Understanding Saskatchewan's Health and Safety Requirements | CFIB

In Saskatchewan (SK), the Ministry of Labour Relations and Workplace Safety oversees Occupational Health and Safety (OHS) and enforces the Saskatchewan Employment Act and the Occupational Health and Safety Regulations. 

A worker is anyone on the payroll who is expected to stay regularly employed.

Employer’s duties under OHS 

To successfully manage safety and health in your workplace, you should first understand that as a business owner, you have obligations under the law. You must: 

• Ensure the health, safety and welfare of all workers
• Consult with the health and safety committee/health and safety representative when resolving health and safety concerns at work
• Attempt to resolve health and safety concerns in a timely manner
• Ensure, as far as reasonably practicable, that workers are not exposed to harassment
• Ensure, as far as reasonably practicable, that workers are not exposed to violence
• Ensure workers receive the necessary training to protect their health and safety
• Ensure all work is competently supervised
• Keep, and keep easily available, written records of meetings with the health and safety representative (when applicable)
• Ensure workers’ actions do not negatively impact the health and safety of other workers or persons in the workplace. 

OHS Policy
OHS Program
Committees & Representatives
Posters, Signage, Printable
Violence, Harassment & Bullying
Orientation & Training
Young Workers
Working Alone
Accessibility
First Aid
Emergencies, Hazards & Communicable Disease
GHS (WHMIS)
Return to Work

OHS POLICY 

An Occupational Health and Safety Policy is a required part of the health & safety program. A health & safety program is required by employers in moderate to high hazard industries with 10 or more workers.    

Even if you are not required to have a health and safety program your business would benefit from having a health and safety policy.   
 
The policy should be:  

• Created in consultation with the Joint Health and Safety Committee, representative, or workers.  
• Written and signed by senior management or the business owner. 
• Posted in a prominent location in the workplace.  

You are required to review the OHS policy whenever job functions and business activities change. Keep your policy current by reviewing at least annually.     

More information can be found at WorkSafeSK.  

CFIB members can access a template Health and Safety policy in the Member Portal.  

OHS PROGRAM 

An Occupational Health and Safety (OHS) Program is required in Saskatchewan when you are an employer in a moderate to high-hazard industry with 10 or more workers.   

Affected workplaces are listed in the Appendix of Saskatchewan’s Elements of an occupational health and safety program guide.   

An OHS program must:  

• Be workplace-specific 
• Have commitment from the employer and senior management 
• Have input from the workers 
• Assign clear responsibilities and accountabilities 
• Have an evaluation mechanism 
• Be available and effectively communicated to staff.  

The requirements of an OHS program are available in the Elements of an occupational health and safety program guide.  

COMMITTEES & REPRESENTATIVES 

Health and Safety Representative
In Saskatchewan, a Worker Health and Safety (WHS) Representative is required when a business regularly has 5-19 workers who are engaged in activities that are considered highly hazardous by the regulations.     

Each workplace should:  

• Post the name of the representative in a prominent location 
• Ensure the representative is not connected with management 
• Ensure the representative is chosen by the workers or union  

The representative is responsible for:  

• Any function that an Occupational Health Committee may typically do 
• Participating in regular inspections and investigating incidents
• Making recommendations to the employer to address health and safety issues
• Encouraging workers to report hazards and concerns to their supervisor
• Keeping records of any meetings between the representative and employers regarding safety 

Under the regulations, OHS representatives are required to attend training and seminars about health and safety. Time spent at training courses must be treated as paid work time. The training must be conducted by WorkSafe Saskatchewan or by an approved instructor.   
 
Please visit WorkSafe Saskatchewan for information on the available training courses.    

More information about OHS representatives can be found on Saskatchewan’s Occupational Health and Safety Representatives page.  

Joint Health and Safety Committee
In Saskatchewan you are required to establish an Occupational Health Committee (OHC) when you have 10 or more regularly employed workers in your workplace.    

