{
  "$schema": "./legal-data.schema.json",
  "meta": {
    "year": 2026,
    "version": "2026.1",
    "updated": "2026-09-06",
    "next_review": "2027-01-15",
    "locale": "en-CA",
    "currency": "CAD",
    "disclaimer": "Statutory minimums verified against the statutes and regulations of each jurisdiction. Not legal advice.",
    "licence": "https://creativecommons.org/licenses/by/4.0/"
  },
  "changes": [],
  "sources": {
    "on_esa": {
      "title": "Employment Standards Act, 2000, S.O. 2000, c. 41",
      "short_title": "Ontario ESA, 2000",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41",
      "consulted": "2026-09-06"
    },
    "on_esa_s1": {
      "title": "Employment Standards Act, 2000, s. 1 — Definitions",
      "short_title": "ESA s. 1",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK1",
      "statute_base": "on_esa",
      "section": "1",
      "consulted": "2026-09-06"
    },
    "on_esa_s3": {
      "title": "Employment Standards Act, 2000, s. 3 — To whom Act applies",
      "short_title": "ESA s. 3",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK5",
      "statute_base": "on_esa",
      "section": "3",
      "consulted": "2026-09-06"
    },
    "on_esa_s11": {
      "title": "Employment Standards Act, 2000, s. 11 — Payment of wages",
      "short_title": "ESA s. 11",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK24",
      "statute_base": "on_esa",
      "section": "11",
      "consulted": "2026-09-06"
    },
    "on_esa_s24": {
      "title": "Employment Standards Act, 2000, s. 24 — Public holiday pay",
      "short_title": "ESA s. 24",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK58",
      "statute_base": "on_esa",
      "section": "24",
      "consulted": "2026-09-06"
    },
    "on_esa_s26": {
      "title": "Employment Standards Act, 2000, s. 26 — Public holiday ordinarily a working day",
      "short_title": "ESA s. 26",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK60",
      "statute_base": "on_esa",
      "section": "26",
      "consulted": "2026-09-06"
    },
    "on_esa_s33": {
      "title": "Employment Standards Act, 2000, s. 33 — Right to vacation",
      "short_title": "ESA s. 33",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK68",
      "statute_base": "on_esa",
      "section": "33",
      "consulted": "2026-09-06"
    },
    "on_esa_s35_2": {
      "title": "Employment Standards Act, 2000, s. 35.2 — Vacation pay",
      "short_title": "ESA s. 35.2",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK72",
      "statute_base": "on_esa",
      "section": "35.2",
      "consulted": "2026-09-06"
    },
    "on_esa_s38": {
      "title": "Employment Standards Act, 2000, s. 38 — Vacation pay if employment ends",
      "short_title": "ESA s. 38",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK75",
      "statute_base": "on_esa",
      "section": "38",
      "consulted": "2026-09-06"
    },
    "on_esa_s54": {
      "title": "Employment Standards Act, 2000, s. 54 — No termination without notice",
      "short_title": "ESA s. 54",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK139",
      "statute_base": "on_esa",
      "section": "54",
      "consulted": "2026-09-06"
    },
    "on_esa_s56": {
      "title": "Employment Standards Act, 2000, s. 56 — What constitutes termination; temporary lay-off",
      "short_title": "ESA s. 56",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK141",
      "statute_base": "on_esa",
      "section": "56",
      "consulted": "2026-09-06"
    },
    "on_esa_s57": {
      "title": "Employment Standards Act, 2000, s. 57 — Employer notice period",
      "short_title": "ESA s. 57",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK142",
      "statute_base": "on_esa",
      "section": "57",
      "consulted": "2026-09-06"
    },
    "on_esa_s58": {
      "title": "Employment Standards Act, 2000, s. 58 — Notice, 50 or more employees",
      "short_title": "ESA s. 58",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK143",
      "statute_base": "on_esa",
      "section": "58",
      "consulted": "2026-09-06"
    },
    "on_esa_s60": {
      "title": "Employment Standards Act, 2000, s. 60 — Requirements during notice period",
      "short_title": "ESA s. 60",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK145",
      "statute_base": "on_esa",
      "section": "60",
      "consulted": "2026-09-06"
    },
    "on_esa_s61": {
      "title": "Employment Standards Act, 2000, s. 61 — Pay instead of notice",
      "short_title": "ESA s. 61",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK146",
      "statute_base": "on_esa",
      "section": "61",
      "consulted": "2026-09-06"
    },
    "on_esa_s63": {
      "title": "Employment Standards Act, 2000, s. 63 — What constitutes severance",
      "short_title": "ESA s. 63",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK149",
      "statute_base": "on_esa",
      "section": "63",
      "consulted": "2026-09-06"
    },
    "on_esa_s64": {
      "title": "Employment Standards Act, 2000, s. 64 — Entitlement to severance pay",
      "short_title": "ESA s. 64",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK150",
      "statute_base": "on_esa",
      "section": "64",
      "consulted": "2026-09-06"
    },
    "on_esa_s65": {
      "title": "Employment Standards Act, 2000, s. 65 — Calculating severance pay",
      "short_title": "ESA s. 65",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK151",
      "statute_base": "on_esa",
      "section": "65",
      "consulted": "2026-09-06"
    },
    "on_esa_s96": {
      "title": "Employment Standards Act, 2000, s. 96 — Complaints",
      "short_title": "ESA s. 96",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK246",
      "statute_base": "on_esa",
      "section": "96",
      "consulted": "2026-09-06"
    },
    "on_reg288": {
      "title": "O. Reg. 288/01: Termination and Severance of Employment (under the Employment Standards Act, 2000)",
      "short_title": "O. Reg. 288/01",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/regulation/010288",
      "consulted": "2026-09-06"
    },
    "on_reg288_s2": {
      "title": "O. Reg. 288/01, s. 2 — Employees not entitled to notice of termination or termination pay",
      "short_title": "O. Reg. 288/01 s. 2",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/regulation/010288#BK2",
      "statute_base": "on_reg288",
      "section": "2",
      "consulted": "2026-09-06"
    },
    "on_reg288_s3": {
      "title": "O. Reg. 288/01, s. 3 — Notice, 50 or more employees",
      "short_title": "O. Reg. 288/01 s. 3",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/regulation/010288#BK3",
      "statute_base": "on_reg288",
      "section": "3",
      "consulted": "2026-09-06"
    },
    "on_reg288_s9": {
      "title": "O. Reg. 288/01, s. 9 — Employees not entitled to severance pay",
      "short_title": "O. Reg. 288/01 s. 9",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/regulation/010288#BK10",
      "statute_base": "on_reg288",
      "section": "9",
      "consulted": "2026-09-06"
    },
    "bc_esa": {
      "title": "Employment Standards Act, R.S.B.C. 1996, c. 113",
      "short_title": "BC Employment Standards Act",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01",
      "consulted": "2026-09-06"
    },
    "bc_esa_s1": {
      "title": "Employment Standards Act (BC), s. 1 — Definitions",
      "short_title": "BC ESA s. 1",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section1",
      "statute_base": "bc_esa",
      "section": "1",
      "consulted": "2026-09-06"
    },
    "bc_esa_s3": {
      "title": "Employment Standards Act (BC), s. 3 — Scope of this Act",
      "short_title": "BC ESA s. 3",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section3",
      "statute_base": "bc_esa",
      "section": "3",
      "consulted": "2026-09-06"
    },
    "bc_esa_s18": {
      "title": "Employment Standards Act (BC), s. 18 — If employment is terminated",
      "short_title": "BC ESA s. 18",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section18",
      "statute_base": "bc_esa",
      "section": "18",
      "consulted": "2026-09-06"
    },
    "bc_esa_s44": {
      "title": "Employment Standards Act (BC), s. 44 — Entitlement to statutory holiday",
      "short_title": "BC ESA s. 44",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section44",
      "statute_base": "bc_esa",
      "section": "44",
      "consulted": "2026-09-06"
    },
    "bc_esa_s45": {
      "title": "Employment Standards Act (BC), s. 45 — Statutory holiday pay",
      "short_title": "BC ESA s. 45",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section45",
      "statute_base": "bc_esa",
      "section": "45",
      "consulted": "2026-09-06"
    },
    "bc_esa_s57": {
      "title": "Employment Standards Act (BC), s. 57 — Entitlement to annual vacation",
      "short_title": "BC ESA s. 57",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section57",
      "statute_base": "bc_esa",
      "section": "57",
      "consulted": "2026-09-06"
    },
    "bc_esa_s58": {
      "title": "Employment Standards Act (BC), s. 58 — Vacation pay",
      "short_title": "BC ESA s. 58",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section58",
      "statute_base": "bc_esa",
      "section": "58",
      "consulted": "2026-09-06"
    },
    "bc_esa_s62": {
      "title": "Employment Standards Act (BC), s. 62 — Definition of week of layoff",
      "short_title": "BC ESA s. 62",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section62",
      "statute_base": "bc_esa",
      "section": "62",
      "consulted": "2026-09-06"
    },
    "bc_esa_s63": {
      "title": "Employment Standards Act (BC), s. 63 — Liability resulting from length of service",
      "short_title": "BC ESA s. 63",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section63",
      "statute_base": "bc_esa",
      "section": "63",
      "consulted": "2026-09-06"
    },
    "bc_esa_s64": {
      "title": "Employment Standards Act (BC), s. 64 — Group terminations",
      "short_title": "BC ESA s. 64",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section64",
      "statute_base": "bc_esa",
      "section": "64",
      "consulted": "2026-09-06"
    },
    "bc_esa_s65": {
      "title": "Employment Standards Act (BC), s. 65 — Exceptions to sections 63 and 64",
      "short_title": "BC ESA s. 65",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section65",
