If the spouse will hold TD, do not budget on employment income continuing automatically after the move. TD permits study but does not authorize employment. Review any proposed remote activity or unpaid role specifically, and consider an independent work-authorizing route where relevant before relying on a second income.
Count the household's income, not the offer
The decision is usually framed around the offered salary, when the relevant figure is what the household will actually have. A spouse's earnings ending, school or childcare costs beginning, and reimbursements arriving weeks later can all land in the same month. Setting that month out explicitly, before accepting, is more useful than adjusting to it afterwards.
The assumption that does not hold is geographic: that work performed from a laptop in the United States for a Canadian employer, paid into a Canadian account, is not employment for status purposes. Where the payer sits does not settle it, and TD does not authorize employment. The same misreading appears with unpaid board or advisory roles, which are worth reviewing on their facts rather than assuming they fall outside the question.
Hypothetical example: a spouse who manages scheduling software implementations remotely assumes the arrangement continues untouched, and only asks about it after the move. Ask first, and if the answer is unfavourable, price the household on one income or pursue an independent work-authorizing route.