Employees see their remaining balance and future leave booked separately before requesting time off. Managers approve with the team calendar in view. HR and payroll use the same leave dates, with rules configured for each policy and jurisdiction.
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Employees see the leave types they are entitled to and their balances in self-service. Remaining excludes Booked future leave, so both figures matter when planning a request.
Review the requestor, duration, reason, balance, team coverage and qualified substitutes before approving or declining the request.
Where scheduling is enabled, approved full-day leave creates a vacancy. Partial-day leave adjusts the schedule. A manager still assigns any replacement needed.
Set leave types, accruals, entitlements and carryover for the employee groups your organization uses. Policy settings drive the calculation; your team validates eligibility, employment requirements and changes rather than assuming the rules maintain themselves.
Self-service shows the leave types an employee is entitled to and the corresponding balances. Remaining reflects processed activity and excludes Booked future leave.
Employees submit a request and Workzoom routes it to the manager for approval.
The manager can review the requestor, duration, reason, balance, team coverage and qualified substitutes before deciding. That context supports a deliberate approval rather than checking a balance in isolation.
Approved leave connects to payroll-linked activity. Paid or unpaid treatment depends on the policy, employee setup and processing stage; approval is not an immediate salary deduction.
Review late or retroactive approvals with the payroll administrator, and check balances after processing is complete.
Where scheduling is enabled, approved full-day leave removes scheduled start and end times and creates a vacancy. Partial-day leave adjusts the schedule without removing the full scheduled task.
A manager reviews qualified workers and assigns the replacement.
Every requirement below is handled by the platform on every pay run, not configured per-customer.
Vacation time and vacation pay are separate entitlements. Their rules depend on the applicable provincial, territorial or federal jurisdiction. Workzoom tracks the vacation balance and configured accrual policy; Workzoom Payroll applies configured vacation-pay rules when processing the pay run. Validate the applicable earnings and policy before approving the calculation.
Source: Ontario ESA, vacation pay
Public holidays, employee eligibility and holiday-pay calculations vary by jurisdiction. Ontario recognizes nine public holidays under its Employment Standards Act. Workzoom records leave and the configured holiday calendar on the employee record; Workzoom Payroll handles pay calculations under the rules your team validates.
Source: Ontario ESA, public holidays
Outside Quebec, federal Employment Insurance can fund income replacement during maternity and parental leave. One parent can receive up to 15 weeks of maternity benefit followed by up to 35 weeks of standard or 61 weeks of extended parental benefit. Quebec residents use the Quebec Parental Insurance Plan instead. Workzoom records leave dates and type on the employee record; the employee applies through the applicable benefit program.
Four steps. One system. No spreadsheet reconciliation.
Self-service shows processed remaining balance and approved future leave as separate figures before the request goes in.
The requestor, duration, reason, balance and who else is already off appear on one screen before the manager approves or declines.
With Workzoom Payroll, approved leave is available on the same record. Validate paid or unpaid treatment and the configured calculation before closing the run.
Approved future leave appears as Booked. Remaining reflects processed activity once the related pay run is fully processed and closed.
Proof
A Workzoom customer running time off in Canada today.
Before Workzoom, we were buried in spreadsheets and paperwork. Now our HR tasks are so much simpler. We're spending less time on admin and more time supporting our staff and residents.
The story
The story
A Canadian employer with staff in more than one province may have different vacation, public holiday and leave obligations by jurisdiction and employee group. Vacation time and vacation pay are separate entitlements. Ontario recognizes nine public holidays under its Employment Standards Act; eligibility and pay calculations still depend on the employee's circumstances and the applicable rules.
Evaluate leave management software with your actual leave types, accrual rules and carry-over limits. Workzoom configures these by policy; HR confirms the applicable jurisdiction and eligibility. Future approved leave appears as Booked, separate from the processed Remaining balance, which settles after the related pay run closes. With Workzoom Payroll, the team validates pay calculations before approval.
The story
Outside Quebec, federal Employment Insurance can provide income replacement during maternity and parental leave, separate from job-protected leave under the applicable employment standards. One parent can receive up to 15 weeks of maternity benefit followed by up to 35 weeks of standard or 61 weeks of extended parental benefit, for 50 or 76 weeks combined. Quebec residents use QPIP instead. Workzoom does not process the benefit claim; the employee applies through the applicable program.
Workzoom keeps leave type, dates and return date on the employee record HR and payroll use. Outside Quebec, the employee applies for EI benefits through Service Canada; Quebec residents use QPIP. The team should confirm job-protected leave, benefits continuation, any top-up policy and return-to-work steps under the applicable jurisdiction and employment terms.
The story
Time-off requests are among the highest-volume HR transactions in most organizations. Silvera for Seniors, a Calgary senior-care organization with 400 employees across 36 buildings, ran leave management through paper forms before moving to Workzoom. Leave-balance questions had been its highest category of HR inquiries. After the switch, employees check their own balance and submit requests through self-service, and Workzoom's Canadian payroll engine handles CPP, EI and CRA T4 reporting on the same platform.
Silvera's result is a published customer outcome, not a guaranteed saving for every organization. Evaluate the leave types, accrual rules and approval chain that match your own policy before treating any customer's result as a benchmark.
Canada pricing
No initial setup fees, no long-term contract. Implementation, migration, and training included.
How Workzoom time off runs day to day in Canada, with the local statutory specifics teams ask about.
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Bring the part that's costing you time. We'll show you what running it properly looks like.
Workzoom works with organizations of 50 or more employees. See our minimums.
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