'This legislation strikes the right balance for both workers and employers'
More support will be available to businesses and workers in Saskatchewan at the start of 2026, according to the provincial government.
Amendments to the employment standards provisions of The Saskatchewan Employment Act will come into force on Jan. 1, 2026.
"Having effective employment legislation in place is critical for Saskatchewan's strong economy and secure future," says Deputy Premier and Labour Relations and Workplace Safety Minister Jim Reiter. "This legislation strikes the right balance for both workers and employers."
In late 2024, the government of Saskatchewan introduced amendments to the act aimed at reducing administrative burdens for employers while bolstering employee rights. In May this year, the government passed further amendments, extending leave entitlements and broadening access to protections for more workers.
The amendments coming into force on Jan. 1 include:
- allowing employers to use a calendar day rather than 24 consecutive hours for the purposes of work schedules and overtime provisions
- prohibiting employers from withholding tips from their employees
- increasing the threshold when employers are required to notify employees, the minister and the union of a group termination from 10 employees to 25 employees
- limiting when employers can request sick notes
- providing the director of employment standards with the authority to order reinstatement and compensation for lost wages in cases of discriminatory action by an employer
- extending various leave provisions.
Reactions to Saskatchewan legislation
In May, the Retail Council of Canada (RCC) welcomed the announced changes.
“Following years of advocacy, RCC celebrated the passing of the Saskatchewan Employment Amendment Act that results in a number of positive changes for members in the province,” it said.
“The province has finally agreed to use a calendar day rather than 24 consecutive hours for the purposes of work schedules, permitting greater flexibility and the ability to avoid needless overtime. Additionally, the requirement of providing two consecutive days off every week specifically targeting retail employees is being eliminated. Other changes include rules on when sick notes can be required, and alignment on special leaves with the federal government and many other provinces.”
Meanwhile, in April, the Saskatchewan Federation of Labour (SFL) responded to the proposed changes with a mixed reaction. The SFL welcomed several reforms, including:
- Explicit protection of employee tips
- Creation of end-of-pregnancy leave
- Broadened eligibility for bereavement leave
However, the SFL raised concerns over:
- The increased threshold for group termination notices
- The elimination of the two-day rest provision for retail workers
- The flexible new definition of a workday
“Likely to echo other labour organizations in their responses, the Ministerial Advisory Committee has previously been a platform for stakeholders to discuss legislative changes,” the SFL said back then. “That process was not engaged for the bill, and the SFL encourages a return to that platform for future legislative and regulatory changes.”
