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:
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View the Employment Standards podcast and view the slides from the podcast for information for information about:
- Changes to public health emergency leave, temporary layoff provisions and more.
- Job protection for absence due to illness or absence while accessing federal recovery benefits.
- Leave to access a vaccination.
For questions about Employment Standards provisions, please call 1-800-667-1783.
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.
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 only applies during a public health emergency. As of July 11, 2021 the public health orders have been lifted and the public health emergency leave is no longer available.
Bill 207 – The Saskatchewan Employment Act
Employers have two weeks (14 days) once public health and emergency orders are lifted to schedule employees back to work. The exemption from providing notice or pay instead of notice for temporary layoffs also no longer applies.
Schedules are required to be provided at least one week in advance of the start of work. Employees should receive the same work schedule and hours of work arrangement as they had before the layoff.
If an employee is 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.
Refer to COVID-19 Questions and Answers: Employment Standards and Occupational Health and Safety for more information.
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.
