Saskatchewan Labour Laws (2025 Guide)

What’s New in 2025

• Minimum wage increase (October 1, 2025)

There are also various changes due to take effect on January 1, 2026. Where relevant, these changes are noted below. 

Overview of Employment Law in Saskatchewan

Federal vs. provincial jurisdiction

The federal Canada Labour Code (CLC) covers employment standards for federally regulated private sector businesses. 

Federally regulated private sector businesses include:

• Air transport.
• Banks.
• Grain elevators, feed and seed mills, feed warehouses, and grain-seed cleaning plants.
• Specific activities of First Nations band councils and Indigenous self-governments.
• Most federal Crown corporations.
• Cross-provincial or international port services, marine shipping, ferries, tunnels, canals, bridges, and oil and gas pipelines. 
• Postal and courier services.
• Radio and television broadcasting.
• Cross-provincial and international railways, as well as some short-line railways.
• Cross-provincial and international road transport services, including trucks and buses.
• Telecommunications systems, including telephone and internet services.
• Uranium mining and processing, and atomic energy.
• Any business that’s key to the existence of one of the above activities.

The CLC applies to only a small portion of Canada’s workforce. Most employees are subject to the labour laws of the province or territory in which they work. 

This guide covers only employees regulated by Saskatchewan labour laws. 

Key employment legislation

The Saskatchewan Employment Act (SEA) sets out minimum employment standards in the province. The SEA applies to most employers and employees in Saskatchewan, with some limited exceptions, including:

• Those in federally regulated businesses or activities.
• Family businesses (where only immediate family members are employed).
• Sitters.
• Self-employed workers.
• Student learners.
• Athletes.

Wages and Pay Rules

Minimum wage

The minimum wage in Saskatchewan is currently $15/hour. From October 1, 2025, this increases to $15.35/hour. 

Saskatchewan’s minimum wage is adjusted annually. 

Most employees covered by the SEA are entitled to the minimum wage. There are some limited exceptions, for example:

• Farming, ranching, or market garden workers.
• Certain care providers in private homes.
• Workers with disabilities who work for a non-profit educational, therapeutic, or rehabilitative program.

Overtime pay

Employees must be paid 1.5 times their regular rate of pay for any overtime hours. 

Overtime can be calculated on a weekly or daily basis, whichever pays the employee more. Overtime is:

• Any hours over 40 in a week (or any hours over 32 in a week that includes a public holiday).
• Any hours over 8 hours in 24 hours (for employees scheduled to work 8 hours a day).
• Any hours over 10 hours in 24 hours (for employees scheduled to work 10 hours a day across 4 days).

Modified work arrangements and averaging of hours permits may set out different overtime limits. 

Part-time employees who work fewer than 30 hours a week and are not part of a union are entitled to overtime pay after working 8 hours in 24 hours or 40 hours in a week. 

The SEA’s general overtime rules don’t apply to some types of workers, including:

• Managerial employees.
• Regulated professions that operate independently.
• Certain types of logging industry employees.
• Travelling salespeople who are paid on commission.
• Motor vehicle salespersons.
• Certain rural municipality workers.
• In-home care providers.

Special overtime rules apply to other types of workers, including:

• Live-in care providers and domestic workers.
• Highway construction workers.
• Ambulance workers.

Overtime banks

Employers and employees can also agree to bank overtime hours to use later as time off at their regular pay rate. Workers accrue overtime at 1.5 hours for every overtime hour they work. 

Workers must use or be paid out any overtime within 12 months of it accruing. 

Statutory holiday pay

Saskatchewan has 10 public holidays:

1. New Year’s Day (January 1)
2. Family Day (3rd Monday in February)
3. Good Friday (Friday before Easter Sunday)
4. Victoria Day (the Monday on or before May 24)
5. Canada Day (July 1)
6. Saskatchewan Day (1st Monday in August)
7. Labour Day (1st Monday in September)
8. Thanksgiving (2nd Monday in October)
9. Remembrance Day (November 11)
10. Christmas Day (December 25)

Employers must pay employees for these days, whether they work or not. There are no minimum service requirements for public holiday pay; all eligible employees are entitled to it. 

Standard public holiday pay

All eligible employees receive standard public holiday pay, whether they work or not. Standard public holiday pay is calculated as 5% of an employee’s wages in the 28 days before the holiday. 

Wages here include vacation pay, public holiday pay, and commissions, but not overtime. 

A different calculation applies to construction workers paid by the hour.

Premium pay for employees who work

Employees who work on a public holiday must also be paid at 1.5 times their regular hourly rate for time worked, in addition to the standard public holiday pay. 

