Saskatchewan
Navigating the labor laws and regulations of Saskatchewan is made easy with TCWGlobal's Employer of Record (EOR) services. We manage all employment aspects, including payroll and benefits, ensuring compliance and efficiency. Our dedicated team provides support specifically designed for your business needs in Saskatchewan. Expand into the Saskatchewan market with confidence, knowing TCWGlobal is your reliable partner for employment management.
Standard probation period is 3 months. After the probation period, if a worker is let go they are owed severance.
Workers are entitled to 8 public holidays. Workers who are required to work on a statutory holiday are entitled to their wages for the day and statutory holiday pay, or a paid day off that must be taking within 3 weeks of the statutory holiday. Holiday pay is equal to 1/20th of the wages earned (excluding OT) during the 4 weeks before the holiday. Holiday pay for Workers who are paid by commission is equal to 1/60th of the wages earned during the 12 complete weeks of pay preceding the week of the holiday.
Workers accrue 2 weeks of annual (unpaid) vacation time per year of service, and 4% vacation pay, on all wages earned per year of service. After 3 years of service, they are entitled to 3 weeks of annual (unpaid) vacation time per year of service and 6% vacation pay on all wages earned.
Workers must work for 1 year before they're entitled to vacation time, unless otherwise authorized in advance by the company. If agreed in writing, companies can pay vacation in each cheque, but since it has already been paid, workers do not receive additional vacation pay while they are off work. If a worker accrues vacation pay, the worker must receive vacation pay in a lump sum before they start their vacation or at the time of the current pay period of their vacation.
The standard work week is 40 hours for most workers. This means that someone who worked 45 hours in a week did 5 hours of overtime. The standard work week is not a time limit after which someone may refuse to work.
Hourly, salary and commission paid workers are paid 1.5 times the regular rate of pay for each hour worked beyond 40 hours per week. Certain categories of workers do not qualify for overtime, including managers. Workers can ask for time off instead of overtime pay. To calculate the total number of hours of leave, each hour of overtime so converted is multiplied by one and one half.
Companies are required to provide written notice for termination or pay in lieu of notice (termination pay) when a worker is dismissed for more than 6 months. Company may choose to give a worker a combination of a working notice and termination pay. In Québec, the following minimum statutory notice periods are required: 3 months to 1 year - 1 week; 1 to 5 years - 2 weeks; 5 to 10 years - 4 weeks; 10 years or more - 8 weeks. The annual vacation period may not be included in the notice period. The worker's benefits must be maintained during the notice period. Pay in lieu of notice must be paid at the time engagement is terminated or at the worker's next scheduled pay day. A worker who resigns before the date of termination of engagement is not entitled to pay in lieu of notice for the remaining weeks of the notice period following their resignation.
The Act respecting labor standards does not establish any obligations to notice of resignation or notice of departure. Under the Code civil du Québec, a worker must give the company reasonable notice. Following a resignation, the company must give the worker all the sums they are due, such as wages, overtime pay, and vacation pay (4% or 6%).
Group termination rules apply when terminating groups of 10 or more workers. The amount of notice required is based on the number of workers who are being terminated and range between 8 to 16 weeks of notice or pay in lieu of notice. A notice of collective dismissal must be sent, where applicable, to the certified association, such as a union, that represents the workers affected by the termination. Post the notice of collective dismissal in a visible and easily accessible place in the establishment concerned. If the notice of collective dismissal is not sent in accordance with the prescribed notice period, the company may be liable for a fine of $1,500 CAD per week that will be credited to the Fonds de développement du marché du travail.
The official and common language of Québec is French. All client documents must be translated to French Canadian before being sent to a Québec Worker and will incur an additional cost to the client. Companies in Québec cannot force workers to use biometrics and if the worker doesn’t consent, alternative solutions must be made.
Companies are required to pay a contribution corresponding to the total remuneration subject to the contribution that they pay their workers in the year multiplied by the applicable contribution rate. The rate for the contribution related to labor standards is 0.06%.
Companies can provide greater benefits such as supplemental health benefits, paid sick leave, or Retirement Savings, but are not required to do so. Québec offers two universal plans to all residents which are the Hospital Insurance Plan and the Health Insurance Plan. For more information: https://www.msss.gouv.qc.ca/en/reseau/systeme-de-sante-et-de-services-sociaux-en-bref/regimes-d-assurance/
Pregnant workers are entitled to 18 consecutive weeks of maternity leave without pay. The leave may begin as of the 16th week before the expected date of delivery and end no later than 20 weeks after the week of delivery. If the leave begins at the time of delivery, the week of delivery is not included in the calculation. If the delivery occurs after the expected date, the worker is entitled to at least 2 additional weeks of leave after the delivery, even if they have already used up their 18 weeks. The employee must give their employer written notice stating the date the leave will begin and the date they expect to return to work. It must be given to their employer 3 weeks before they go on leave unless the person's health requires them to leave early. Fathers and mothers of a newborn, and parents who adopt a child are entitled to parental leave without pay of up to 65 weeks. Parental leave ends no later than 85 weeks after the birth or adoption.
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