      "statute_base": "bc_esa",
      "section": "65",
      "consulted": "2026-09-06"
    },
    "bc_esa_s67": {
      "title": "Employment Standards Act (BC), s. 67 — Rules about notice",
      "short_title": "BC ESA s. 67",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section67",
      "statute_base": "bc_esa",
      "section": "67",
      "consulted": "2026-09-06"
    },
    "bc_esa_s74": {
      "title": "Employment Standards Act (BC), s. 74 — Complaint and time limit",
      "short_title": "BC ESA s. 74",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96113_01#section74",
      "statute_base": "bc_esa",
      "section": "74",
      "consulted": "2026-09-06"
    },
    "bc_reg": {
      "title": "Employment Standards Regulation, B.C. Reg. 396/95",
      "short_title": "BC Employment Standards Regulation",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/396_95",
      "consulted": "2026-09-06"
    },
    "bc_reg_s31": {
      "title": "Employment Standards Regulation (BC), s. 31 — Professions and occupations excluded from the Act",
      "short_title": "BC ES Reg s. 31",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/396_95#section31",
      "statute_base": "bc_reg",
      "section": "31",
      "consulted": "2026-09-06"
    },
    "bc_reg_s32": {
      "title": "Employment Standards Regulation (BC), s. 32 — Employees excluded from the Act",
      "short_title": "BC ES Reg s. 32",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/396_95#section32",
      "statute_base": "bc_reg",
      "section": "32",
      "consulted": "2026-09-06"
    },
    "bc_reg_s36": {
      "title": "Employment Standards Regulation (BC), s. 36 — Part 5 does not apply to a manager",
      "short_title": "BC ES Reg s. 36",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/396_95#section36",
      "statute_base": "bc_reg",
      "section": "36",
      "consulted": "2026-09-06"
    },
    "bc_family_day_reg": {
      "title": "Family Day Regulation, B.C. Reg. 149/2012, s. 1",
      "short_title": "BC Family Day Regulation",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/149_2012",
      "section": "1",
      "consulted": "2026-09-06"
    },
    "bc_ndtr_act": {
      "title": "National Day for Truth and Reconciliation Act, S.B.C. 2023, c. 4",
      "short_title": "BC NDTR Act",
      "body": "King's Printer for British Columbia (BC Laws)",
      "url": "https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/23004",
      "consulted": "2026-09-06"
    },
    "ab_esc": {
      "title": "Employment Standards Code, R.S.A. 2000, c. E-9",
      "short_title": "Alberta Employment Standards Code",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esr": {
      "title": "Employment Standards Regulation, Alta. Reg. 14/1997",
      "short_title": "Alberta Employment Standards Regulation",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Regs/1997_014.pdf",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s1": {
      "title": "Employment Standards Code, s. 1 — Definitions (earnings, wages, termination pay)",
      "short_title": "ESC s. 1",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s2": {
      "title": "Employment Standards Code, s. 2 — Application of this Act",
      "short_title": "ESC s. 2",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "2",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s8": {
      "title": "Employment Standards Code, s. 8 — Payment of wages, overtime pay and general holiday pay",
      "short_title": "ESC s. 8",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "8",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s24_1": {
      "title": "Employment Standards Code, s. 24.1 — Average daily wage",
      "short_title": "ESC s. 24.1",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "24.1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s25": {
      "title": "Employment Standards Code, s. 25 — General holidays in Alberta",
      "short_title": "ESC s. 25",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "25",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s26": {
      "title": "Employment Standards Code, s. 26 — Eligibility for general holiday pay",
      "short_title": "ESC s. 26",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "26",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s28": {
      "title": "Employment Standards Code, s. 28 — General holiday pay, not working on a normal work day",
      "short_title": "ESC s. 28",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "28",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esc_s34": {
      "title": "Employment Standards Code, s. 34 — Basic vacation entitlement",
      "short_title": "ESC s. 34",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Acts/E09.pdf",
      "statute_base": "ab_esc",
      "section": "34",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
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    },
    "qc_ccq": {
      "title": "Civil Code of Québec, CQLR c. CCQ-1991",
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      "automated_access_note": "LégisQuébec answered 502/403 to automated requests in September 2026; every section was read from the official PDFs and the anchors were verified by VERIFY-1."
