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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Re-Opening Saskatchewan Step 3 FAQ for Businesses and Workers

Saskatchewan has been operating under a provincial State of Emergency and Public Health Orders since March 2020. As these are lifted July 11, 2021, the following are some frequently asked questions related to businesses, employers and organizations.

For Step 3 health guidance, refer to Living with COVID-19.


1. Testing

Can businesses/organizations implement COVID testing policies?

 The organization administering COVID testing must follow all legal requirements. Organizations should aim for voluntary participation. There may be some workplaces where mandatory participation could be appropriate.

Can businesses or other organizations (e.g., schools, event facilities, health care facilities) require proof of negative COVID tests before allowing individuals (e.g., employees or customers/patrons/guests) on their premises?

A COVID test is considered a medical procedure and the results of the test are personal health information. In the majority of instances businesses and employers cannot require personal medical information from a worker or patron in Saskatchewan without their consent.

Businesses that are considering requiring a negative COVID-19 test to enter establishments will need to consider a number of factors, including weighing whether the loss of personal privacy is outweighed by the benefit gained. Please note that businesses, organizations and employers are responsible for and must conduct their own assessments and due diligence, including seeking legal advice where required. (See Legal Disclaimer below)

Will the Saskatchewan Health Authority maintain their dedicated testing facilities long term?

The Saskatchewan Health Authority and other health sector partners will ensure ongoing access to COVID-19 testing. Testing sites and approaches may look different as a larger proportion of Saskatchewan residents become fully vaccinated. Any changes to testing approaches and locations will be widely publicly announced.

Note that staff of Saskatchewan Health Authority and Saskatchewan Cancer Agency facilities and personal care homes will maintain COVID-19 screening including testing due to their support of at-risk patients and residents. These staff should confirm their workplace testing policies and procedures with their employer.


2. Vaccination

Can employers implement mandatory vaccination policies?

Vaccination is a personal health and wellness decision. In most cases, requiring vaccination or proof of vaccination is not something that an employer can mandate.

Employers who are considering a policy requiring vaccination as a condition of employment will need to consider a number of factors, but especially whether it can be established that loss of privacy to the individual of requiring this information is outweighed by the benefit gained.

Can businesses/organizations require proof of vaccination before allowing individuals on their premises?

Vaccination records are considered private personal health information.

Businesses will need to consider privacy legislation, human rights legislation and be able to demonstrate why this measure is necessary and that the benefit outweighs the loss of privacy.

Businesses, organizations and employers are responsible for and must conduct their own assessments and due diligence, including seeking legal advice where required.

Will the Saskatchewan Heath Authority maintain their dedicated vaccination facilities long term?

Once Saskatchewan achieves a high level of second dose administration, dedicated vaccination facilities will no longer be maintained. Even though large vaccination facilities will close, COVID-19 vaccine will still be available to Saskatchewan residents in various locations, posted at COVID-19 Vaccine.

Will there be a medical accommodation in the workplace for people who are unvaccinated?

Employers must evaluate accommodation requests on a case by case basis.

Section 2-41 of The Saskatchewan Employment Act requires an employer to "modify an employee's duties or reassign the employee to other duties if: (a) the employee becomes disabled and the disability would unreasonably interfere with the performance of the employee's duties; and (b) it is reasonably practicable to do so."

In most cases, not being vaccinated would not be considered a disability.


3. Masking/Distancing

Can businesses/organizations maintain mandatory masking requirements for all individuals on their premises?

While the Government of Saskatchewan has determined that mandatory masking is no longer a requirement, each business or organization may, on an individual basis, decide whether wearing masks will serve a need for their respective staff and clients.

Business and organization mandatory mask policies are not enforceable by Public Health Inspectors or other enforcement agencies such as the police. 

Will there be a requirement for physical distancing or capacity limits as it pertains to the workplace?

The Public Health Order has been lifted and physical distancing is no longer a requirement. Maximum capacity will be determined by pre-existing occupancy limits, such as fire code.


4. Contact Tracing/Isolation

Is tracking of names/addresses still a requirement for contact tracing purposes?

The Public Health Order has been lifted and tracking of this information is no longer a requirement.

Will the Saskatchewan Health Authority continue the contact tracing process?

As with any communicable disease, SHA will continue to track positive cases of COVID-19, as well as conduct outbreak investigations and may identify close contacts.

Will self-isolation continue to be a requirement for positive cases or close contacts?

As was the case prior to the COVID-19 pandemic and consistent with measures for other communicable diseases, your local medical health officer may order self-isolation if warranted through their authority pursuant to The Public Health Act.

More information on contact tracing and self-isolation can be found at COVID-19 Case and Contact Management.


Some factors your business or organization should consider before undertaking measures that are no longer required under a public health order include, but are not limited to:

  • The responsibilities an employer has to their employees under The Saskatchewan Employment Act and The Occupational Health and Safety Regulations, 2020;
  • The responsibilities your business or organization has under The Saskatchewan Human Rights Code, 2018;
  • The responsibilities your business or organization (notably for government entity) has under the Canadian Charter of Rights and Freedoms;
  • The risk of transmission of COVID in your business or organization;
  • Whether your business or organization provide services to medically vulnerable persons;
  • Whether your business or organization is a trustee pursuant to privacy legislation such as The Health Information Protection Act and therefore subject to provisions relating to collection, use and disclosure of individuals' personal information;
  • Whether any of your employees are unionized, and if so, if there are provisions contained in the collective bargaining agreement(s) that need to be considered;
  • Whether there are provisions in any employment or contractor agreements that need to be considered.

Please note that businesses, organizations and employers are responsible for and must conduct their own assessments and due diligence, including seeking legal advice where required.

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