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Last updated on: September 29th, 2023

Labor Requirements

The Labour Law in Saskatchewan is regulated mainly by The Saskatchewan Employment Act, of 1978. The Act governs the terms and conditions of employment such as working hours, holidays and rest periods, wages, overtime, and employment relationships. The other acts that govern employment relationships are the Workers Compensation Act, of 1979, The Saskatchewan Human Rights Code, of 2018, etc.

Hours & Pay Regulations

Normal Working Hours

The standard working hours for an employee is 40 hours per week. An employer may schedule the working hours as either 8 hours daily for 5 days a week schedule or 10 hours daily for 4 days a week schedule. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-11.

 

Call In – An employer shall pay an employee:

      • At least the prescribed minimum wage for each hour or part of an hour in which the employee is required or permitted to work or to be at the employer’s disposal; and
      • At least the prescribed minimum sum when the employee reports for duty.

The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-16.

 

Schedule Notice: An employer must provide an employee with notification of a work schedule at least one week prior which shall include the following:

      • the time when work begins and ends;
      • if work is done in shifts, the time when each shift begins and ends; and
      • the time when a meal break begins and ends.

    An employer may provide notice of less than one week to an employee’s schedule if unexpected, unusual, or emergency circumstances arise.

     

    Modified Work Arrangements – Employers and employees may agree to average working hours using a Modified Work Arrangement (MWA). Employers must have the employee’s consent before scheduling the employee to work or to be at the employer’s disposal for more than 44 hours in a week. An MWA may include the following options for averaging periods:

            • 40 hours over one week
            • 80 hours over two weeks
            • 120 hours over three weeks
            • 160 hours over four weeks

    The Saskatchewan Employment Act, S.S. 2013, Ch. § -2-19.

     

    Recording Requirements – An employer shall maintain a record of employees employment records for 5 years and shall contain the following details: 

        • the full name, sex, date of birth, and residential address of the  employee;
        • the name or a brief description of the job or position of the employee;
        • the rate of wages of the employee expressed in terms of wages per  hour, day, week, month, or other period;
        • the total wages paid to the employee for each week or other pay  period;
        • the time when the employee’s work begins and ends each day and  the time when any meal breaks allowed to the employee each day begin  and end;
        • the total number of hours worked by the employee each day and  each week as well as the total number of hours each day and each week  that the employee is required to be at the disposal of the employer;
        • every deduction made from the wages of the employee for any  purpose whatever and the purpose for which each deduction was made;
        • the date of each payment of wages to the employee;
        • the date of commencement of the employee’s employment and, if applicable, the date the employment ends; 
        • the date on which the employee becomes entitled to each vacation; 
        • the dates on which each vacation period is taken by the employee; 
        • the amount paid to the employee with respect to each vacation to which the employee is entitled and the date of payment; 
        • the amount paid to the employee with respect to each public holiday and the date of payment; 
        • if applicable, the amount paid to the employee on the ending of the employment and the date of payment;
        • any other prescribed matters or matters that the minister may require.

      The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-38.

      Overtime

      Any work performed beyond the standard working hours is considered as overtime. If an employee works more than 8 hours or 10 hours per day (in case of 4 day work week) and 40 hours a week they shall be entitled to overtime pay.

       

      If an employee is working in accordance with a modified work arrangement or in accordance with an averaging authorization, the employer shall not require the employee to work or be at the employer’s disposal for more than:

          • 44 hours in a week; or
          • In a week that contains a public holiday, 44 hours are reduced by 8 hours  for each public holiday in that week; or
          • the hours in a week as set out in the modified work arrangement or averaging authorization.

      An employer cannot compel an employee to do overtime work or be at the employer’s disposal without the employee’s consent. This does not apply in the case of an emergency.

       

      Pay – An employee who performs overtime work is entitled to a premium pay of 1.5 times their hourly wage or at a prescribed rate for the prescribed category of employees. A day is any period of 24 consecutive hours. Overtime Pay does not include meal breaks or public holidays.

       

      The rules apply even if the employee’s work week is less than 40 hours in a week. Employers are not permitted to switch between a 5-day workweek of 8 working hours and a 4-day workweek of 10 working hours as a means to evade overtime requirements.

