank of Canada (BDC) and Export Development Canada (EDC). BDC and EDC are working with private sector lenders to coordinate on credit solutions for individual businesses, including in sectors such as oil and gas, air transportation, exports and tourism. This program includes:
• Loan Guarantee for Small and Medium-Sized Enterprises EDC is working with financial institutions to issue new operating credit and cash flow term loans of up to $6.25 million to SMEs.
• Co-Lending Program for Small and Medium-Sized Enterprises BDC is working with financial institutions to co-lend term loans to SMEs for their operational cash flow requirements. Eligible businesses may obtain incremental credit amounts of up to $6.25 million through the program.
These programs will roll out in mid-April, and interested businesses should work with their current financial institutions.
Business Development Bank of Canada: , 1-877-232-2269 Export Development Canada: , 1-800-229-0575
Canada Emergency Business Account (CEBA)
Last updated: April 29, 2020
The new CEBA will provide interest-free loans of up to $40,000 to eligible small businesses and not-for-profits, to help cover their operating costs during a period where their revenues have been temporarily reduced.
To Qualify Businesses will need to demonstrate they paid between $50,000 to $1 million in total payroll in 2019. Repaying the loan on or before December 31, 2022 will result in loan forgiveness of 25% (up to $10,000). If the loan is not repaid by December 31, 2022, the remaining balance will be converted to a three-year term loan at 5 per cent interest. This program is now available at various financial institutions and credit unions.
Canada Emergency Commercial Rent Assistance (CECRA)
Last updated: April 29, 2020
The Government of Canada will implement the Canada Emergency Commercial Rent Assistance (CECRA) for small businesses. This program will lower rent by 75 per cent for small businesses that have been affected by COVID-19.
The program will provide forgivable loans to qualifying commercial property owners to cover 50% of three monthly rent payments that are payable by eligible small business tenants who are experiencing financial hardship during April, May, and June.
The loans will be forgiven if the mortgaged property owner agrees to reduce the small business tenants’ rent by at least 75% under a rent forgiveness agreement, which will include a term not to evict the tenant while the agreement is in place. The small business tenant would cover the remainder, up to 25% of the rent.
Impacted small business tenants are businesses paying less than $50,000 per month in rent and who have temporarily ceased operations or have experienced at least a 70% drop in pre-COVID revenues. This support will also be available to non-profit and charitable organizations.
It is expected that CECRA will be operational by mid-May, and further details will be announced soon.
Canada Summer Jobs Program
Last updated: April 29th, 2020
Temporary changes to the Canada Summer Jobs program will help employers hire summer staff and provide young Canadians access to the jobs they need during COVID-19. Changes include:
an increase to the wage subsidy, so that private and public sector employers can also receive up to 100% of the provincial minimum hourly wage for each employee
an extension to the end date for employment to February 28, 2021
allowing employers to adapt their projects and job activities to support essential services
allowing employers to hire staff on a part-time basis
Extended Employment Insurance Work Sharing Program
Last updated: April 29th, 2020
Work-Sharing temporary special measures to support employers and workers affected by COVID-19
Effective March 15, 2020 to March 14, 2021, and not limited to one specific sector or industry, the Government of Canada is introducing temporary special measures:
Extension of the maximum possible duration of an agreement from 38 weeks to 76 weeks
Mandatory cooling off period has been waived for employers who have already used the Work-Sharing program so that eligible employers may immediately enter into a new agreement
Reduce the previous requirements for a Recovery Plan to a single line of text in the application form
Reduce the requirement and expand eligibility to employers affected by accepting business who have been in business for only 1 year rather than 2, and eliminate the burden of having to provide sales/production figures at the same time, and
Expand eligibility for staff who are essential to recovery, Government Business Enterprises (GBEs) and non-for-profit organization employers.
