Employment Termination in Saskatchewan (2026)
What you're owed, what the employer must do, and what to do next — under the Saskatchewan Employment Act.
Get your Saskatchewan termination document package — $14
Termination letter template, severance calculation, rights summary, and response checklist.
Minimum Notice in Saskatchewan
Under the Saskatchewan Employment Act. These are statutory minimums — common law may entitle you to more.
| Length of employment | Minimum notice |
|---|---|
| Less than 13 weeks | None |
| 13 weeks–1 year | 1 week |
| 1–3 years | 2 weeks |
| 3–5 years | 4 weeks |
| 5–10 years | 6 weeks |
| 10+ years | 8 weeks |
Notice can be working notice or pay in lieu.
Severance Pay in Saskatchewan
No statutory severance pay in Saskatchewan
Saskatchewan does not have statutory severance pay separate from notice.
Group / Mass Termination
Thresholds not independently verified — confirm at official source
A separate group lay-off or termination regime applies when 10 or more employees are affected. Exact thresholds and notice periods — see the official Saskatchewan government page.
Official source →Temporary Layoff
Confirm current rules at official source
An interruption of earnings of more than 6 consecutive working days may constitute a layoff or termination. The exact conversion threshold is set out in the Saskatchewan Employment Act — confirm at the official source.
Common Law Reasonable Notice
Common law reasonable notice applies.
Just Cause in Saskatchewan
Just cause requires serious misconduct.
Constructive Dismissal
Significant unilateral changes to employment terms may constitute constructive dismissal.
Record of Employment (ROE)
The ROE must be issued within 5 calendar days after the end of the pay period in which the interruption of earnings occurs.
If You Were Terminated: What to Do
- 1
Request your ROE.
- 2
Apply for EI.
- 3
Do not sign any release before consulting a lawyer.
- 4
File with Saskatchewan Employment Standards if minimums aren't met.
If You Are the Employer: What You Must Do
- 1
Provide notice or pay in lieu per the Saskatchewan Employment Act.
- 2
Issue ROE within 5 calendar days after the end of the pay period in which the interruption of earnings occurs.
- 3
Pay final wages including vacation pay.
Saskatchewan-specific things to know
- •No statutory severance in Saskatchewan.
Common Questions
Can I be fired without a reason in Saskatchewan?
Yes — employers can terminate "without cause" but must provide proper notice or pay in lieu. "Without cause" does not mean without compensation. Employees terminated without cause are entitled to statutory minimums plus potentially common law notice.
What is "just cause" and how does it affect my payout?
Just cause requires serious misconduct.
Should I sign the severance offer right away?
No. Once you sign a release, you typically cannot pursue further claims. Review the offer against your statutory minimums. If it exceeds statutory minimums, consider whether it reflects common law reasonable notice. Most employment lawyers offer free initial consultations and many work on contingency for wrongful dismissal claims.
Does my employment contract limit what I can get?
It might — but many termination clauses in employment contracts are poorly drafted and have been struck down by courts for failing to meet statutory minimums. Even if your contract has a termination clause, have a lawyer review it before assuming it limits your entitlements.
Official sources
- Saskatchewan Employment Act →
- Saskatchewan — Layoffs & Termination →
- Saskatchewan — Group Lay-off or Termination →
Last updated: June 2026
Get your Saskatchewan termination document package for $14.
Get documents →Employment termination in other provinces