Saskatchewan Employment Laws
Your guide to provincial workplace rights under the Saskatchewan Employment Act
Content last verified against official statutes: March 30, 2026
Am I Provincially Regulated?
You are covered by Saskatchewan employment law if you work for a private employer in Saskatchewan whose business does not fall under federal jurisdiction. Most workers in retail, hospitality, construction, healthcare, manufacturing, and other private sectors are covered.
Federal jurisdiction applies to interprovincial transportation, telecommunications, banking, and similar industries. If your employer falls under federal jurisdiction, see the Federal Employment Standards guide.
Key difference from federal:
Saskatchewan's Employment Act provides different overtime thresholds and protections compared to federal standards.
Overtime
In Saskatchewan, you must be paid overtime after 8 hours per day or 40 hours per week, whichever provides greater entitlement. Overtime is paid at 1.5 times your regular wage rate.
Certain positions are exempt from overtime rules, including managers, professionals, and some other roles. Your employer must clearly communicate any exemptions.
Key difference from federal:
Saskatchewan uses an 8-hour daily threshold, consistent with some provinces but different from the federal structure.
Sick Leave
Saskatchewan does not provide statutory paid sick leave. Employees have the right to unpaid sick leave, but Saskatchewan's Employment Act does not specify a minimum number of days. This is an area where collective agreements, industry practices, or individual employment contracts may provide additional protections.
Check your employment contract or collective agreement for specific sick leave entitlements. If no agreement exists, consult with an employment lawyer about your rights.
Key difference from federal:
Saskatchewan does not provide a specific number of statutory unpaid sick days, unlike many other provinces and federal standards.
Termination & Severance
Termination notice requirements depend on your length of service:
- Less than 6 months: no notice required
- 6 months to 1 year: 1 week notice
- 1-5 years: 2 weeks notice
- 5-10 years: 4 weeks notice
- 10+ years: 8 weeks notice
Severance pay is not required under Saskatchewan law. Your employer must provide written notice or pay in lieu of notice.
Key difference from federal:
Saskatchewan's termination notice thresholds start with a 6-month minimum before notice is required, differing from federal standards.
Reprisal Protection
Saskatchewan law protects you from reprisal if you file a complaint with the Labour Relations Board, refuse unsafe work, take protected leave, or participate in investigations. Your employer cannot fire, demote, or punish you for these actions.
If you believe you have faced reprisal, document all incidents and contact the Labour Relations Board immediately.
Key difference from federal:
Saskatchewan provides reprisal protections through the Labour Relations Board, with procedures specific to Saskatchewan.
Harassment
Harassment at work, including sexual harassment, discrimination based on protected grounds, and workplace violence, are prohibited under Saskatchewan's Human Rights Code.
Your employer must maintain a respectful workplace and investigate complaints promptly. Protected grounds include race, color, ancestry, place of origin, sex, sexual orientation, gender identity, marital status, family status, disability, conviction for criminal conviction unrelated to employment, and religion.
Key difference from federal:
Saskatchewan's Human Rights Code covers specific protected grounds with enforcement through the Saskatchewan Human Rights Commission.
Filing Complaints
You can file a complaint with the Saskatchewan Labour Relations Board for violations of the Employment Standards provisions of the Saskatchewan Employment Act. Complaints must generally be filed within 1 year of the violation.
For harassment or discrimination claims, file a complaint with the Saskatchewan Human Rights Commission within 12 months of the incident.
Saskatchewan Labour Relations Board: Phone: 1-306-787-2496, Website: www.slrb.sk.ca
Saskatchewan Human Rights Commission: Phone: 1-306-933-5952, Website: www.shrc.gov.sk.ca
Key difference from federal:
Saskatchewan uses separate Labour Relations Board and Human Rights Commission bodies with distinct procedures and timelines.
Key Statutes
- Saskatchewan Employment Act, SS 2013, c S-15.1 - Governs minimum wage, hours of work, overtime, statutory holidays, and termination notice
- Saskatchewan Human Rights Code - Prohibits discrimination and harassment based on protected grounds
- Occupational Health and Safety Act - Addresses workplace safety, violence, and harassment
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.
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Cite This Page
MyWorkRights.ca, "Saskatchewan Employment Laws," accessed 2026-04-01, https://myworkrights.ca/provincial/saskatchewan
Written by the MyWorkRights.ca team, based on direct experience navigating the CIRB, OPC, and CHRC complaint processes and 500+ hours of employment law research.