Employers To be eligible for a WS agreement, your business must:
be a year-round business in Canada in operation for at least 1 year
be a private business or a publicly held company, and
have at least 2 employees in the WS unit
Eligibility was also extended to:
Government Business Enterprises (GBEs), also referred to as public corporations, and
not-for-profit employers experiencing a shortage of work due to a reduction of business activity and/or a reduction in revenue levels due to COVID-19
Your business is not eligible for WS if it is experiencing a reduction in business activity due to:
a labour dispute
a seasonal shortage of work
And if you are a:
shareholder who is responsible for the direction of the company and who holds 40% or more of the voting shares
employer who operates solely for the purpose of carrying out the administration of a government program/activity that is purely government in nature. For example:
To be eligible for WS, your employees must:
be year-round, permanent, full-time or part-time employees needed to carry out the day-to-day functions of the business (your "core staff")
be eligible to receive EI benefits, and
agree to reduce their normal working hours by the same percentage and to share the available work
Eligibility was also extended to:
employees considered essential to the recovery and viability of the business can now be eligible to participate in Work-Sharing. For example:
technical employees engaged in product development
outside sales agents
Employees are not eligible if they are:
seasonal employees and students hired for the summer or a co-op term
employees hired on a casual or on-call basis, or through a temporary help agency
employees responsible for the direction of the company and who hold more than 40% of the voting shares in the business
Not-for-Profit Employer Eligibility
Not-for-profit employers experiencing a shortage of work due to a reduction of business activity and/or a reduction in revenue levels due to COVID-19 will be eligible to access the program.
Expanding Eligibility to Staff Essential to Recovery
In the context of COVID-19, employees now considered essential to the recovery and viability of the business can now considered be eligible to participate for Work-Sharing. Examples of employee now eligible includes:
inside outside sales responsible for recovery
technical employees engaged in product development
executive marketing and sales agents responsible for recovery
senior management responsible for recovery
shareholders who have a role in recovery/investors
Party applying for Work-Sharing agreement
Employers and workers must agree to participate in Work-Sharing and submit a joint application to ESDC. For any extension of the agreement or addition/deletion of Work-Sharing participants, the employer or the union/employee representative and ESDC all must agree. At any time during the agreement the employer, the union or employee representative or ESDC have the right to terminate the Work-Sharing agreement.
Employee benefits under a Work-Sharing agreement
The employer must maintain all existing employee benefits for example:
However, employees should be made aware that benefits (including any subsequent payout of benefits) may be reduced if calculated based on earnings or hours of work.
Wages calculation under a Work-Sharing agreement
The amount of benefits paid for a week of Work-Sharing is calculated by comparing the hours of work missed because of the Work-Sharing agreement against the hours the claimant would have normally worked. Benefits are paid as a percentage of hours missed. For example:
weekly benefit rate = $500.00
the normal work week was 40 hours prior to the Work-Sharing agreement, and
in the week under consideration, the claimant works 30 hours, and misses 10 hours of work due to the Work-Sharing agreement.
In this case, the claimant has worked 30 out of a possible 40 hours. Therefore, 10 out of 40 hours were lost due to the Work-Sharing agreement, or 25%. This claimant will be entitled to 25% of their benefit rate, or $125.00, for the 10 hours missed because of the Work-Sharing agreement.
How to apply
Note: Timeline for employers submitting Work-Sharing documentation
Employers are now requested to submit their applications 10 calendar days prior to the requested start date. The streamlined measures undertaken by Service Canada will aim to reduce the processing time to 10 calendar days.
Prior to COVID-19, employers were requested to send their Work-Sharing application (and supporting documentation) 30 calendar days prior to their requested start date.
To apply for the Work-Sharing program, employers must submit:
• Applications for a Work-Sharing Agreement form (EMP5100)
• Attachment A: Work-Sharing Unit form (EMP5101)
o Note: If the employer does not have enough room on one EMP5101 they can start another EMP5101 and use as many as they need
Please send your application to one of the following email addresses, based on the area your business is located or where the maximum of participants are located:
Western Canada and Territories
For more information on the Work-Sharing program, employers across Canada may call tollfree.
Hours of operation: 7:00 am to 8:00 pm, Eastern Time, Monday to Friday.