Special rules apply to specific types of workers, including:

• Well drilling rig workers.
• Commercial hog farm workers.
• Full-time employees in hospitals, nursing homes, schools, restaurants, and hotels.

Employers can also request approval from the Director of Employment Standards to observe a public holiday on a different day. If the request is approved, all public holiday pay rules apply to that new date.

Pay frequency and deductions

Employees must receive their wages on regular paydays, at least once a month and within 6 days of the payroll cutoff. 

Workers who are paid hourly must receive their wages at least twice a month or every 14 days. 

Employers can pay workers by cash, cheque, or bank deposit. They must also provide a pay stub for each pay period. 

Deductions

Saskatchewan employers can deduct the following items from employees’ wages:

• Deductions required by law, such as income tax.
• Employee payments into pension plans or registered retirement savings plans (RRSPs).
• Employee payments into other benefit plans.
• Voluntary charitable donations.
• Voluntary employee contributions to savings plans or bond purchases.
• Union fees and dues.
• Court-ordered maintenance.
• Voluntary purchases from the employer.

From January 1, 2026, salary advances, costs of voluntary training, and housing allowances will be added to this list. 

Working Hours and Rest Breaks

Standard work hours

Standard working hours in Saskatchewan are 8 hours a day and 40 hours a week. Employees must consent to working over 44 hours a week. 

Employers must give employees their schedules at least 1 week in advance and can’t make any schedule changes after this unless there is an emergency or unusual situation. 

Modified work arrangements and averaging of hours permits

Under a modified work arrangement, employers and employees agree to a set schedule that averages the worker’s hours over a specific period of time. For example, under a modified work arrangement, an employee works 40 hours a week: two 12-hour days and two 8-hour days. 

Modified work agreements outline when overtime applies, but can’t require employees to work more than 12 hours a day without receiving overtime pay. 

These agreements must be made in writing and signed. They can only last up to 2 years. 

Employers and employees can use modified work arrangements to agree to an averaging period of up to 4 weeks. Any longer than this requires an averaging of hours permit from the Director of Employment Standards. 

Meal and rest breaks

Workers are entitled to a 30-minute meal break for every 5 consecutive hours worked. It’s at the employer’s discretion whether this break is paid. However, if the employee is required to remain on duty during the break, they must be paid. 

Employers don’t have to provide these meal breaks if there is an emergency or unusual situation, or if it’s unreasonable to do so. If this happens, employees must be allowed to eat during work after 5 hours. 

Except in the case of an emergency, workers must have at least 8 consecutive hours of rest in a day. 

Employees who work at least 20 hours a week are entitled to at least 1 day off in the week. 

There are currently specific rules for certain retail workers, who are generally entitled to 2 consecutive days off in a week. However, from January 1, 2026, retail workers will be entitled to 1 day off a week. 

Split shifts and on-call time

Restaurant and food workers are limited to working two shifts per day within a 12-hour period. 

Reporting for duty pay

Employees who attend work as required but work less than 3 hours must be paid for at least 3 hours at their regular wage. This reporting for duty pay requirement doesn’t apply to overtime hours.  

On public holidays, workers are entitled to reporting for duty pay or pay for the hours they worked, whichever is more. 

Special rules apply to school bus drivers, school noon hour supervisors, and students working during the school term. 

Leave Entitlements

Vacation leave

Saskatchewan employees are entitled to 3 weeks of paid vacation leave for each year they work for an employer. For employees who have worked for the same employer for 10 years or more, the leave increases to 4 weeks. 

Employees can take this leave within 12 months of receiving it. 

Employers can schedule vacation leave by giving a worker at least 4 weeks’ written notice. 

These same requirements apply if employers want workers to take vacation leave during mandatory workplace closures that last more than 1 week, for example, over Christmas. 

Vacation leave pay

Vacation pay is calculated as follows:

• For employees who have worked for the employer for between 1 and 9 years: the employee’s wages during the previous 12 months x 5.77%
• For employees who have worked for the employer for 10 years or more: the employee’s wages during the previous 12 months x 7.69%

For vacation pay, wages include overtime, public holiday pay, pay instead of notice, commissions, and bonuses. 

Employers are liable for any deposits, etc., that an employee has paid for an approved vacation that the employer later cancels. 

General rules for other types of leave

The following general rules apply to the leaves discussed below, including:

• Maternity, adoption, and parental leave.
• Bereavement leave.
• Crime-related child death or disappearance leave.
• Organ donation leave.
• Critically ill child or adult care leave.
• Compassionate care leave.
• Interpersonal violence leave.
• Reserve force leave.
• Nomination, candidate, and public office leave.
• Citizenship ceremony leave.
• Public health emergency leave.

