The Saskatchewan Employment Act applies to most Saskatchewan employees and employers in the retail industry, no matter how many hours employees work. This includes full-time, part-time, temporary, seasonal, and casual employees. It also covers salaried employees and managers.
Businesses in which only family members are employed are exempt. However, if the family business hires a non-family member, employment standards would then apply to all employees, including family members. Please see Who is and is not Covered Under Saskatchewan's Employment Standards for more information.
The Saskatchewan Employment Act sets standards for the retail industry with regards to:
- Overtime;
- Payment of wages;
- Annual vacations;
- Public holidays;
- Minimum wage and reporting for duty pay;
- Leaves and absences;
- Meal breaks;
- Discharging and laying-off employees;
- Work Schedules and time away from work; and
- Absence due to sickness and injury.
For more information about the specific employment standards, please visit Employment Standards.
Special Provisions
Minimum Age of Employment
The minimum age of employment in Saskatchewan is 16 years of age. Fourteen- and 15-year-olds can work if they have both:
- The written consent of a parent or guardian; and
- A Certificate of Completion from the Young Workers Readiness Certificate Course.
Fourteen- and 15-year-olds cannot work:
- More than 16 hours a week in which school is in session;
- After 10 p.m. on an evening before a school day; and
- Before school begins on a school day.
These restrictions apply in any week in which school is in session. Hours of work restrictions does not apply during school holidays and extended breaks from schools.
Reporting for Duty Pay
Most employees get a minimum payment (minimum call-out pay) every time they are required to report for work (other than overtime). They must get a reporting for duty pay even if it turns out there is no work for them that day. Employees are to be paid for a minimum of three hours of work at the employee's hourly wage. If an employee does work but less than three hours, the employer is still required to pay the employee for a minimum of three hours of work at the employee's hourly wage.
Certain employees are to be paid for a minimum of one hour of work at the employee's hourly wage each time they're called in. For example, this one-hour rule applies to students (up to grade 12) in regular attendance during the school term. The three-hour reporting for duty pay rule applies when those student are working during breaks between school terms.
If your retail business has a restaurant, there are special provisions dealing with uniforms, transportation home and split shifts. For more information, please see Restaurant and Food Services Industry, or call 1-800-667-1783.
Breaks
Coffee and rest breaks are provided at the discretion of the employer. Where provided they must be paid.
Weekly Rest Periods
Employees in the retail trade get two consecutive days off in every seven days, one of which is a Saturday or Sunday whenever possible. In the retail trade, the two consecutive days off do not apply to:
- Businesses with less than 10 employees; or
- Employees who work less than 20 hours per week.
Employers may be able to obtain authorization to vary the requirement. Please see Permits and Variances for more information.
Payroll Deductions
Payroll deductions for voluntary employee purchases are allowed. An employee can voluntarily purchase any goods, services, or merchandise from his or her employer and the employer can deduct the amounts payable for the goods, services, or merchandise from the employee's wages.
Uniforms
If the employer requires their employees to wear uniforms, the employer is responsible for supplying, laundering, and repairing the uniform free of charge.
A "uniform" is special clothing associated with the business – such as a hat, golf shirt, or jacket with the business name or logo on it.
Ordinary clothing that an employee must wear on the job – such as a dark skirt or pants and a white shirt without the business name or logo on it – is not a "uniform" and the employer does not have to pay for it or take care of it.