Service Canada has also created an enquiry unit for clients affected by COVID-19 that are seeking information related to the Work-Sharing Program. Enquiries can be sent to EDSC.DGOP.TP.REP-RES.WS.POB.ESDC@servicecanada.gc.ca for specific Work-Sharing information or to request general information about the Program.
Goods and Services Tax Relief Program
Last updated: April 29th, 2020
General Sales Tax (GST) and Harmonized Sales Tax (HST) remittances and customs duty payments are deferred to June 30, 2020.
Income Tax: The Federal government is allowing all businesses to defer, until after August 31, 2020, the payment of any income tax amounts that become owing on or after March 18, 2020, and before September 2020. This relief would apply to tax balances due, as well as instalments, under Part I of the Income Tax Act.
No interest or penalties will accumulate on these amounts during this period. For self-employed individuals or those who have spouses or common-law partners that are self-employed, the deadline to pay any balance due for your individual federal income tax and benefit return has been extended from April 30, 2020, to September 1, 2020.
Provincial Sales Tax Program
Last updated: April 29th, 2020
Effective immediately, B.C. is extending filing and payment deadlines for the PST tax (including municipal and regional district tax*) until September 30, 2020.
Delayed PST Budget 2020 Tax Changes
The following tax changes announced in Budget 2020 will be postponed until further notice: • Eliminating the PST exemption for carbonated beverages that contain sugar, natural sweeteners or artificial sweeteners • Expanded registration requirements for Canadian sellers of goods, along with Canadian and foreign sellers of software and telecommunication services.
For further Details on Budget 2020 changes:
Worksafe BC Program
Last updated: April 29, 2020
WorkSafeBC is postponing the payment deadline for Q1 2020, in light of the uncertainty and challenges many employers are facing during the COVID-19 (coronavirus) outbreak.
Employers who report and pay on a quarterly basis
If your business reports payroll and makes payments on a quarterly basis, it may be to your advantage to report your Q1 2020 payroll in order to ensure your account balance is accurate and your clearance status is not negatively impacted.
However, you will not be charged a penalty if you do not pay your premium by your usual first quarter deadline of April 20. You can defer payment without penalty until June 30, 2020, although you can still pay your full premiums before then if you are able by using our online services. Learn more.
Personal Optional Protection (POP) coverage holders
In order to assist you, we’re allowing Personal Optional Protection (POP) coverage holders to defer payment of premiums that are due on April 20. This means you can defer payment until June 30, 2020, without risking cancellation of your coverage and without negatively impacting your clearance. You can still pay your full premiums before then if you are able.
Employers who report and pay on an annual basis
Employers who report payroll on an annual basis do not need to report their 2020 payroll or pay their 2020 premiums until March 2021.
Employer Service Centre
Phone: 604.244.6181 (Lower Mainland)
Toll-free: 1.888.922.2768 (Canada)
Hours of operation: Monday to Friday, 8:30 a.m. to 4:30 p.m.
TOOLKIT QUICK LINKS
FINANCIAL SUPPORTS TOOLKIT FOR BUSINESSES
Welcome! Here you will find a list of resources information available for businesses affected by COVID-19. You will find links to programs, contacts, application forms, and further details on various supports, relief, and funding.
As new information emerges, we’ll endeavor to keep our website updated so that you remain as informed as possible. Alternatively, you can opt to SUBSCRIBE to have bulletins automatically delivered to your inbox.
While NmTC has made every attempt to ensure that the information contained in this site has been obtained from reliable sources, we are not responsible for errors or omissions and can not guarantee accuracy, timeliness, or the results obtained from the use of this information. The Covid-19 situation is changing daily.
DISCLAIMER: The information provided on this site is for informational purposes only and should not be construed as advice or as a substitute for the advice of an appropriately qualified and licensed professional. Although we are attempting to provide up-to-date information from recognized sources, Naut’sa mawt Tribal Council (NmTC) makes no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability or suitability of the information, products, services, or related graphics provided on this page or found by following a link on this page to an external website. Any action you take based on information on this page is strictly at your own risk, and NmTC will not be liable for any losses and damages arising from the use of this page.