The committee needs to:  

• Have between two and twelve members 
• Have at least half of the members be elected by the workers and union
• Have the other half selected by the employer 
• Have two co-chairs – one to represent the management and one to represent the workers 
• Have a quorum at every meeting
• Committee members are elected for a three-year term 
• Be paid and given time away from regular duties to fulfill the role of the committee  

The OHC is required to:  

• Establish health and safety program s, policies, and training
• Hold regular meetings  
• Record the minutes of every meeting, sign by co-chairs and post in a conspicuous location 
• Keep the minutes on file at the workplace  
• Participate in regular inspections and investigations of incidents 
• Make recommendations to the employer for improvements on health and safety issues 
• Encourage workers to first report hazards and concerns to their supervisor  

Employers must ensure committee co-chairs are trained in the duties and functions of an OHC member. Committee members may take five days of education leave each year for occupational health and safety training. Time spent at training courses must be treated as paid work time.  

Please visit WorkSafe Saskatchewan for information on the available training courses.  

More information on OHS Committees can be found on Saskatchewan’s Occupational Health Committees page. 

POSTERS, SIGNAGE, PRINTABLES 

As an employer, you play an important role in preventing workplace injuries and promoting a safe and healthy workplace. In fact, under the Occupational Health and Safety Act (OHSA), you have a legal obligation to properly inform, instruct and supervise your employees and to do everything you reasonably can to protect them. 

Requirements that apply to workplaces of all sizes include:
 
Post the Act & Regulations 
All staff must have access to a copy of The Saskatchewan Employment Act and The Occupational Health and Safety Regulations - both can be purchased and/or downloaded.

Under the Employment Standards Act, employers must post: 

• Notice of the changes to work schedules
• Notice of the written authorization regarding overtime
• Notice of cancellations of the authorization regarding overtime  
• The Employment Standards Act & all its regulations under the Act 

Under the Health and Safety Regulations, employers must post:  

• The names of the Occupational Health and Safety Committee members or the health and safety representative
• A copy of the OHS Act and all regulations that apply to the workplace
• A copy of the Harassment Policy
• All OHS committee meeting minutes
• No Smoking sings in every enclosed place of employment
• A fire safety plan  
• Occupational related injuries and illness statistics for the place of employment
• Any compliance undertaking notice of contravention and remedies towards contravention 

VIOLENCE, HARASSMENT & BULLYING 

The Saskatchewan Employment Act requires all workplaces to have written policies and procedures to prevent and address violence, bullying, and harassment. 
 
Every workplace in Saskatchewan must have a written violence policy statement and prevention plan (PSPP) in place. 

Employers must develop the PSPP in consultation with the occupational health committee, occupational health and safety representative, or where there is no committee or representative, the workers.  

It must: 

• Include a statement of employer commitment.
• Identify the work sites and jobs where there is a risk of violence.
• Identify the measures to minimize and eliminate the risk(s), including practices, precautions, policies, and physical controls.
• Include an employee training plan.
• Include a statement that a worker will not lose pay or other benefits if they seek medical treatment or counselling after a violent incident.
• Include a statement that employer and employee forms will be submitted to WCB if a worker sustains an injury or seeks medical treatment or counselling after a violent incident. 

This policy must be reviewed every three years and workers must always have free/easy access to it.  
 
Bullying and Harassment Prevention 

The Saskatchewan Employment Act requires all employers to have a written harassment policy and investigate all incidents of harassment. The policy and process are developed in consultation with the occupational health committee, safety representative, or where there is no committee or representative, the workers.  
 