    },
    "qc_ccq_a2091": {
      "title": "Civil Code of Québec, art. 2091 — Notice of termination in reasonable time",
      "short_title": "CCQ art. 2091",
      "body": "Québec Official Publisher (LégisQuébec)",
      "url": "https://www.legisquebec.gouv.qc.ca/en/document/cs/CCQ-1991#se:2091",
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      "automated_access": "blocked",
      "automated_access_note": "LégisQuébec answered 502/403 to automated requests in September 2026; every section was read from the official PDFs and the anchors were verified by VERIFY-1."
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    "nb_esa_s25": {
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      "consulted": "2026-09-06"
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    "nb_esa_s29": {
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      "title": "Employment Standards Act, s. 63 — Orders of the Director and the twelve-month recovery limit",
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      "section": "3",
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      "title": "Labour Standards Act, R.S.N.L. 1990, c. L-2",
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      "consulted": "2026-09-06"
    },
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      "title": "Labour Standards Act, s. 2 — Definitions, including \"contract of service\"",
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      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
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      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
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      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
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      "consulted": "2026-09-06"
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      "section": "12",
      "consulted": "2026-09-06"
    },
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      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
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      "section": "14",
      "consulted": "2026-09-06"
    },
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      "short_title": "NL LSA s. 15",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "15",
      "consulted": "2026-09-06"
    },
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      "short_title": "NL LSA s. 19",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "19",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s33": {
      "title": "Labour Standards Act, s. 33 — Payment of wages",
      "short_title": "NL LSA s. 33",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "33",
      "consulted": "2026-09-06"
    },
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      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "49",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s52": {
      "title": "Labour Standards Act, s. 52 — No termination without notice",
      "short_title": "NL LSA s. 52",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "52",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s53": {
      "title": "Labour Standards Act, s. 53 — Notice unnecessary (employer)",
      "short_title": "NL LSA s. 53",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "53",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s54": {
      "title": "Labour Standards Act, s. 54 — Notice unnecessary (employee)",
      "short_title": "NL LSA s. 54",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "54",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s55": {
      "title": "Labour Standards Act, s. 55 — Period of notice",
      "short_title": "NL LSA s. 55",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "55",
      "consulted": "2026-09-06"
    },
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      "title": "Labour Standards Act, s. 57 — Provisions relating to redundancy",
      "short_title": "NL LSA s. 57",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "57",
      "consulted": "2026-09-06"
    },
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      "title": "Labour Standards Act, s. 62 — Director's powers and complaint limitation period",
      "short_title": "NL LSA s. 62",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "62",
      "consulted": "2026-09-06"
    },
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      "title": "Employment Standards Act, S.P.E.I. 2024, c. 66 (consolidated as R.S.P.E.I. 1988, Cap. E-6.3)",
      "short_title": "PEI Employment Standards Act",
      "body": "King's Printer, Prince Edward Island (Legislative Assembly of Prince Edward Island)",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "consulted": "2026-09-06"
    },
    "pe_esa_s1": {
      "title": "Employment Standards Act, s. 1 — Definitions, including \"paid holiday\"",
      "short_title": "PEI ESA s. 1",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "consulted": "2026-09-06"
    },
    "pe_esa_s3": {
      "title": "Employment Standards Act, s. 3 — Application of Act",
      "short_title": "PEI ESA s. 3",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "section": "3",
      "consulted": "2026-09-06"
    },
    "pe_esa_s27": {
      "title": "Employment Standards Act, s. 27 — Paid holiday on work day",
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      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "27",
      "consulted": "2026-09-06"
    },
    "pe_esa_s28": {
      "title": "Employment Standards Act, s. 28 — Pay for paid holiday",
      "short_title": "PEI ESA s. 28",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "28",
      "consulted": "2026-09-06"
    },
    "pe_esa_s29": {
      "title": "Employment Standards Act, s. 29 — Vacation pay",
      "short_title": "PEI ESA s. 29",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "29",
      "consulted": "2026-09-06"
    },
    "pe_esa_s30": {
      "title": "Employment Standards Act, s. 30 — Annual paid vacation",
