On December 4, 2024, the Government of Saskatchewan introduced Bill 5 amending the Saskatchewan Employment Act to implement significant changes impacting employment standards.
The amendments introduced include the following:
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Work Schedule and Overtime Provisions: Employers may now define a workday using a calendar day rather than 24 consecutive hours for scheduling and overtime purposes.
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Prohibition on Withholding Tips: Employers are explicitly prohibited from withholding employees' tips.
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Group Termination Notification Threshold: The threshold for notifying employees, the minister, and unions of a group termination has been increased from 10 employees to 25 employees.
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Restrictions on Sick Notes: Employers face limitations on when they can request sick notes from employees.
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Discriminatory Action Remedies: The Director of Employment Standards is granted the authority to order employee reinstatement or compensation for lost wages in cases of employer discrimination.
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Extended Leave Provisions: Enhanced leave entitlements are introduced, covering sick leave, maternity leave, interpersonal violence leave, and bereavement leave.
If the amendments pass, employers should:
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Review all employment policies and procedures to ensure alignment with the amended legislation.
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Notify employees of the changes and provide them with updated documentation, such as revised employment contracts or employee handbooks.
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Regularly train management and HR personnel on legislative updates to minimize risks associated with non-compliance.
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Maintain records of policies, communications, and employment actions to demonstrate compliance if disputes arise.
The institute will notify its members once the amendments take effect.