A harassment prevention policy must include:  

• a definition of harassment from the Act.
• a statement that every worker is entitled to a harassment-free workplace.
• a commitment that the employer will make every reasonable effort to ensure no worker is subjected to harassment.
• a commitment to take corrective action with a worker who causes harassment in the workplace.
• a process on how complaints can be brought to the attention of the employer.
• a statement of confidentiality.
• a reference to the harassment provisions of the Act and the worker’s right to request the assistance of an OHS officer to resolve the complaint after the process is completed if a worker feels the complaint was not appropriately handled (see section 3-32 of the Act);
• a reference to the discriminatory provisions of The Saskatchewan Human Rights Code 2018 or on physical size or weight and the worker’s right to file a complaint with the Saskatchewan Human Rights Commission.
• a process on how the complainant and alleged harasser will be informed of the results of the investigation.
• a statement that the employer’s harassment policy is not intended to discourage or prevent the complainant from exercising any other legal rights 

CFIB members can download an Anti-bullying, Anti-violence and Anti-harassment policy template from the Member Portal. Because of the specificity required by the province, we recommend using one of the two detailed sample policies in the Appendix A of the Harassment Prevention Guide to ensure your policy meets the requirements as per the province.   

For more information, please see Preventing Violence in Saskatchewan Workplaces, Bullying and Harassment in the Workplace, Harassment in the Workplace Scenario Videos.  

ORIENTATION & TRAINING 

There is no specific health and safety training required by all workers in Saskatchewan. Training is based on a worker’s role and is determined by the workplace. An employer is responsible to make sure workers have the information, training, certification, supervision, and experience to do their jobs safely.    

WorkSafe Saskatchewan hosts a series of occupational health and safety classroom and online training sessions. To see what courses are available and to register, please visit WorkSafe Saskatchewan.   

BUT employers must ensure Committee Co-Chairs are trained in the duties and functions of an Occupational Health and Safety member. Committee members may take five days of education leave each year for occupational health and safety training. Time spent at training courses must be treated as paid work time.    

Under the regulations, Occupational Health and Safety Representatives are required to attend training and seminars about Health and Safety. Time spent at training courses must be treated as paid work time. The training must be conducted by WorkSafe Saskatchewan or by an approved instructor.    

Please visit WorkSafe Saskatchewan for information on the available training courses. 

YOUNG WORKERS 

Young workers are defined as workers under 25 years of age.   

There are specific employment rules for young workers. Workers aged 14 and 15 must complete the Young Worker Readiness Certificate Course and receive a certificate of completion. Employers are required to keep a copy of the certificate, along with proof of age and written consent from a parent or guardian on file. There are restrictions on when and where workers under 18 can work. More information can be found on the government website. 

WORKING ALONE 

If working alone is necessary, use a buddy system to check in with the worker whenever possible. 
 
The employer should identify risks to the worker when working alone and develop a safe work procedure in consultation with the health and safety representative or committee. The employer must set up a communication system, using a reliable communication device, to monitor the worker's safety. The employer must determine how frequently the worker should be monitored based on the risks involved. 

Emergency situations should be considered when identifying risks to the worker and the control measures that should be in place. 

It is the responsibility of the employer to provide information, instruction, training, and equipment/supplies to ensure, as far as is reasonably practicable, the safety, health and welfare of the worker. The safe work procedure should be reviewed at least annually, and more often if there is a change in working conditions, or the procedures are not effective. 

ACCESSIBILITY  

There is currently no specific accessibility legislation aimed at businesses in Saskatchewan; however, there are things that can be done to make your business more accessible.

Recommended steps for small businesses:

• Review your premises for physical barriers (entrances, washrooms, aisles).
• Train staff on accessible customer service.
• Develop a process for accommodating employees and customers with disabilities.

FIRST AID 

First aid requirements are typically made up of 3 parts:  

• First aid kits and supplies 
• First aid trained providers 
• Other employer responsibilities  

First aid kits  
Saskatchewan requires all workplaces to follow the CSA Z1220-17 standard for first aid kits. CSA Z1220-17 “First aid kits for the workplace” sets out the type, size (including a contents list) and number of first aid kits required, based on various factors of the workplace. The definition of a workplace includes a vehicle, boat or aircraft used by an employer to transport one or more workers.  