      "short_title": "PEI ESA s. 30",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "30",
      "consulted": "2026-09-06"
    },
    "pe_esa_s34": {
      "title": "Employment Standards Act, s. 34 — End of employment (vacation pay)",
      "short_title": "PEI ESA s. 34",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "34",
      "consulted": "2026-09-06"
    },
    "pe_esa_s36": {
      "title": "Employment Standards Act, s. 36 — Payment of pay",
      "short_title": "PEI ESA s. 36",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "36",
      "consulted": "2026-09-06"
    },
    "pe_esa_s59": {
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      "short_title": "PEI ESA s. 59",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "section": "59",
      "consulted": "2026-09-06"
    },
    "pe_esa_s60": {
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      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "section": "60",
      "consulted": "2026-09-06"
    },
    "pe_esa_s61": {
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      "short_title": "PEI ESA s. 61",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "consulted": "2026-09-06"
    },
    "pe_esa_s62": {
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      "short_title": "PEI ESA s. 62",
      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
      "statute_base": "pe_esa",
      "section": "62",
      "consulted": "2026-09-06"
    },
    "pe_esa_s64": {
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      "body": "King's Printer, Prince Edward Island",
      "url": "https://docs.assembly.pe.ca/download/dms?objectId=b52b3eac-ca06-409c-ae5b-41a6716cbb4b&fileName=chapter-66+%28Employment+Standards+Act%29.pdf",
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      "section": "64",
      "consulted": "2026-09-06"
    },
    "yt_esa": {
      "title": "Employment Standards Act, R.S.Y. 2002, c. 72",
      "short_title": "Yukon Employment Standards Act",
      "body": "Yukon Legislative Counsel Office (consolidated statutes of Yukon)",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s1": {
      "title": "Employment Standards Act, s. 1 — Definitions, including \"general holiday\"",
      "short_title": "Yukon ESA s. 1",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
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    },
    "yt_esa_s2": {
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "2",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s19": {
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      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "19",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s21": {
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "21",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s25": {
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "25",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s29": {
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "29",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s30": {
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "30",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s34": {
      "title": "Employment Standards Act, s. 34 — Exceptions to general holiday pay",
      "short_title": "Yukon ESA s. 34",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "34",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s48": {
      "title": "Employment Standards Act, s. 48 — Interpretation, temporary layoff and terminate",
      "short_title": "Yukon ESA s. 48",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "48",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s49": {
      "title": "Employment Standards Act, s. 49 — Application of Part 8",
      "short_title": "Yukon ESA s. 49",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "49",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s50": {
      "title": "Employment Standards Act, s. 50 — Notice required",
      "short_title": "Yukon ESA s. 50",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "50",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s51": {
      "title": "Employment Standards Act, s. 51 — Pay instead of notice",
      "short_title": "Yukon ESA s. 51",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "51",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s52": {
      "title": "Employment Standards Act, s. 52 — Deduction instead of notice",
      "short_title": "Yukon ESA s. 52",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "52",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s53": {
      "title": "Employment Standards Act, s. 53 — Temporary lay off becoming permanent",
      "short_title": "Yukon ESA s. 53",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "53",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s54": {
      "title": "Employment Standards Act, s. 54 — Changes to employment after notice",
      "short_title": "Yukon ESA s. 54",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "54",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s58": {
      "title": "Employment Standards Act, s. 58 — Notice to director (group termination)",
      "short_title": "Yukon ESA s. 58",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "58",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s65": {
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      "short_title": "Yukon ESA s. 65",
      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "65",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "yt_esa_s73": {
      "title": "Employment Standards Act, s. 73 — Complaints",
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      "body": "Yukon Legislative Counsel Office",
      "url": "https://laws.yukon.ca/cms/images/LEGISLATION/PRINCIPAL/2002/2002-0072/2002-0072.pdf",
      "statute_base": "yt_esa",
      "section": "73",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Yukon legislation site sits behind a Cloudflare bot check (403); read via the Internet Archive by DATA-3 and VERIFY-3."