       

      Banking of Overtime Hours

      Employees are eligible to bank overtime hours in exchange for time off with regular pay at a later date. For every overtime hour worked, 1.5 hours must be banked. Days added to the overtime bank shall be used within 12 months after earned.

       

      If an employee leaves the employment before using their banked time, any remaining banked time must be paid out within 14 days of the employee’s last day of work. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-12, 2-17 – 2-20.

      Breaks

      An employer shall provide an employee with an unpaid meal break of at least 30 minutes duration within every 5 consecutive hours of work. If the employer does not grant the meal break and the employee works for 5 or more consecutive hours, the employer shall permit an employee to eat while working.    

       

      An employer is not required to grant a meal break in unusual/emergency circumstances or when it is not reasonable for an employee to take a meal break. An employer shall also provide to an employee an unpaid meal break at a time or times necessary for medical reasons. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-14.

       

      Rest Period – Employees shall be entitled to 8 consecutive hours of daily rest period in each 24-hour period. This does not apply in case of emergencies. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-13.

       

      Days of Rest – Employees who usually work a minimum of 20 hours a week are entitled to receive 1 day off from work. Employees working at retail businesses with more than 10 employees are entitled to 2 consecutive days off per week, one of which is a Saturday or Sunday whenever possible. This permit allows an employer and the employees to agree to take two days off in a week without the days being consecutive. The employer and employee can submit a written application to the Labor authority to request permission for the employer to be exempted from providing a 48-hour weekly rest period. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-13.

      Public Holidays

      Employees are entitled to 10 paid holidays:

          • Jan. 1: New Year’s Day – January 1
          • Family Day (3rd Monday in February)
          • Good Friday
          • Victoria Day (3rd Monday in May)
          • July 1: Canada Day
          • Saskatchewan Day (1st Monday in August)
          • Labor Day (1st Monday in September)
          • Thanksgiving Day (2nd Monday in October)
          • Nov. 11: Remembrance Day
          • Dec. 25: Christmas Day

      In cases, where establishments are closed on Sundays, New Year’s Day, Christmas Day or Remembrance Day that falls on a Sunday, the Monday following that day is to be observed as a public holiday. If a Public Holiday falls on a Saturday, it is not observed on a different day.

       

      Overtime in a Week with a Public Holiday – In the case of a work week where a public holiday occurs, the working hours are reduced by 8 hours, in a way that:

            • Eligible employees are eligible to earn overtime after working for more than 32 hours; and
            • An employer shall take an employee’s consent to schedule work for more than 36 hours.

      When a public holiday occurs during an Annual Leave – If one or more public holidays occur during the period of any annual leave of an employee:

              • The period of that annual leave must be increased by one working day with respect to each public holiday; and
              • The employer shall pay the employee, in addition to the annual leave pay that the employee is entitled to receive, the wages that the employee is entitled to be paid for each public holiday.

      Public Holiday Pay – An employer shall pay an employee for every public holiday an amount equal to:

          • 5% of the employee’s wages, not including overtime pay, earned in the 4 weeks period preceding the public holiday; or
          • An amount calculated in the prescribed manner for a prescribed category of employees.

      An employer shall include in the calculation of an employee’s wages:

            • Annual leave pay which the employee takes in the 4 weeks preceding the public holiday; and
            • Public holiday pay in an amount as mentioned above, if another public holiday occurs in the 4-week period preceding the public holiday

      If an employee works on a public holiday, an employer shall pay the employee the total of:

              • The amount equivalent to 5% of the employee’s wages earned in the 4-week period preceding the public holiday or an amount calculated in the prescribed manner for a prescribed category of employees.
              • For each hour or part of an hour in which the employee works or is at the employer’s disposal an amount calculated at a rate of 1.5 times the employee’s hourly wage; or an amount calculated in the prescribed manner for a prescribed category of employees.

      The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-24 – 2-29.

      Annual Leave

      Duration of Annual Leave –

          • An employee who works with the same employer for more than a year and less than 10 years shall receive 3 weeks of annual leave upon completion of each year of employment; and
          • An employee who works for more than 10 years or more with the same employer shall receive 4 weeks of annual leave upon completion of each year of employment.

