Saskatchewan Employment Act Updates: What SMBs Need to Know

stephany520
Jun 20
2 min read

Big changes are coming to employment law in Saskatchewan—and small to mid-sized businesses (SMBs) need to get ready.

As of May 13, 2025, the Saskatchewan government has passed significant amendments to The Saskatchewan Employment Act. These changes are designed to modernize employment standards, ease administrative burdens, and improve protections for employees. Most provisions will take effect later this fiscal year.

Here’s what you need to know.

Key Changes at a Glance

Extended Leave Provisions

Sick Leave: Long-term sick leave is extended from 12 to 27 weeks, now aligning with federal Employment Insurance (EI) standards.
Interpersonal Violence Leave: A new 16-week unpaid leave option is added, in addition to the existing 10-day provision.
Bereavement & Maternity Leave: Now includes pregnancy loss (up to 20 weeks pre-due date) and bereavement leave extended up to six months after a loss.

Sick Note Reforms

Employers can request medical documentation only after 5+ consecutive workdays off or 2+ shorter absences in a 12-month period.

Tip Protection

Employers are prohibited from withholding or deducting employee tips or gratuities.

Updated Overtime Rules

Employers can now define a "day" as a calendar day or a 24-hour period—as long as it’s clearly communicated to employees.

Mass Layoff Threshold

Employers must give notice only when 25 or more employees are terminated (previous threshold was 10).

New Director Powers

The Director of Employment Standards can now order reinstatement or wage compensation in cases of discriminatory termination (subject to appeal).

More Flexibility for Employers

Updates allow:
- Cash wage payments
- Permitted payroll deductions (with employee consent)
- Modified schedules for part-time employees
- Loosened rest-day rules for retail operations

What This Means for SMBs

These amendments aim to strike a balance—giving businesses greater flexibility while reinforcing employee rights.

As a growing or agile business, this could mean:

More control over scheduling and shift planning
Better support systems for employees facing illness, trauma, or loss
Increased accountability around HR policies and documentation

Now is the time to review your internal policies, update systems, and prepare your team.

How We Can Help

We’re here to support your compliance and HR transition needs:

Policy Review & Updates: Leave, overtime, handbooks, and more
System Adjustments: Track leave, manage tips, and automate sick-note compliance
Manager Training: Ensure your leadership team is ready to communicate changes effectively
Compliance Audits: Identify and fix risk areas before enforcement begins