Saskatchewan: the official figures for 2026
These are all the figures of jurisdictions.saskatchewan in the data file: 10 loose figures and six tables with 22 rows, each with the statute it comes from, when it took effect and how far it has been verified.
Updated · Figures verified against the statutes of each jurisdiction · see all figures and their sources · what's new
It is one of the 14 pages of the Jurisdictions block, inside official figures. The raw data is in legal-data-2026.json.
What this block holds
Saskatchewan keeps its employment standards in Part II of The Saskatchewan Employment Act, S.S. 2013, c. S-15.1. The figures here come from that Act and The Employment Standards Regulations, 2025: the 13-week qualifying period and notice ladder in section 2-60, the layoff definition in section 2-1, the notice you owe if you quit under section 2-63, group termination, vacation under section 2-24, the ten public holidays, final pay under section 2-33 and the claim deadline in section 2-89. There is no separate severance pay.
Vacation pay tracks vacation weeks: 5.77% of wages with three weeks, and 7.69% with four weeks from ten years of service. The group termination threshold also rose from 10 to 25 employees when the 2025 amendments and the new regulations came into force on January 1, 2026, the only Validity date in the table.
A break shorter than six consecutive work days is not a layoff at all. A longer one needs written notice, or pay in lieu of notice, on the same scale as a dismissal, and it never becomes a termination just because it runs long. Apart from the group change, nothing here moves with the calendar; the values sit in the statute and its regulations until those are amended.
How to read the table
Figure names the rule and often explains it, Value gives the number, Source points to the section, Validity dates a change where there was one, and Status says how far it was checked. The complaint deadline deserves a close read: 12 months under s. 2-89, counted from the day your final pay was due, with recovery limited to wages that became payable in your last 12 months of employment. A late claim can shrink as well as expire. The row is Verified, meaning read in the statute. Secondary source would tag a figure the site derived itself, and Not yet verified one that no other page relies on.
These are the settings of the rules, not your total. Your service, wages and contract decide the dollar amount.
Where the site uses these figures
The Saskatchewan guide to notice and pay in lieu and the notice and vacation pay calculator use this table, and the EI page for Saskatchewan explains the claim side. The vacation percentages are put to work in vacation pay on the last cheque, the 14-day rule in final pay deadlines by province, and the new group threshold in group terminations explained.
Status: Verified = read in the primary source; Secondary source = worked out by us from official figures, arithmetic shown; Not yet verified = not confirmed in the primary source, and so not published as a firm figure on any other page. The detail is in rule three of the methodology.
Saskatchewan jurisdictions.saskatchewan
| Figure | Value | Source | Validity | Status |
|---|---|---|---|---|
A period of employment counts as continuous unless it is broken by more than 14 consecutive days; vacation and any leave do not break it.saskatchewan.notice.qualifying_service | more than 13 weeks | The Saskatchewan Employment Act, s. 2-60 — Notice required | — | Verified Reviewed 2026-09-05 |
Saskatchewan · notice · employee notice · first band fromsaskatchewan.notice.employee_notice.first_band_from | 13 weeks | The Saskatchewan Employment Act, s. 2-63 — Employee notice re termination | — | Verified Reviewed 2026-10-19 |
The Act counts six consecutive work days, not calendar days. A shorter break is not a layoff at all, so no notice is owed for it.saskatchewan.notice.temporary_layoff_minimum | 6 days | The Saskatchewan Employment Act, s. 2-1 — Interpretation of Part II (layoff, wages, pay instead of notice) | — | Verified Reviewed 2026-09-05 |
