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Watch this webinar and download the PowerPoint for information about employment standards and occupational health and safety legislation related to COVID-19. Topics include leaves, job protection, and regulations about proof of vaccines or negative test results in the workplace.
Information to help businesses manage staffing and leave due to COVID-19.
Provides services for employers, including customized assistance to attract, develop and retain employees, including assistance for employers to navigate through Government of Saskatchewan and Government of Canada programs and services.
SaskJobs – Employer Services
Email: employerservices@gov.sk.ca
Phone: 306-787-7428
Federal Government's Work-Sharing (WS) temporary special measures, implemented to support employers and workers affected by COVID-19:
The Public Health Emergency Leave provision applies to employees who need to be away from work in order to self-isolate as required by a public health order. It also applies to employees who need to be away from work to care for a member of their immediate family who are affected by an order to self-isolate.
During a public health emergency, employees are entitled to leave for the length of time they are ordered by their employer, government, their doctor or the chief medical health officer to remain away from work.
Employees are entitled to their regular wages if their employer authorizes them to work from home during the period as set out by order of the chief medical health officer or government.
Employees do not have to work for an employer for a minimum amount of time or require a medical note to access this leave if eligible.
While notice to the employer is not required to take public health emergency leave, employees are encouraged to always be in contact with their employer regarding their leave.
Bill 207 – The Saskatchewan Employment Act
Once public health and emergency orders were lifted on July 11, employers had two weeks (14 days) to schedule employees back to work. The exemption from providing notice or pay instead of notice for temporary layoffs no longer applies.
Schedules were required to be provided at least one week in advance of the start of work. Employees were to receive the same work schedule and hours of work arrangement as they had before the layoff.
If an employee was not scheduled to return to work after the 14-day period, they are entitled to pay instead of notice based on their years of employment. This must be calculated based on wages earned previous to the date the employee was laid off.
If an employee is scheduled but does not return to the workplace, they are considered as having resigned their position and would not be entitled to pay instead of notice.
For more information about EI options available for employees, visit:
Or, contact the Government of Canada:
Employer Contact Centre
Toll-free: 1-800-367-5693
TTY: 1-855-881-9874
Sickness Benefits: sick and/or quarantined with COVID-19
1-833-381-2725 (toll-free)
Guidance for employers of Temporary Foreign Workers regarding COVID-19:
