Effective July 11, 2021, Saskatchewan entered Step Three of the Re-Opening Roadmap and the public health order relative to COVID-19 was lifted. All restrictions related to the public health order were removed as of that date.
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A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:
Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.
Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).
Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.
If certain conditions are met, The Saskatchewan Employment Act provides protection against discriminatory action to employees who are absent from work due to their own illness or injury or because of the illness or injury of a family member.
Discriminatory action includes any adverse action taken by the employer that affects their employment. This includes termination, layoff, discipline, changes of hours of work, intimidation, reduction in wages, loss of opportunity for promotion, demotion and transfer.
Employers may not discharge or discipline employees who have worked for them for more than 13 consecutive weeks because of absence due to the illness or injury of the employee:
The employer may require a medical note to verify the absence. Employment standards do not require employers to pay employees who are away sick. However, employers and employees may agree to paid sick leave.
If the employee's absence due to the illness or injury is the result of a public health emergency, the employee doesn't require 13 weeks of employment or needs to provide a medical note.
Vacation pay can be used as sick leave only by mutual agreement between an employer and employee. Vacation days used as sick leave should be clearly identified on the employee's pay stub.
Employees may also be entitled to job protection while they are absent from work due to the serious illness or injury of a member of the employee's immediate family who is dependent on the employee. An employer may request that the employee provide a doctor's certificate certifying that the family member was ill or injured.
An employer is required to modify an employee's duties or re-assign the employee to other duties if the employee become disabled. Accommodation will typically require participation by both the employer and employee.
Employees are protected from discriminatory action by their employer if they are away from work to access the Canada Recovery Sickness Benefit or the Canada Recovery Caregiving Benefit. Information about the federal programs can be found on the Government of Canada website.
Employees are not required to provide proof they have applied for the federal benefit or a medical note.
Employees are required to provide as much notice as possible of their absence and return to work.
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