These leaves are all job-protected. Employers must reinstate employees to their previous position (if they take less than 60 days’ leave) or an equivalent position (if they take more than 60 days’ leave) on their return to work. 

Employees can access these types of leave once they have worked for the employer for more than 13 weeks. 

When employees take more than 60 days’ leave, they must give their employer at least 4 weeks’ notice of their return. 

Employers can ask the employee for a medical certificate to support a request for any medical-related leave. 

It’s at the employer’s discretion whether to pay employees for these leaves (except for the first 5 days of interpersonal violence leave, which must be paid). Eligible employees may be able to access federal Employment Insurance benefits for financial assistance when taking unpaid leave. 

Sick leave and personal emergency leave

Under the SEA, Saskatchewan employees can’t be discharged for taking leave due to sickness if:

• The leave is 12 days or less for a non-serious illness or injury.
• The leave is 12 weeks or less in a 52-week period for a serious illness or injury. (Twelve weeks will increase to 27 weeks from January 1, 2026.)
• The leave is 26 weeks or less in a 52-week period while the employee receives workers’ compensation benefits.

Employees can access this leave after having worked for the same employer for at least 13 consecutive weeks. 

It’s at the employer’s discretion whether sick leave is paid or not. 

Employers can request a medical letter to justify the leave. As of January 1, 2026, employers can request medical certificates only for absences longer than 5 consecutive days or 2 or more non-consecutive days in the last 12 months.

Employees and employers can also agree to use paid vacation leave for time off due to sickness.

Compassionate care leave 

Employees are entitled to up to 28 weeks of compassionate care leave. They can use this leave to care for a family member with a serious health condition who is at significant risk of dying within 26 weeks from the start of the leave. 

Family members include those from the employee’s family and from their spouse or common-law partner’s family. Family members of the employee’s family include their children, spouse, common-law partner, parents, step-parents, brothers and sisters-in-law, and current or former foster parents.  

Employees can only take compassionate care leave once in a 52-week period.

Critically ill family care leave

Employees are entitled to up to 37 weeks of leave to care for a critically ill child family member and up to 17 weeks to care for a critically ill adult family member. 

Parental and maternity leave

Parental leave

Employees are entitled to up to 71 weeks of parental leave following the birth or adoption of their child. This entitlement reduces to 59 weeks if the employee has taken maternity or adoption leave. Parental leave must be taken consecutively with their maternity or adoption leave. 

An employee’s parental leave must start within the 13 weeks before the due date or the expected date the child comes into their care. It can be taken up to 78 weeks after the birth or adoption of the child (where one employee takes leave in relation to the child) or 86 weeks (where 2 employees take leave in relation to the same child). 

Employees must provide their leave dates to their employer in writing at least 4 weeks before the leave is due to start. 

Maternity leave 

Under the SEA, pregnant employees are entitled to 19 weeks of maternity leave. They can start this leave anytime between 13 weeks before their due date and the day they give birth. 

Employees may be able to access another 6 weeks of maternity leave if medical reasons prevent them from returning to work. 

If an employee loses their pregnancy within 13 weeks of their due date, they can still access this leave. This will increase to 20 weeks on January 1, 2026. 

Employees must provide their leave dates to their employer in writing at least 4 weeks before the leave is due to start. 

Adoption leave

Employees can access up to 19 weeks of adoption leave, starting from the date the child comes into their care. This leave is available to the child’s primary caregiver only.

Employees must provide their leave dates to their employer in writing at least 4 weeks before the leave is due to start. 

Bereavement leave

Saskatchewan employees can access up to 5 days of bereavement leave following the death of an immediate family member. They can do so within 1 week either side of the funeral. (This will change to within 6 months of the death, effective January 1, 2026.)

An immediate family member includes an employee’s spouse. It also includes their or their spouse’s parent, grandparent, child, grandchild, brother, or sister. 

From January 1, 2026, employees can also use bereavement leave following a pregnancy loss. 

Domestic violence leave

Employees can access up to 10 days of leave each year (52 weeks) if they, their child, or someone they are a caregiver for is the victim of interpersonal or sexual violence. This leave is designed to be used for:

• Medical assistance.
• Accessing a victim services organization.
• Counselling.
• Relocation.
• Seeking legal assistance.

Employees can take this leave intermittently or all at once. 

The first 5 days of this leave must be paid. Interpersonal violence leave pay is generally calculated as the wage the employee would have received had they worked that day. If the employee works irregular hours or receives irregular pay, it is calculated as 5% of their total wages (without overtime) in the 4 weeks before the first day of leave.