    },
    "nt_esa": {
      "title": "Employment Standards Act, S.N.W.T. 2007, c. 13",
      "short_title": "NWT Employment Standards Act",
      "body": "Legislation Division, Department of Justice, Government of the Northwest Territories",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s1": {
      "title": "Employment Standards Act, s. 1 — Definitions",
      "short_title": "NWT ESA s. 1",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s3": {
      "title": "Employment Standards Act, s. 3 — Scope of Act",
      "short_title": "NWT ESA s. 3",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "3",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s13": {
      "title": "Employment Standards Act, s. 13 — Pay periods and payment after termination",
      "short_title": "NWT ESA s. 13",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "13",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s22": {
      "title": "Employment Standards Act, s. 22 — Holiday with pay (list of statutory holidays)",
      "short_title": "NWT ESA s. 22",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "22",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s23": {
      "title": "Employment Standards Act, s. 23 — Calculation of holiday pay",
      "short_title": "NWT ESA s. 23",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "23",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s24": {
      "title": "Employment Standards Act, s. 24 — Annual vacation",
      "short_title": "NWT ESA s. 24",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "24",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s25": {
      "title": "Employment Standards Act, s. 25 — Amount of vacation pay; ceasing employment",
      "short_title": "NWT ESA s. 25",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "25",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s37": {
      "title": "Employment Standards Act, s. 37 — Termination by notice or pay; exceptions",
      "short_title": "NWT ESA s. 37",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "37",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s38": {
      "title": "Employment Standards Act, s. 38 — Period of notice",
      "short_title": "NWT ESA s. 38",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "38",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s39": {
      "title": "Employment Standards Act, s. 39 — Termination pay",
      "short_title": "NWT ESA s. 39",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "39",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s40": {
      "title": "Employment Standards Act, s. 40 — Constructive termination",
      "short_title": "NWT ESA s. 40",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "40",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s41": {
      "title": "Employment Standards Act, s. 41 — Notice to Employment Standards Officer (group termination)",
      "short_title": "NWT ESA s. 41",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "41",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s42": {
      "title": "Employment Standards Act, s. 42 — Temporary layoff",
      "short_title": "NWT ESA s. 42",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "42",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s43": {
      "title": "Employment Standards Act, s. 43 — Extension of temporary layoff; deemed permanent layoff",
      "short_title": "NWT ESA s. 43",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "43",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s61": {
      "title": "Employment Standards Act, s. 61 — Employee complaints and limitation period",
      "short_title": "NWT ESA s. 61",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.a.pdf",
      "statute_base": "nt_esa",
      "section": "61",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nt_esa_s65": {
      "title": "Employment Standards Act, s. 65 — Nature of order (recovery periods)",
      "short_title": "NWT ESA s. 65",
      "body": "Legislation Division, Department of Justice, GNWT",
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      "body": "Department of Justice Canada (Justice Laws Website)",
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      "body": "Department of Justice Canada (Justice Laws Website)",
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      "body": "Department of Justice Canada (Justice Laws Website)",
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      "short_title": "CLC s. 247",
      "body": "Department of Justice Canada (Justice Laws Website)",
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      "title": "Canada Labour Code, s. 251.01 — Making of complaint and time limit",
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      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/L-2/section-251.01.html",
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      "title": "Canada Labour Code, s. 240 — Unjust dismissal complaint",
      "short_title": "CLC s. 240",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/L-2/section-240.html",
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      "title": "Canada Labour Standards Regulations, C.R.C., c. 986",
      "short_title": "Canada Labour Standards Regulations",
      "body": "Department of Justice Canada (Justice Laws Website)",
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      "body": "Department of Justice Canada (Justice Laws Website)",
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      "title": "Canada Labour Standards Regulations, s. 31 — Regular hours of work for severance pay and individual termination",
      "short_title": "CLSR s. 31",
      "body": "Department of Justice Canada (Justice Laws Website)",
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    },
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      "title": "Employment Insurance Act, S.C. 1996, c. 23",
      "short_title": "EI Act",
      "body": "Department of Justice Canada (Justice Laws Website)",
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      "note": "Consolidation current to 2026-06-21, last amended 2026-06-18."
