Canada - Key Saskatchewan Employment Act Changes Effective January 1, 2026
Effective January 1, 2026, the Government of Saskatchewan implemented amendments to The Saskatchewan Employment Act (SEA), introducing several changes affecting termination calculations, group terminations, employee protections, and appeals.
Clients are no longer required to include vacation pay when calculating pay in lieu of notice, which simplifies termination pay calculations and may reduce final payout amounts. The threshold for group termination notice has also increased from 10 to 25 employees within a four week period, reducing reporting requirements for smaller scale workforce reductions.
Employees who believe they were dismissed or disciplined for exercising protected employment rights, such as taking job protected leave, may now file complaints directly with the Director of Employment Standards. The Director has the authority to order remedies including reinstatement, repayment of lost wages, and corrections to employment records. Additionally, parties may now withdraw employment standards appeals at any stage, allowing for faster resolution where matters are settled or no longer require formal review.
Disclaimer: These legislative updates apply exclusively to the province of Saskatchewan and do not affect other Canadian provinces or territories. The information provided here is intended for general guidance only. The applicability of these provisions - including termination pay calculations and employee entitlements - may vary depending on the specific facts and merits of each case. We strongly recommend consulting with the Employee Relations and Transitions team, as a specialist will be able to assess your situation and provide case specific guidance on whether and how these legislative changes apply. Clients with employees based in Saskatchewan should allow Remote's Employee Relations team to conduct an individualized assessment to determine the appropriate application of the revised legislation.
