The Employment Standards Regulations, 2025, made under The Saskatchewan Employment Act establishes rules governing employment standards, hours of work, exemptions, and modified work arrangements across various sectors in Saskatchewan. These regulations define terms such as “approved home,” “care provider,” “domestic worker,” “full-time employee,” and “minimum wage,” among others, clarifying their application within the framework of the Act.

An approved home refers to mental health facilities or private-service homes certified under provincial legislation, while care providers and domestic workers are distinguished by the nature of services performed in private residences, with live-in arrangements defined separately. The regulations also clarify who qualifies as a student learner or an intern, setting out when such individuals are considered employees for the purposes of Part II of the Act. Detailed provisions describe the treatment of monetary losses related to cancelled vacations and the scope of “providing care or support” for family members, critically ill children, or adults, including psychological and logistical support, as well as rules for calculating periods of leave when employees intermittently return to work.

Specific rules are provided for firefighters, including definitions of a fire chief, fire department, and firefighter. Firefighters are generally exempt from most provisions of Part II, excluding minimum wage and overtime standards. Regulations detail the establishment of platoons for shift work, including 24-hour on-duty rotations or two-platoon systems with day and night work, ensuring a minimum rest period of 24 consecutive hours every seven days.

The regulations also outline modified work arrangements and hours of work. Employers and employees may enter written agreements to average hours over periods ranging from one to four weeks and establish daily thresholds for overtime. Such agreements must specify work schedules, start and expiry dates, and be signed by all parties, with copies retained for five years. Special provisions apply to employees of city newspapers, commercial hog operations, and oil truck drivers. Employees in city newspapers may work up to 80 hours over two consecutive weeks with overtime pay for hours exceeding that threshold, adjusted for public holidays. Employees in commercial hog operations are similarly subject to daily and biweekly maximums, with overtime for excess hours. Oil truck drivers have a separate system for accumulating and paying overtime hours, with annual adjustments and payment upon termination.

The regulations also set out rules for time banks, where overtime hours are credited and can be taken off with pay within 12 months. Agreements must be in writing, agreed to by both employer and employee, and employer records must be maintained. Provisions govern closure of time banks, payment of accrued hours, and treatment during layoffs or terminations, ensuring compliance with sections of the Act regarding wages and notice.

Saskatchewan (542/2025) December 30, 2025
Disclaimer: Insights are for informational purposes only and does not reflect RRI’s official position or constitute legal opinion.