Effective Friday, September 17, a province-wide mandatory masking order will be implemented for all indoor public spaces. 

Renseignements en français

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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:

Renseignements en Français

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.

Absence from Work Due to Illness or Injury

If certain conditions are met, employees are protected from discriminatory action if they 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.

Paid sick leave is not provided for in The Saskatchewan Employment Act.

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1. Missing Work Due to an Illness or Injury

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:

  • if the absence does not exceed 12 days in a calendar year for an illness or injury that is not serious;
  • if the absence is due to serious illness or injury, and does not exceed 12 weeks in a period of 52 weeks; or
  • if the employee is injured and receiving benefits under The Workers' Compensation Act, and the absence does not exceed 26 weeks in a period of 52 weeks.

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.

Using Vacation as "Sick Leave"

While not specifically provided for in legislation, some employers and employees agree to use vacation and vacation pay when employees are sick. Vacation days used as “sick leave” should be clearly identified on the employee’s pay and attendance records.

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2. Missing Work Due to a Family Member's Illness or Injury

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.

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3. Duty to Accommodate Disabled Employees

An employer is required to modify an employee's duties or re-assign the employee to other duties if the employee becomes disabled. Accommodation will typically require participation by both the employer and employee.

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4. Protection to Access Federal Sickness and Caregiving Benefits

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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