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Tax filing for 2025 is now open and millions of Canadians may be overlooking money they are entitled to claim.
 
 

A new survey from HR software company Employment Hero, conducted among more than 1,500 adults, suggests a significant awareness gap when it comes to home office deductions. According to the findings, 26 per cent of Canadians worked from home at least 50 per cent of the time for four consecutive weeks or more in 2025, meeting Canada Revenue Agency eligibility thresholds to claim home office expenses on their tax return.
 
 

Yet many are not taking advantage.
 
 

The awareness gap
 
 

Among Canadians who worked from home in 2025, 31 per cent say they are not aware they are eligible to claim home office expenses.
 
 
 

That disconnect is striking, particularly given that remote and hybrid work are no longer temporary arrangements born of crisis. Even as some employers push for a return to the office, hybrid schedules remain common across industries. However, awareness of tax eligibility has not kept pace with how Canadians work.
 
 

“In today’s high-inflation, high-cost environment, it’s sad to see that they’re not aware of this very simple and legitimate way for Canadians to make cost savings,” says KJ Lee, chief executive officer of Employment Hero Canada.
 
 

Part of the confusion, he says, stems from lingering assumptions that home office deductions were a pandemic-era perk that expired once workplaces reopened.
 
 

As hybrid work becomes normalized, some employees may be self-disqualifying without checking the criteria. Others assume that because their employer has not mentioned it, they must not qualify.
 
 

“Just because your employer hasn’t flagged this to you does not mean that you are not eligible,” Mr. Lee says.
 
 

Practical tips
 
 

For those who have not yet filed, there are still steps that can be taken.
 
 

First, confirm whether your 2025 work arrangement meets CRA eligibility requirements. If you worked from home at least half the time for four consecutive weeks or more, you may qualify.
 
 

Next, request a signed T2200 form, the Declaration of Conditions of Employment, from your employer. The employer must confirm that you were required to work from home and incur certain expenses to perform your duties.
 
 

You will also need to complete a T777, the Statement of Employment Expenses, which details the specific amounts being claimed.
 
 

Some workers may hesitate because they believe the savings are minimal. Mr. Lee says that perception often underestimates the cumulative effect.
 
 

“The home office expense, electricity, heating utilities, even a portion of rent; all these things add up, and I think there’s enough value for you to be looking into it,” he advises. In a high-cost environment, even a few hundred dollars can meaningfully offset grocery bills or other household expenses.
 
 

Why employers should care
 
 

The survey also reveals that employer support is uneven. Sixty per cent of respondents who work from home say they received no guidance from their workplace about claiming work-from-home expenses. Only 23 per cent received a signed T2200 form.
 
 

Mr. Lee says he understands why some companies, particularly small and medium-sized businesses, may avoid engaging. Tax season brings administrative strain and employers may worry about compliance risk or offering advice outside their expertise.
 
 

He argues that even simple communication can make a difference. Providing information about eligibility, without offering tax advice, can signal that a company is attentive to employees’ financial well-being. In a competitive labour market, small gestures that demonstrate care can help build trust.
 
 

He also notes that digital payroll and HR tools can automate much of the paperwork associated with issuing T2200 forms, reducing the perceived administrative burden.
 
 

“I think employees want to feel supported and they want to feel informed,” Mr. Lee says.
 
 

 
 
 
 
 
 

52 per cent
 
 

That’s how many working professionals believe their childhood gaming experience helped them develop skills that benefit their career, according to online education company K12.

 
 
 
 

 
 
 
 
 
 

One worker has a coworker on their team who frequently calls in sick, increasing the workload for the whole team that is already spread thin. They’re wondering how to approach management about providing more support when the team is short staffed.
 
 

Experts say to focus on the workload and not the absent individual. Come ready with concrete examples of how the increased workload is affecting staff or business outcomes, and ask what contingency plan exists for extended absences.