Nova scotia
Navigating Nova Scotia's labor laws and regulations is straightforward with TCWGlobal's Employer of Record (EOR) services. We oversee all local employment aspects, from payroll to benefits, ensuring full compliance and seamless operations. Our expert team offers support tailored to your business needs in Nova Scotia. Expand confidently into the Nova Scotia market with TCWGlobal managing your employment requirements.
Fixed term contracts are allowed in Nova Scotia if both parties agree, and the term is limited and temporary in nature. They are limited to a maximum of 12 months.
Probationary periods are allowed for a maximum of three months. During the probationary period, notice is not required for termination
In Nova Scotia, workers who have been employed for 30 calendar days and have earned wages on 15 of the 30 days prior to the statutory holiday are entitled to six (6) statutory holidays with holiday pay. Holiday pay for salaried workers is on regular work day's pay. Hourly workers with variable hours are paid their average daily wage, which is calculated utilizing the gross wages over the four (4) weeks before the holiday and dividing them by the number of days worked.
Workers accrue two (2) weeks of annual (unpaid) vacation time per year of service for their first five years of service, and 4% of vacation pay on wages earned per year of service. After five (5) years of service, they are entitled to three (3) weeks of annual (unpaid) vacation time per year of service and 6% vacation pay on wages earned. Vacation time must be taken within 10 months of being earned. Full-time workers must take vacation time, and workers who work less than 90% of the regular working hours during the 12 months they earn vacation may give up their vacation time entitlement and collect vacation pay. Vacation may be paid on each cheque, and workers will not receive additional vacation pay while they are off of work. If vacation pay is accrued, it is to be paid to the worker no later than the last day of work prior to their time off.
Workers are entitled to three (3) days of unpaid job protected sick leave annually. A medical note may not be requested unless the worker misses more than 5 consecutive working days due to sickness or injury, or the worker has already had at least two non-consecutive absences of five or fewer days due to sickness or injury in the preceding 12 month period.
The standard hours of work are 40 hours per week and eight (8) hours per day. Workers are entitled to a 30 minute break after five (5) hours of work. Nova Scotia requires that workers be granted a rest period of at least 24 consecutive hours in every seven (7) days.
Workers eligible to earn overtime are paid 1.5 times their regular rate of pay for each hour worked beyond 48 hours in a given week.
Mandatory bonuses are not required in Nova Scotia.
Written notice of termination or payment in lieu of notice is required, the amount of which is dependent on the worker's length of service. A combination of working notice and payment in lieu of notice is permissible. Notice of termination, once given, cannot be withdrawn without the worker's consent. The minimum statutory notice periods are:
1 week for 3 months but less than 2 years of service
2 weeks for 2 years but less than 5 years of service
4 weeks for 5 years but less than 10 years of service and
8 weeks for 10 or more years of service
To end employment for cause, proof of progressive discipline without a change in behaviour or performance must be provided.
A worker must give at least one (1) week's written notice if they have been working for at least three (3) months but less than two (2) years, and two (2) week's written notice if they have been working for two (2) or more years.
Workers with 10 or more years of service may not be terminated without good reason or just cause. To show good reason to terminate the all of the following must be shown:
1. Expectations were made clear to the worker.
2. The worker was warned to change their behavior.
3. The worker was given a reasonable chance to correct and/or change the behavior
4. The worker was warned that their behaviour could lead to termination.
If good cause is not shown, the worker may be given their job back with full pay dating back to the termination date. If the worker does not want to return to work, payment in lieu of reasonable notice of more than 8 weeks may be ordered.
Benefits such as supplemental health benefits, paid sick leave or Retirement Savings may be provided, but are not required.
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