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

Google Translate Disclaimer

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.

General Overtime Information

An employee must be paid for each hour or part of an hour worked. Paid time at work includes time when an employee is required (scheduled) to work; permitted to work; or required to remain at the disposal of the employer. All three of these considerations go into calculating when the overtime threshold has been crossed.

Employees who are paid in some manner other than an hourly rate are still entitled to overtime. Whether the employee is paid by the day, the week, the month, or any other method (ie. flat rate, incentive-based, piece rate, salary and commission), an hourly rate must be determined.

"Permitted to Work"

An employer has permitted an employee to work if the employer:

  • knows or ought reasonably know that the employee is working; and
  • does not cause the employee to stop working.

For example, employees scheduled hours of work are from 8:00 a.m. to 5:00 p.m. each day with a one hour unpaid lunch break (eight hours). The employer knows that some of them come to work at 7:30 a.m. and start working, but does not say anything about it and allows this practice to continue. In this situation, the employer has "permitted these employees to work." The employees must be paid for the extra time.

"At the Disposal of the Employer"

"At the disposal of the employer" means any time that the employee must remain under the direction and control of the employer and be available for work, even if the employee does not actually have to work. For example, if employees are required to report for work 15 minutes before the scheduled shift starts, or if they must remain after work to complete paperwork and prepare for the next business day, the employees are at the disposal of the employer and entitled to be paid for the extra time.

Overtime Rate

Overtime must be paid at the rate of at least 1.5 times the employee's hourly wage rate. For example, the overtime rate for an employee earning $12 per hour is $18 ($12 x 1.5). Employees earn overtime by the day and week.

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