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Provincial Laws›Nova Scotia Labour Standards Code

Nova Scotia Labour Standards Code: Your Rights at Work

How Nova Scotia's labour standards differ from the federal Canada Labour Code

Content last verified against official statutes: August 30, 2026

Am I Provincially Regulated?

Employees of private employers in Nova Scotia whose business is not federally regulated (interprovincial transportation, telecommunications, banking and similar) are covered by the Labour Standards Code, administered by the Labour Standards Division.

Overtime

Overtime at 1.5 times the regular wage applies to hours worked beyond 48 in a week (Code s.40). Some sectors have different rules under the regulations, and managers and certain professionals are excluded.

Key difference from federal: The Canada Labour Code pays overtime after 8 hours in a day or 40 in a week (s.169, s.174). Nova Scotia's 48-hour threshold means up to 8 more hours a week before overtime applies.

Sick Leave

Since January 1, 2025, the Code provides up to 5 days of unpaid sick leave per year for the employee's own illness or injury, plus up to 3 unpaid days for the illness of a family member or medical appointments (s.60G). There is no length-of-service requirement. A separate unpaid serious-illness leave of up to 27 weeks is available after 3 months of employment.

Key difference from federal: Federally regulated employees earn up to 10 paid medical-leave days per year (3 after 30 days, then 1 per month) and up to 27 weeks of unpaid medical leave (CLC s.239). Nova Scotia's days are unpaid.

Termination & Severance

Code s.72 sets the minimum notice of termination (or pay in lieu). No notice is required in the first 3 months of employment:

Length of serviceMinimum notice (or pay in lieu)
3 months to less than 2 years1 week
2 years to less than 5 years2 weeks
5 years to less than 10 years4 weeks
10 years or more8 weeks

Nova Scotia is one of the few provinces with a statutory just-cause protection: an employee with 10 or more years of service may not be discharged or suspended without just cause (Code s.71), and the Labour Standards Division can order reinstatement or compensation. There is no statutory severance pay beyond notice.

Key difference from federal: The federal unjust dismissal remedy (CLC s.240) applies after 12 months of service rather than 10 years. The CLC also provides graduated notice of 2 to 8 weeks (s.230) and severance pay (s.235).

Reprisal Protection

The Code prohibits an employer from discharging, suspending or otherwise penalizing an employee for filing a complaint, giving information to a Labour Standards officer, or taking a leave the Code provides. Complaints are filed with the Labour Standards Division; decisions can be appealed to the Nova Scotia Labour Board.

Key difference from federal: Under CLC s.246.1(4) a federal reprisal complaint is itself evidence of reprisal and the burden of proof shifts to the party denying it.

Harassment

The Occupational Health and Safety Act and the Workplace Violence Regulations require employers to assess and address workplace violence and harassment. The Human Rights Act prohibits discrimination and harassment on protected grounds, which include age, race, colour, religion, creed, sex, sexual orientation, gender identity, gender expression, physical or mental disability, ethnic, national or aboriginal origin, family and marital status, source of income, irrational fear of contracting an illness, political belief and association. A complaint to the Nova Scotia Human Rights Commission is filed within 12 months of the action (Act s.29).

Key difference from federal: Federally regulated workplaces follow SOR/2020-130; discrimination complaints go to the Canadian Human Rights Commission within 12 months.

Filing Complaints

IssueWhere complaints are filedTime limit
Unpaid wages, overtime, vacation pay, notice pay, just-cause discharge (10+ years)Labour Standards Division6 months from the violation
Reprisal under the CodeLabour Standards Division (appeals to the Labour Board)6 months
Violence or harassment (health and safety)Occupational Health and Safety DivisionNone set by statute
Discrimination or harassment on a protected groundNova Scotia Human Rights Commission12 months from the action

Key Statutes & Sources

Labour Standards Code, R.S.N.S. 1989, c. 246Overtime (s.40), sick leave (s.60G), just cause after 10 years (s.71), notice (s.72)
Human Rights Act, R.S.N.S. 1989, c. 214Protected grounds; complaint within 12 months (s.29)
Occupational Health and Safety Act, S.N.S. 1996, c. 7Workplace violence and harassment duties

Official sources checked on August 30, 2026

When Should You Contact a Lawyer?

This platform is designed to help you build your case independently — collecting evidence, documenting incidents, writing complaints in compliance language, and navigating the internal HR process. Many employees can handle these steps without a lawyer.

The most effective time to engage a lawyer is after you have completed the internal process and your employer has failed to resolve your complaint. At that point, a lawyer can review your complete file — your timeline, evidence, complaint, and the employer's response — and provide strategic advice before you file with an external body such as the CIRB, CHRC, or OPC.

By doing the groundwork yourself, your consultation becomes a focused strategic review rather than a costly fact-gathering session. This approach has been validated by employment lawyers who reviewed files prepared using this methodology and found the documentation thorough with nothing to add.

Read our full guide: Working with a Lawyer →

Cite This Page

MyWorkRights.ca, "Nova Scotia Labour Standards Code: Your Rights at Work," accessed 2026-10-01, https://myworkrights.ca/provincial/nova-scotia

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