As of January 1, 2026, employees are entitled to an additional 16 weeks of unpaid leave for interpersonal violence, which must be taken continuously. 

Jury Duty and Civic Leave

Employees are entitled to unpaid leave to attend jury service. 

Other Types of Leave 

• Organ donation leave: for as long as medically necessary to do the procedure and recover (capped at 26 weeks).
• Reserve force service leave: for a reasonable period to cover an employee’s service with the reserve force.
• Nomination, candidate, and public office leave: for a reasonable period while an employee seeks nomination, runs as a candidate, or is in public office.
• Crime-related child death or disappearance leave: up to 104 weeks leave in the case of the child’s death and 52 weeks in the case of their disappearance.
• Citizenship ceremony leave: 1 day of leave.
• Public health emergency leave (no minimum service requirement).

Types of Employment

Full-Time, part-time, casual, temporary, and seasonal work

The SEA generally applies to all eligible employees in Saskatchewan, including full-time, part-time, casual, temporary, and seasonal workers. 

However, some rules are applied differently. 

For example, under the SEA, employers who provide benefits to 10 or more full-time employees must also provide the same benefits to eligible part-time workers. Part-time workers are those who work under 30 hours a week. 

This requirement applies to 4 types of benefit plans:

1. Dental.
2. Group life.
3. Accidental death or dismemberment.
4. Prescription drug.

Part-time employees are eligible if they meet specific criteria, including being continuously employed for 26 weeks and working a minimum of 390 hours in that time. They must also work a minimum of 780 hours a year.

Additionally, modified work agreements can’t be used by employees who work 30 hours or fewer a week on average. However, this restriction will be removed on January 1, 2026. 

Independent contractors and misclassification

Independent contractors are not entitled to the same rights as employees under the SEA. 

It’s essential to classify workers correctly. Misclassifying an employee as an independent contractor opens employers to back pay and penalties under the SEA. 

Whether someone is an independent contractor or employee depends on their relationship with the employer. For example, relationships where the employer exercises control over the person’s work hours or methods of work, or where the employer provides them with the necessary materials to do the job, suggest an employer-employee relationship. 

Termination and Final Pay

Notice requirements

If an employer terminates an employee who has worked for them for at least 13 weeks continuously, the employer must give them sufficient notice or pay instead of notice. 

The required notice period under the SEA depends on how long the employee has worked:

• Between 13 weeks and 1 year = 1 week.
• Between 1 and 3 years = 2 weeks.
• Between 3 and 5 years = 4 weeks.
• Between 5 and 10 years = 6 weeks.
• Over 10 years = 8 weeks.

Employees who have worked for an employer for at least 13 weeks and wish to quit must provide at least two weeks’ written notice. 

Pay in lieu of notice

Pay in lieu of notice is required when the employer doesn’t allow the employee to work their notice period or fails to provide the employee with notice. 

Pay instead of notice is calculated as the employee’s usual weekly wages. For employees who work irregular hours, this pay is calculated as their average wage across the previous 13 weeks of work (excluding overtime).

No notice or pay in lieu of notice required

Notice or pay instead of notice isn’t needed if:

• The employee has worked for fewer than 13 consecutive weeks.
• The employee refuses to work during the notice period.
• The employment contract includes a fixed end date.
• There is just cause for the employee’s termination.

An employer may have just cause to terminate an employee who engages in serious misconduct, for example, workplace violence or excessive unscheduled absences. 

Severance pay

The SEA doesn’t require employers to provide departing employees with severance pay. Employees may be entitled to severance pay under common law. 

Final pay deadlines

Employees must be paid their final wages on their next regular pay day or no later than 14 days after ending work (whichever occurs first). Final wages include overtime, banked overtime, and vacation pay. 

Workplace Health and Safety

Employer duties

Employers are required to provide workers with a safe and healthy workplace. Their obligations under the SEA and Occupational Health and Safety (OHS) Regulations include:

• Establishing an occupational health committee (OHC) (applies to employers with at least 10 workers).
• Appointing an occupational health and safety representative (applies to certain employers with 5 to 9 workers).
• Designing an effective health and safety program under the guidance of the OHC.
• Providing employees with health and safety information, training, and supervision.
• Creating occupational health committees.
• Providing necessary medical and first aid equipment.
• Ensuring a copy of the SEA and its regulations is available to workers.

Worker rights

Employees’ key workplace health and safety rights under the SEA are the right to:

• Know about actual or potential workplace hazards and how to do their job safely in light of them.
• Participate in workplace health and safety, for example, by joining an OHC.
• Refuse to perform unsafe work.
• Be protected from employer retaliation or discrimination for exercising their rights under the SEA.

