Share on LinkedInShare on LinkedIn

ARTICLE · 10 NOVEMBER 2014

The Saskatchewan Employment Act: The Act Proclaimed

McKercher LLP
Explore more from McKercher LLP

The legislation subsumes a number of statutes, including The Labour Standards Act, The Trade Union Act, and The Occupational Health and Safety Act.

CanadaEmployment and HR
McKercher LLP
McKercher LLP
Robert J. Affleck
Robert J. Affleck
Author LinkedIn connections

The Saskatchewan Employment Act was proclaimed into law today (Tuesday, April 29th, 2014). The legislation subsumes a number of statutes, including The Labour Standards Act, The Trade Union Act, and The Occupational Health and Safety Act. The legislation provides much needed modernization and balance in the areas of labour standards and labour relations. The regulations that the government has established to accompany the new legislation also build on the reform.

The proclamation of the Act ushers in a number of changes, but here are a few key points:

Employment Standards:

Leave Provisions

  • Lowered qualification threshold for maternity, parental and adoption leave from 20 weeks to 13 weeks.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP