Understanding Saskatchewan Employment Standards
Do these questions sound familiar? We can help you!
What is the minimum wage in Saskatchewan?
What days are considered a Stat holiday in Saskatchewan?
When must I pay overtime?
Can an employee request to bank overtime?
May I employ someone under the age of 16?
What steps am I required to take to terminate the employment of my employee?
Are you a new business owner?
The first step is to find out if you are provincially or federally regulated. Most Saskatchewan businesses will be provincially regulated, but if you are in the transportation, airline, pipeline, or another federally regulated business you may be federally regulated. HRSDC has a list of all federally regulated businesses and you can also access pamphlets covering Federal Labour Code requirements.
Where can I find out more specific details about Saskatchewan Employment Standards?
You can access information on the Saskatchewan Employment Standards website on common areas of questions and you can always call CFIB Business Resources at 888-234-2232 at any time when you have a question. Our Business Counsellors would be pleased to help you navigate the Regulations. Saskatchewan Ministry of Labour Standards & Workplace Safety provides a guide for employers that you can also access.
As of October 1, 2017, the minimum wage in Saskatchewan is $10.96 per hour. For more information the Province provides information on the Saskatchewan Employment Standards website which contains information on minimum call out pay.
There are 10 General Public Holidays listed in the Employment Standards Code; they are: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Saskatchewan Day, Labour Day, Thanksgiving Day, Remembrance Day and Christmas Day. For most employees, these are days with pay. Special wage rates apply for employees who work on public holidays. Some industries and types of employees are covered by special public holiday rules. Please see Public Holiday Pay for more information.
Any hours over 8 in a day and any hours over 40 in a week must be treated as overtime and must be paid at time and a half in most workplaces. For example, if you have a part time employee who worked 10 hours one day and only 22 in that week, you would be required to pay them 2 hours of overtime and 20 hours of regular pay for that week. As another example, if you had a full time employee who worked 8 hours each of Monday to Friday and then worked 4 hours on Saturday, you would be required to pay 4 hours of overtime as their week exceeded 40 hours that week, although no day exceeded 8 hours. Remember, you may choose business policies that exceed employment standards, just apply them consistently among all your employees.
Yes! All employees can request an overtime bank, including those working fewer than 30 hours per week. For every hour of overtime worked, 1.5 hours must be banked. For more details on the rules about overtime banks check out the Saskatchewan Employment Standards website.
In Saskatchewan, the minimum age of employment is 16 years of age. Fourteen and 15 year olds can work if they have both:
- the written permission of one of their parents or guardians; and
- a Certificate of Completion from the Young Worker Readiness Certificate Course.
14- and 15-year-olds cannot work:
- more than 16 hours in a week in which school is in session;
- after 10:00 p.m. on a day preceding a school day; and
- before classes begin on a school day.
These restrictions apply in any week where there is a school day. Hours of work restrictions do not apply during school holidays and extended breaks from school. During holidays, fourteen and 15 year olds can work the same hours as other employees.
A decision to let an employee go can have legal implications for your business. CFIB recommends that you get legal advice prior to terminating the employment of one of your staff. There are risks to your business beyond receiving an employment standards complaint and investigation. With that said, the minimum you must do according to Saskatchewan Employment Standards are as follows:
You must supply written working notice or written payment in lieu of notice according to the following chart of length of employment: