Significant changes to Saskatchewan's employment standards officially came into force on Thursday, January 1, 2026, introducing stronger protections for workers' tips and expanding several types of leave. The new regulations mark a notable shift in provincial labour law, directly impacting employees in the service industry and those requiring time off for health or personal reasons.
Protecting Earned Tips from Employer Deductions
A central pillar of the updated standards is a clear prohibition on employers deducting or withholding tips from their staff. This change addresses long-standing concerns in sectors like hospitality, where gratuities form a substantial part of income. The new rules explicitly prevent employers from taking any portion of an employee's tips.
For workers who believe their tips have been improperly held back, the province has established a formal complaint process. Employees can now file a complaint with the Director of Employment Standards, who holds the authority to investigate and, if warranted, order an employer to repay the owed amounts.
Revised Rules for Sick Leave and Other Absences
The reforms also bring modifications to leave policies, starting with requirements for sick notes. Employers are now restricted from requesting a doctor's note unless an employee's absence spans five consecutive working days. This change aims to reduce unnecessary burdens on the healthcare system and allow workers to recover from short-term illnesses without added stress.
Furthermore, the duration for long-term sick leave has been extended. To create better alignment with federal employment insurance provisions, the leave period in Saskatchewan has been increased to 27 weeks.
Expanded Support for Maternity and Personal Crises
Beyond sick leave, the updated standards introduce important new categories of protected leave. Workers who experience a pregnancy loss are now explicitly eligible for maternity leave, providing crucial support during a difficult time.
Additionally, a new unpaid leave of 16 weeks is available for individuals who have experienced interpersonal violence. This provision offers vital job protection for those needing time to seek safety, access services, or manage legal matters related to such crises.
These comprehensive changes, first reported by The Canadian Press on New Year's Day, represent a substantive update to worker rights in Saskatchewan. The regulations provide clearer financial protection for tipped employees and offer more compassionate and flexible options for those dealing with health issues or personal trauma.