Saskatchewan has no separate statutory severance pay.saskatchewan.severance.exists | No | The Saskatchewan Employment Act, S.S. 2013, c. S-15.1 | — | Verified Reviewed 2026-09-05 |
The threshold rose from 10 to 25 employees when the 2025 amendments and the Employment Standards Regulations, 2025 came into force on January 1, 2026.saskatchewan.group_termination.threshold | 25 employees | The Saskatchewan Employment Act, s. 2-62 — Notice of group termination | From 2026-01-01 | Verified Reviewed 2026-09-05 |
Saskatchewan · group termination · windowsaskatchewan.group_termination.window | 4 weeks | The Saskatchewan Employment Act, s. 2-62 — Notice of group termination | — | Verified Reviewed 2026-09-05 |
Saskatchewan calls them public holidays and has ten. Only British Columbia, Yukon, the Northwest Territories and Nunavut name more, with eleven each.saskatchewan.holidays.count | 10 | The Saskatchewan Employment Act, s. 2-30 — Public holidays | — | Verified Reviewed 2026-09-05 |
Saskatchewan · final pay · days after terminationsaskatchewan.final_pay.days_after_termination | 14 days | The Saskatchewan Employment Act, s. 2-33 — Paydays | — | Verified Reviewed 2026-09-05 |
Saskatchewan uses the same 14 days whether you were dismissed or you resigned.saskatchewan.final_pay.days_after_quit | 14 days | The Saskatchewan Employment Act, s. 2-33 — Paydays | — | Verified Reviewed 2026-09-05 |
Twelve months from the day your final pay was due. Recovery is also capped at wages that became payable in your last 12 months of employment, so waiting costs you money as well as time.saskatchewan.complaint.deadline | 12 months | The Saskatchewan Employment Act, s. 2-89 — Time limits for claims to the director of employment standards | — | Verified Reviewed 2026-09-05 |
| Service from years | Service to years | Weeks |
|---|---|---|
| 0.25 years | 1 year | 1 week |
| 1 year | 3 years | 2 weeks |
| 3 years | 5 years | 4 weeks |
| 5 years | 10 years | 6 weeks |
| 10 years | — | 8 weeks |
Source: The Saskatchewan Employment Act, s. 2-60 — Notice required. Reviewed on September 5, 2026.
| Service from years | Service to years | Weeks |
|---|---|---|
| 0.25 years | — | 2 weeks |
Source: The Saskatchewan Employment Act, s. 2-63 — Employee notice re termination. Reviewed on September 5, 2026.
| Label | Max value | Max unit | Window value | Window unit | Condition | Source | Quote |
|---|---|---|---|---|---|---|---|
| No limit in the Act | — | — | — | — | The Act sets no fixed limit; a layoff of more than six consecutive work days needs the same written notice as a dismissal, or the same pay instead of notice, and it never turns into a termination just by running long. | sk_sea_s2_60 | Except for just cause, no employer shall lay off or terminate the employment of an employee who has been in the employer’s service for more than 13 consecutive weeks without giving that employee written notice |
Source: The Saskatchewan Employment Act, s. 2-60 — Notice required. Reviewed on September 5, 2026.
| Employees from | Employees to | Weeks |
|---|---|---|
| 25 | 49 | 4 weeks |
| 50 | 99 | 8 weeks |
| 100 | — | 12 weeks |
Source: The Employment Standards Regulations, 2025, s. 6-2 — Notice re group terminations. Reviewed on September 5, 2026.
| Service from years | Service to years | Weeks | Pay percent |
|---|---|---|---|
| 0 years | 10 years | 3 weeks | 5.77% |
| 10 years | — | 4 weeks | 7.69% |
Source: The Saskatchewan Employment Act, s. 2-24 — Annual vacation periods and common date. Reviewed on September 5, 2026.
| Name | Date rule |
|---|---|
| New Year's Day | January 1 |
| Family Day | Third Monday in February |
| Good Friday | Friday before Easter Sunday |
| Victoria Day | Monday before May 25 |
| Canada Day | July 1 |
| Saskatchewan Day | First Monday in August |
| Labour Day | First Monday in September |
| Thanksgiving Day | Second Monday in October |
| Remembrance Day | November 11 |
| Christmas Day | December 25 |
Source: The Saskatchewan Employment Act, s. 2-30 — Public holidays. Reviewed on September 5, 2026.