      Manner of Taking Annual Leave – The employer must allow the employee to take annual leave within 12 months after the date on which the employee becomes entitled to it.

      Taking Annual Leave in Parts – An employee is entitled to take annual leave in one continuous period unless they request shorter periods of at least a week at a time. Employees must receive approval from the employer in advance for each annual leave period. An employer may use a common date for calculating vacation entitlement of all employees, but only if this does not result in a reduction of any of the employee’s rights.

      Requiring an Employee to Take Annual Leave – Employees and employers should negotiate when annual leave will be taken. If no agreement is reached, the employer can schedule the employee’s annual leave by giving the employee a written notice at least four weeks before the employee’s annual leave must begin. If the employee does not take an annual leave, the employee must get annual leave pay no later than 11 months following the date when the annual leave was earned.

      Annual Leave Pay – All eligible full-time, part-time, casual, temporary, and seasonal employees (including those who have not worked a full year with the same employer) receive vacation pay so they are paid during this time off work. Employees are entitled to vacation pay when they take vacation.

              • For the first 9 years of employment, vacation pay can be calculated by multiplying the employee’s wages for the given 12-month period by 3/52 (approximately 6%).
              • For tenure of 10 years and beyond, vacation pay can be calculated by multiplying the employee’s wages for the given 12-month period by 4/52 (approximately 8%).

      Overtime and Holiday Pay are included for the purposes of calculating Annual Leave Pay

      An employee who is entitled to a vacation but does not take that annual leave shall be paid annual leave pay not later than 11 months after the day on which the employee becomes entitled to the annual leave.

       

      Annual Leave upon Termination of Employment – An employee is entitled to annual leave pay on the wages earned by the employee with respect to which the employee has not previously been paid action pay within 14 days upon termination of employment. The employee shall be paid the annual leave pay whether or not an employee has completed a year of employment.

      Annual Leave coinciding with Public Holiday – If there is a public holiday during an employee’s annual leave, the annual leave is extended by one day, even if the holiday falls on an employee’s day off. Most employees should also get public holiday pay for the holiday.

       

      Annual Leave during Sick Leave – Annual Leave pay may be used when an employee is away due to illness only by mutual agreement between the employer and employee. The payment should be identified as annual leave pay on the statement of earnings. An employee’s annual leave entitlement is not reduced if annual leave pay is paid out while they are away due to illness or injury. However, the amount of annual leave pay will be reduced by the amount paid to cover the time away from work due to illness. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-24 – 2-29

      Meal Breaks

      An employer shall provide an employee an unpaid meal break that is of at least 30 minutes’ duration within every five consecutive hours of work.

       

      If the employer does not grant the meal break and the employee works five or more consecutive hours, the employer shall permit an employee to eat while working. An employer shall provide an employee with an unpaid meal break at a time or times necessary for medical reasons. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-14.

      Special Leave

      Sick Leave

      Duration of Sick Leave – Employers may not discharge or discipline employees who have worked for them for more than 13 consecutive weeks because of absence due to the illness or injury of the employee:

          • if the absence does not exceed 12 working days in a calendar year for an illness or injury that is not serious;
          • if the absence is due to serious illness or injury, and does not exceed 12 weeks in a period of 52 weeks; or
          • if the employee is injured and receiving benefits under The Workers’ Compensation Act, and the absence does not exceed 26 weeks in a period of 52 weeks.

      If the employee’s absence due to illness or injury is the result of a public health emergency, the employee doesn’t require 13 weeks of employment or need to provide a medical note.

       

      Missing Work Due to a Family Member’s Illness or Injury – Employees may also be entitled to job protection while they are absent from work due to the serious illness or injury of a member of the employee’s immediate family who is dependent on the employee. An employer may request that the employee provide a doctor’s certificate certifying that the family member was ill or injured.

       

      Eligibility of Sick Leave –The employee shall be employed with the employer for more than 13 consecutive weeks.

       

      Sick Leave Pay – Employment standards do not require employers to pay employees who are absent for sick leave. However, employers and employees may agree to paid sick leave.

       

      Medical Certificate – The employee must provide a medical certificate to the employer that states the estimated duration of the leave. A medical certificate may be issued by a nurse practitioner or physician. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-40.