There are 3 types of kits:  

• Personal first aid kits are for workers who work alone, in isolation, or who do not otherwise have readily available access to a workplace first aid kit. 
• Basic first aid kits are more common and are suitable for most workplaces with a low-moderate risk work environment. 
• Intermediate first aid kits are suitable for workplaces with a higher risk work environment.  

First aid providers  
The number of first aid trained providers depends on the number of workers during the shift, the type of work you do and the travel time to emergency services.   

Saskatchewan offers a Class A first aid attendant (18 hours of first aid and CPR training) and a Class B attendant (68 hours of first aid and CPR training). Refer to Table 2 and Table 3 (page 255) of the Occupational Health and Safety Regulations for a list of training requirements.  
There are many agencies that provide training throughout the province. It is an employer’s responsibility to ensure that your training meets the standard required by the law.   

Other employer responsibilities - employers must:  

• Do a first aid kit risk assessment to determine the appropriate classification of the workplace.  
• Provide transportation for injured workers if there is no available ambulance within 30 min of the worksite. 
• Ensure communication equipment is provided to allow workers to call for transportation if required.  
• Provide a first aid room if there are more than 100 workers at an isolated place of employment.  

More information is provided in the First Aid in Saskatchewan Workplaces Guide.    

EMERGENCIES, HAZARDS & COMMUNICABLE DISEASE 

Emergency response is the plan, resources, and responsibilities required to deal with a sudden or unexpected situation that requires immediate attention.  

Emergency response is a key component of a workplace health and safety system. By identifying potential emergency situations and providing procedures and resources to control them, the workplace can minimize the impact of an emergency and the associated costs (both human and financial).  

Emergency plans must be in place to address the safety hazards and potential emergency situations for the employer’s operations and location. At a minimum, per legislation, the plans would include policy and procedures regarding fires, first aid, rescue, and chemical accumulations, spills, and leaks.  
 
Examples of other types of emergencies include violence, severe weather, pandemics, etc.  

The occupational health committee/representative should be consulted when developing, reviewing, and revising emergency response plans.  

An employer should: 

• Identify potential emergencies.
• Develop emergency response plans for each potential emergency. The plan should describe the necessary steps and who is responsible for each one.
• Provide applicable resources to address emergencies, such as fire extinguishers, first aid supplies, first aid personnel, eye wash stations; and ensure they are maintained in good working condition.
• Provide training and ensure employees know their roles in the emergency response plans.
• Post evacuation plans in highly visible places.
• Take all reasonable, practicable steps to prevent the outbreak of fire.
• Test the plans by conducting drills. At a minimum, conduct fire drills at least annually.
• Evaluate drills/emergencies and correct deficiencies. 

• Sounding the alarm
• Directing emergency response efforts
• Evacuation/shelter in place (including muster points)
• Accessing external resources or initiating rescue operations
• Attending to casualties
• Identifying quantities, locations, and storage methods of all flammable substances 

For more information, tools, and resources see Worksafe Saskatchewan.  

We have information on our website regarding flood mitigation and the benefits of having a storm day policy, as well as guidelines for building an emergency response plan. 

GHS (WHMIS) 

WHMIS (Workplace Hazardous Materials Information System) and GHS (Globally Harmonized System) are world-wide systems providing information on hazardous materials used in the workplace. Employees need to know how to work safely, but that doesn’t necessarily mean you need to implement costly training programs. 

You can find information on our website and the Canadian Centre for Occupational Health and Safety website.  

RETURN TO WORK  

Return to work is a standardized process for when an injured employee is ready to reintegrate back into the workplace. Returning to work is an essential part of the recovery process and can also help limit the impact a workers’ compensation claim has on your business if the injury is received at work. 

It is best practice to have a Return-to-Work Policy that clearly lays out the rights and responsibilities of both the employer and employee when injury occurs. 

CFIB Article: Return to Work: Be prepared. Save your business

Information and resources are also available on the WorkSafe Saskatchewan website.