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    "ei_act_s4": {
      "title": "Employment Insurance Act, s. 4 - Maximum yearly insurable earnings",
      "short_title": "EI Act s. 4",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-4.html",
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      "title": "Employment Insurance Act, s. 7 - Qualification requirement (hours by regional rate)",
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      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-7.html",
      "statute_base": "ei_act",
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      "consulted": "2026-09-06"
    },
    "ei_act_s8": {
      "title": "Employment Insurance Act, s. 8 - Qualifying period",
      "short_title": "EI Act s. 8",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-8.html",
      "statute_base": "ei_act",
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    "ei_act_s10": {
      "title": "Employment Insurance Act, s. 10 - Benefit period and late initial claims",
      "short_title": "EI Act s. 10",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-10.html",
      "statute_base": "ei_act",
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    "ei_act_s12": {
      "title": "Employment Insurance Act, s. 12 - Maximum number of weeks of benefits",
      "short_title": "EI Act s. 12",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-12.html",
      "statute_base": "ei_act",
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      "consulted": "2026-09-06"
    },
    "ei_act_s13": {
      "title": "Employment Insurance Act, s. 13 - Waiting period",
      "short_title": "EI Act s. 13",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-13.html",
      "statute_base": "ei_act",
      "section": "13",
      "consulted": "2026-09-06"
    },
    "ei_act_s14": {
      "title": "Employment Insurance Act, s. 14 - Rate of weekly benefits and best weeks",
      "short_title": "EI Act s. 14",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-14.html",
      "statute_base": "ei_act",
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    },
    "ei_act_s16": {
      "title": "Employment Insurance Act, s. 16 - Rate increase, family supplement",
      "short_title": "EI Act s. 16",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-16.html",
      "statute_base": "ei_act",
      "section": "16",
      "consulted": "2026-09-06"
    },
    "ei_act_s17": {
      "title": "Employment Insurance Act, s. 17 - Maximum rate of weekly benefits",
      "short_title": "EI Act s. 17",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-17.html",
      "statute_base": "ei_act",
      "section": "17",
      "consulted": "2026-09-06"
    },
    "ei_act_s19": {
      "title": "Employment Insurance Act, s. 19 - Deductions from benefits (working while on claim)",
      "short_title": "EI Act s. 19",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-19.html",
      "statute_base": "ei_act",
      "section": "19",
      "consulted": "2026-09-06"
    },
    "ei_act_s29": {
      "title": "Employment Insurance Act, s. 29 - Just cause for voluntarily leaving",
      "short_title": "EI Act s. 29",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-29.html",
      "statute_base": "ei_act",
      "section": "29",
      "consulted": "2026-09-06"
    },
    "ei_act_s30": {
      "title": "Employment Insurance Act, s. 30 - Disqualification: misconduct or leaving without just cause",
      "short_title": "EI Act s. 30",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/section-30.html",
      "statute_base": "ei_act",
      "section": "30",
      "consulted": "2026-09-06"
    },
    "ei_act_sched1": {
      "title": "Employment Insurance Act, Schedule I - Table of Weeks of Benefits",
      "short_title": "EI Act, Schedule I",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/acts/E-5.6/page-27.html",
      "statute_base": "ei_act",
      "section": "Schedule I",
      "consulted": "2026-09-06"
    },
    "ei_regs": {
      "title": "Employment Insurance Regulations, SOR/96-332",
      "short_title": "EI Regulations",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/",
      "consulted": "2026-09-06",
      "note": "Consolidation current to 2026-06-21, last amended 2026-04-01."
    },
    "ei_regs_s19_3": {
      "title": "Employment Insurance Regulations, s. 19 - Record of employment",
      "short_title": "EI Regulations s. 19",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-19.html",
      "statute_base": "ei_regs",
      "section": "19(3) and 19(3.1)",
      "consulted": "2026-09-06",
      "note": "Distinct from EI Act s. 19 (source key ei_act_s19), which is the deduction of earnings while on claim."