      Maternity Leave

      An employee who is pregnant is entitled to an unpaid maternity leave of 19 weeks commencing at any time during the period of 13 weeks preceding the estimated date of birth, and no later than the date of birth. If the actual date of birth is later than the estimated date of birth, the employee is entitled to not less than 6 weeks’ leave after the actual date of birth. An employee may extend the leave for a further period of 6 weeks if the employee is unable for medical reasons to return to work after the expiration of the maternity leave.

       

      An employer must adjust an employee’s duties or assign different responsibilities, ensuring no reduction in pay or benefits, if:

          • The employee’s duties or pregnancy would experience unreasonable interference, and
          • It is reasonably feasible to make such accommodations.

        An employer may require an employee to commence maternity leave not more than 13 weeks before the estimated date of birth if the pregnancy of the employee would unreasonably interfere with the performance of the employee’s duties, and there is no opportunity exists to modify the employee’s duties or to reassign the employee to other duties.

         

        An employee whose pregnancy terminates on a date, not more than 13 weeks before the estimated date of birth due to a miscarriage or a stillbirth may still take the same amount of leave.

         

        An employer shall grant a maternity leave for a period not exceeding 15 weeks commencing at any time during the period of 9 weeks preceding the estimated date of birth( or 6 weeks leave after the actual birth of the child if the actual date is later than the estimated date of birth), to an employee who:

                • Has failed to provide 4 weeks’ notice to the employer requesting maternity leave, but is otherwise entitled to maternity leave; and
                • Has not provided her employer with a certificate of a duly qualified medical practitioner certifying that there are bona fide medical reasons that require the employee to cease work immediately.

        The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-49 – 2-50

        Adoption Leave

        An employee is entitled to an unpaid leave of 19 weeks commencing on the date on which the child comes into the employee’s care or becomes available for adoption if the employee is to be the primary caregiver of the adopted child during the period of the leave. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-50.

        Parental Leave

        An employee who is a parent of a newborn child or a newly adopted child is entitled to a parental leave of not more than:

                    • 59 weeks, if the employee has taken maternity leave or adoption leave; or
                    • 71 weeks, in other cases.

        Parental leave must be taken during the period of:

                    • 13 weeks preceding the estimated date of birth or the estimated date on which the child is to come into the employee’s care, as the case may be; and
                    • Either if one employee is taking such leave, 78 weeks following the actual date of birth or the actual date on which the child comes into the employee’s care; or if two employees are taking such leave with respect to the same child, 86 weeks following the actual date of birth or the actual date on which the child comes into the employee’s care.

        A woman employee shall take the parental leave consecutive to the maternity leave or adoption leave, as applicable. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-51.

        Organ Donation Leave

        An employee is entitled to unpaid leave for organ donation and recovery for a maximum period of 26  weeks. An employee will be entitled to the leave if they get a certificate signed from a duly qualified medical practitioner. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-52.

        Reserve Force Service Leave

        An employee is entitled to a reasonable period of unpaid leave for the purpose of service with the reserve forces. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-53.

        Nomination, Candidate and Public Office Leave

        An employee is entitled to unpaid leave of maximum 52 weeks for following reasons:

                      • To seek nomination as a candidate for a municipal, provincial or federal election or an election for a board of education or the Conseil scolaire fransaskois, for a reasonable period;
                      • To be a candidate for a municipal, provincial or federal election or an election for a board of education or the Conseil scolaire fransaskois, for a reasonable period; or
                      • If the employee has been elected to a municipal, provincial or federal government or a board of education or the Conseil scolaire fransaskois, for the period during the employee’s term of office that may be necessary.

        The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-54.

        Bereavement Leave

        An employee is entitled to a bereavement leave of 5 days in the case of the death of a member of the employee’s immediate family. The leave mentioned must be taken within the period commencing one week before and ending one week after the funeral relating to the death with respect to which the leave is granted. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-55.

        Compassionate Care Leave

        An employee is entitled to unpaid compassionate care leave of up to 28 weeks to provide care or support to a member of the employee’s family who has a serious medical condition with a significant risk of death within 26 weeks from the date the leave commences. An employee’s compassionate care leave ends:

                      • If the employee is no longer providing care or support to the family members;
                      • On the termination of the 28-week period mentioned; or
                      • On the death of the employee’s family member.

