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If the employee is given a working notice, the employee's schedule should ensure that they would earn no less than their normal wages for each week ($538.46 in this example) during the notice period. If an employee earns $7,000 in regular wages in the 13 weeks before a notice is given, normal wages will be $7,000 divided by 13 weeks ($538.46 per week). If wages vary from week to week, a normal week's wage is the average wage for the last 13 weeks worked, not including overtime. "Pay instead of notice" means payment of the employee's normal weekly wages for the required notice period. If the employee is not allowed to work out the notice period, or notice isn’t provided, pay instead of notice is required. Employees are entitled to notice or pay instead of notice based on how long both employers employed them at the same workplace. If an employee is still employed at a business after a sale, lease or transfer to a new employer, their service is maintained when determining the amount of notice they are entitled to if they are later laid off or terminated. Notice requirements after change of ownership Employers and employees should consult a lawyer for more information. This amount of reasonable or "common law" notice is not enforced under employment standards. Employees, especially long-term employees, might be entitled to more notice or pay instead of notice under common law. Notice requirements set by employment standards are legislative minimums. More than five years but 10 years or lessĭuring the notice period, the employee's pay rate and normal hours of work cannot be reduced. More than three years but five years or less More than one year but three years or less More than 13 consecutive weeks but one year or less Required Minimum Notice Periods or Pay Instead of Notice The minimum amount of notice or pay instead of notice depends on an employee's length of employment with the employer. Minimum Notice Employers Must Provide EmployeesĮmployees who have been employed by the employer for more than 13 consecutive weeks must be given written notice of a clear and specific date of layoff or termination by the employer or pay instead of notice. The notice must state the last day on which the employee is ending their employment. Minimum Notice Employees Must Provide EmployersĮmployees with at least 13 weeks of service with the employer must give written notice at least two weeks before leaving the job. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).Īny person or entities that rely on information obtained from the system does so at his or her own risk. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. The translation should not be considered exact, and may include incorrect or offensive language.
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Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Where an official translation is not available, Google™ Translate can be used. The home page for French-language content on this site can be found at: These translations are identified by a yellow box in the right or left rail that resembles the link below. A number of pages on the Government of Saskatchewan's website have been professionally translated in French.