Nunavut Labour Standards Act: Your Rights at Work
How Nunavut'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 Nunavut whose business is not federally regulated (interprovincial transportation, telecommunications, banking and similar) are covered by the Labour Standards Act, administered by the Labour Standards Compliance Office of the Department of Justice.
Overtime
Standard hours are 8 in a day and 40 in a week (Act s.4). Hours worked beyond those limits are paid at 1.5 times the regular wage (s.11). Some occupations have different rules under the regulations, and the Labour Standards Officer can approve averaging arrangements.
Key difference from federal: The Canada Labour Code uses the same 8-hour and 40-hour thresholds (s.169, s.174), so overtime works much the same way for federally regulated employees in the territory.
Sick Leave
The Labour Standards Act does not provide a statutory sick leave entitlement. Any sick leave comes from the employment contract, a collective agreement or employer policy.
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).
Termination & Severance
Act s.14.03 sets the minimum written notice of termination (or pay in lieu). No notice is required in the first 90 days of employment:
| Length of service | Minimum notice (or pay in lieu) |
|---|---|
| 90 days to less than 3 years | 2 weeks |
| 3 years to less than 4 years | 3 weeks |
| 4 years to less than 5 years | 4 weeks |
| 5 years to less than 6 years | 5 weeks |
| 6 years to less than 7 years | 6 weeks |
| 7 years to less than 8 years | 7 weeks |
| 8 years or more | 8 weeks |
Notice rises by 1 week for each year of service after the second year, to a maximum of 8 weeks. Group terminations have separate notice rules. The Act has no severance pay provision; severance beyond the statutory notice is a common-law matter. There is no statutory unjust-dismissal process.
Key difference from federal: The Canada Labour Code provides graduated notice of 2 to 8 weeks (s.230), severance pay of 2 days per completed year with a 5-day minimum (s.235), and an unjust dismissal complaint for non-managerial employees with 12 months of service (s.240).
Reprisal Protection
The Act prohibits an employer from dismissing, suspending, laying off or otherwise penalizing an employee for filing a complaint, giving evidence, taking a leave the Act provides, or asserting a right under the Act. Complaints are made to the Labour Standards Officer; decisions may be appealed to the Nunavut Labour Standards 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 Safety Act and the Occupational Health and Safety Regulations, administered by the Workers' Safety and Compensation Commission, require employers to address workplace harassment and violence. The Human Rights Act prohibits discrimination and harassment on protected grounds, which include race, colour, ancestry, ethnic origin, citizenship, place of origin, creed, religion, age, disability, sex, sexual orientation, gender identity or expression, marital status, family status, pregnancy, lawful source of income and a pardoned conviction. A notification to the Nunavut Human Rights Tribunal is filed within 2 years of the last incident (Human Rights Act s.23(1)).
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
| Issue | Where complaints are filed | Time limit |
|---|---|---|
| Unpaid wages, overtime, vacation pay, notice pay | Labour Standards Compliance Office, Department of Justice | No limitation period is stated in the Act |
| Reprisal under the Act | Labour Standards Compliance Office; Labour Standards Board on appeal | No limitation period is stated in the Act |
| Harassment or violence (health and safety) | Workers' Safety and Compensation Commission | None set by statute |
| Discrimination or harassment on a protected ground | Nunavut Human Rights Tribunal | 2 years from the last incident (Human Rights Act s.23(1)) |
- Labour Standards Compliance Office: 1-867-975-6322 or 1-877-806-8402 · nu-lsco.ca
- Nunavut Human Rights Tribunal: 1-866-413-6478 · nhrt.ca
Nunavut has a Tribunal rather than a Commission: notifications go directly to the Nunavut Human Rights Tribunal, which can hold hearings and order remedies.
Key Statutes & Sources
Official sources checked on August 30, 2026
- Labour Standards Act consolidation (nu-lsco.ca PDF) (nu-lsco.ca)
- Labour Standards Compliance Office (nu-lsco.ca)
- Nunavut Human Rights Tribunal (nhrt.ca)
- Canada Labour Code, Part III (laws-lois.justice.gc.ca)
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.
Cite This Page
MyWorkRights.ca, "Nunavut Labour Standards Act: Your Rights at Work," accessed 2026-10-01, https://myworkrights.ca/provincial/nunavut