        In a period of 52 weeks, an employee is not entitled to take more than one compassionate care leave. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-56.

        Interpersonal Violence Leave

        An employee is entitled to a leave of up to 10 days in a period of 52 weeks, which can be taken intermittently or in a continuous period, if the employee, their children (under the age of 18), or a person for whom an employee is a caregiver, regardless of whether the person and the employee have lived together at any time, is subject to interpersonal or sexual violence.

        Reasons for Leave – Leave may be taken for one or more of the following purposes: 

            • to seek medical attention for a victim with respect to a physical or psychological injury or disability caused by interpersonal violence or sexual violence; 
            • to obtain services from a victim services organization; 
            • to obtain psychological or other professional counseling; 
            • to relocate temporarily or permanently; 
            • to seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from interpersonal violence or sexual violence; 
            1. any other prescribed purpose.

        Payment during Leave – An employee is entitled to paid leave in the below manner:

                    • Paid leave for a maximum of 5 days in each period of 52 weeks at a rate equal to the wages the employee would have been paid for working for the regular number of hours on the first day of leave or 5% of the employee’s total wages, not including overtime, in the 4 weeks preceding the first day of the leave if the number of hours worked by the employee in a normal workday varies from day to day; or the employee’s wage for regular hours of work varies from day to day; and
                    • Unpaid leave for a maximum of a further 5 days in each period of 52 weeks.

        The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-56.1; The Saskatchewan Employment (Support for Victims of Domestic Violence) Amendment Act.

        Critically Ill Child Care Leave

        An employee is entitled to:

                    • Critically ill child care unpaid leave of up to 37 weeks to provide care and support to the employee’s critically ill child family member; and
                    • Critically ill adult care unpaid leave of up to 17 weeks to provide care and support to the employee’s critically ill adult family member.

        An employee’s leave shall end:

                    • If the employee is no longer providing care or support to the child family member or adult family member;
                    • 52 weeks from the date the medical certificate is issued;
                    • On the termination of the 37-week period or 17-week period, as applicable; or
                    • On the death of the employee’s child family member or adult family member.

        The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-57.

        Crime-Related Death or Disappearance Leave

        An employee is entitled to an unpaid leave of up to 104 weeks if a child of the employee dies and it is probable that the child’s death is a result of a crime. An employee is entitled to a leave of up to 52 weeks if a child of the employee disappears and it is probable that the child’s disappearance is a result of a crime.

         

        An employee is not entitled to the above leave entitlement if the employee is charged with the crime or if it is probable, considering the circumstances, that the child was a party to the crime. 

         

        If an employee takes leave and the circumstances that made it probable that the child died or disappeared as a result of a crime change and it no longer seems probable that the child died or disappeared as a result of a crime, the employee’s entitlement to the leave ends on the day on which it no longer seems probable.

         

        If an employee takes leave due to the disappearance of a child as a result of a crime and the child is found within the 52-week period that begins in the week the child disappears, the employee is entitled:

                    • To remain on leave for 14 days after the day the child is found if found alive; or
                    • To take 104 weeks of leave from the day the child disappeared, if found dead, whether or not the employee is still on leave when the child is found.

        An employee may take a leave only during the 104-week and 52-week period respectively that begins in the week the child dies or disappears as a result of a crime. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-58.

        Citizenship Ceremony Leave

        An employee is entitled to 1 day leave to attend a citizenship ceremony to receive a certificate of citizenship. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-59.

        Public Health Emergency Leave

        An employee is entitled to a paid leave for a period as may be required in situations where a public health emergency has been declared by the World Health Organization or when a disease sufficiently harmful to the public exists in Saskatchewan. The Saskatchewan Employment Act, S.S. 2013, Ch. S-15.1, §§ 2-59.1.

        Voting Leave

        An employee is eligible for 3 consecutive hours paid off from work for the purpose of voting. An employer does not have an obligation to provide time off work where the required number of consecutive hours falls outside an employee’s hours of work and within the voting hours.

        Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.