At the same time, workers are required to take reasonable steps to look after their own health and safety, as well as the health and safety of others at work. These steps include being familiar with their obligations under the SEA and OHS Regulations. 

Reporting requirements

Saskatchewan employers must report any serious injuries, deaths, or dangerous occurrences that occur in the workplace. They can do this by calling Occupational Health and Safety on 1-800-567-7233. 

Serious injuries (i.e., those that result in hospitalization for at least 72 hours) or deaths must be reported as soon as reasonably possible. 

Dangerous occurrences are those that could have resulted in a worker’s death or hospitalization for 72 hours or more. Employers must notify the Occupational Health and Safety Branch as soon as reasonably possible. 

Employers must also notify their OHC co-chairperson or OHS representative of any serious injuries, deaths, or dangerous occurrences.  

WorkSafe Saskatchewan provides information and other resources about workplace health and safety for employers and workers. 

Recordkeeping Requirements

Required records

The SEA requires employers to keep the following records:

• Copies of any signed agreements or documents that cover pay and benefits.
• Pay and benefit details for employees who don’t have a written contract or offer letter.
• The details of each employee’s contract.
• Employees’ names and addresses.
• A short description of the job.
• When the employee started and, if relevant, ended work.
• Daily start and finish times.
• Scheduled break times.
• The total hours worked each day and each week.
• The regular hourly wage.
• The total wages paid.
• Dates when the employee took vacation.
• How much vacation pay was given, and the date it was paid.
• How much was paid for public holidays and on what date.
• Any deductions from pay and the reason for each one.
• Shift schedules with start and end times.
• Modified work arrangements (must be kept for 5 years after the arrangement ends).
• Overtime bank agreements.

Employers must keep the most recent 5 years of records for employees currently working for them and 2 years once the employee leaves. 

Workplace Rights and Protections

Human rights and anti-discrimination

Under the Saskatchewan Human Rights Code, employers are prohibited from discriminating against employees based on:

• Religion.
• Creed.
• Colour.
• Ancestry.
• Nationality.
• Place of origin.
• Race or perceived race.
• Marital or family status.
• Sex.
• Sexual orientation.
• Gender identity.
• Disability.
• Age (18+).
• Receipt of public assistance.

Employers must also make reasonable accommodations for the above characteristics (for example, for pregnant workers or employees with disabilities). Employers can refuse to make a reasonable accommodation if it would cause undue hardship. 

Candidates or employees covered by the SEA alleging employment discrimination can file a complaint with the Saskatchewan Human Rights Commission (SHRC). They must do so within a year of the alleged discrimination. 

Harassment and violence policies

Workplace harassment based on one of the protected characteristics listed above is prohibited. Employees can file a complaint with the SHRC if they experience this type of harassment. 

The SEA addresses general workplace harassment and violence as a workplace health and safety issue. The law requires employers to protect employees by developing and implementing prevention policies and plans to investigate any allegations of harassment or violence. 

Rights of Vulnerable Workers

Youth workers

The minimum working age in Saskatchewan is 16. 

However, some 14- and 15-year-olds can work if they meet specific requirements. There are also exceptions to the minimum age for some situations, including workers employed in family businesses, babysitters, and newspaper carriers. 

Migrant workers

The Immigration Services Act protects immigrant and foreign workers. This law provides additional protections to these workers to reduce the risk of exploitation. 

Government Resources and Support

Provincial labour ministry

The Government of Saskatchewan website has extensive information about employment standards in the province in both English and French, including how employees can file a formal employment standards complaint. 

The site includes various tools to help calculate worker entitlements, such as overtime pay and vacation pay. 

Workers’ Compensation Board

The Saskatchewan Workers’ Compensation Board (WCB) provides benefits to workers who are injured or become ill as a result of their work. Employer premiums fund these benefits. 

The WCV also offers programs and support to help injured workers return to work. 

Businesses must register with the WCB within 30 days of starting up. Employers must report any workplace injuries to the WCB online, by email, phone, or fax within 5 days of knowing about them. 

Workers must report any workplace injury to their employer as soon as possible after seeking necessary medical help. They must also report the injury to the WBC immediately. 

Federal resources

• Canada Labour Code
• Canada Revenue Agency – Payroll Deductions
• Service Canada – EI and Parental Benefits
• Canadian Centre for Occupational Health and Safety
• Canadian Human Rights Commission

Disclaimer

The information in this guide is intended for general informational purposes only and does not constitute legal advice. Employment laws change frequently, and outcomes may vary depending on your specific circumstances. While we have made every effort to ensure the information provided is up-to-date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. For guidance, consult the appropriate provincial labour authority or a qualified employment lawyer.