    },
    "ei_regs_s9_1": {
      "title": "Employment Insurance Regulations, s. 9.1 - Hours of insurable employment, hourly-paid workers",
      "short_title": "EI Regulations s. 9.1",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-9.1.html",
      "statute_base": "ei_regs",
      "section": "9.1",
      "consulted": "2026-09-06"
    },
    "ei_regs_s10": {
      "title": "Employment Insurance Regulations, s. 10 - Hours of insurable employment, other methods of determination",
      "short_title": "EI Regulations s. 10",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-10.html",
      "statute_base": "ei_regs",
      "section": "10",
      "consulted": "2026-09-06"
    },
    "ei_regs_s34": {
      "title": "Employment Insurance Regulations, s. 34 - Family supplement, rate increase",
      "short_title": "EI Regulations s. 34",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-34.html",
      "statute_base": "ei_regs",
      "section": "34",
      "consulted": "2026-09-06"
    },
    "ei_regs_s35": {
      "title": "Employment Insurance Regulations, s. 35 - Determination of earnings for benefit purposes",
      "short_title": "EI Regulations s. 35",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-35.html",
      "statute_base": "ei_regs",
      "section": "35",
      "consulted": "2026-09-06"
    },
    "ei_regs_s36": {
      "title": "Employment Insurance Regulations, s. 36 - Allocation of earnings for benefit purposes",
      "short_title": "EI Regulations s. 36",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-36.html",
      "statute_base": "ei_regs",
      "section": "36",
      "consulted": "2026-09-06"
    },
    "ei_regs_s77995": {
      "title": "Employment Insurance Regulations, s. 77.995 - Pilot Project No. 24 (measures for major changes in economic conditions)",
      "short_title": "EI Regulations s. 77.995",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-77.995.html",
      "statute_base": "ei_regs",
      "section": "77.995",
      "consulted": "2026-09-06"
    },
    "ei_regs_s77996": {
      "title": "Employment Insurance Regulations, s. 77.996 - Waiver of the waiting period",
      "short_title": "EI Regulations s. 77.996",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-77.996.html",
      "statute_base": "ei_regs",
      "section": "77.996",
      "consulted": "2026-09-06"
    },
    "ei_regs_s77997": {
      "title": "Employment Insurance Regulations, s. 77.997 - Separation earnings not counted",
      "short_title": "EI Regulations s. 77.997",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-77.997.html",
      "statute_base": "ei_regs",
      "section": "77.997",
      "consulted": "2026-09-06"
    },
    "ei_regs_s77999": {
      "title": "Employment Insurance Regulations, s. 77.999 - Extra weeks of regular benefits for long-tenured workers",
      "short_title": "EI Regulations s. 77.999",
      "body": "Department of Justice Canada (Justice Laws Website)",
      "url": "https://laws-lois.justice.gc.ca/eng/regulations/SOR-96-332/section-77.999.html",
      "statute_base": "ei_regs",
      "section": "77.999",
      "consulted": "2026-09-06"
    },
    "ei_ceic_2026_rate": {
      "title": "Canada Employment Insurance Commission sets the 2026 Employment Insurance premium rate",
      "short_title": "CEIC premium rate release (2026)",
      "body": "Employment and Social Development Canada",
      "url": "https://www.canada.ca/en/employment-social-development/news/2025/09/canada-employment-insurance-commission-sets-the-2026-employment-insurance-premium-rate.html",
      "consulted": "2026-09-06",
      "note": "News release of 12 September 2025."
    },
    "ei_mie_2026": {
      "title": "Employment Insurance - Important notice about maximum insurable earnings for 2026",
      "short_title": "ESDC notice, maximum insurable earnings 2026",
      "body": "Employment and Social Development Canada",
      "url": "https://www.canada.ca/en/employment-social-development/programs/ei/ei-list/ei-employers/premium-reduction-program/2026-maximum-insurable-earnings.html",
      "consulted": "2026-09-06",
      "note": "Page last modified 2025-10-31."
    },
    "ei_benefit_amount": {
      "title": "EI regular benefits: how much you could receive",
      "short_title": "Service Canada, EI benefit amount",
      "body": "Service Canada",
      "url": "https://www.canada.ca/en/services/benefits/ei/ei-regular-benefit/benefit-amount.html",
      "consulted": "2026-09-06",
      "note": "Page last modified 2025-12-31."
    },
    "ei_apply": {
      "title": "EI regular benefits: how to apply",
      "short_title": "Service Canada, applying for EI",
      "body": "Service Canada",
      "url": "https://www.canada.ca/en/services/benefits/ei/ei-regular-benefit/apply.html",
      "consulted": "2026-09-06",
      "note": "Page last modified 2026-06-02."
    },
    "ei_temporary_measures": {
      "title": "Temporary Employment Insurance measures to respond to major changes in economic conditions",
      "short_title": "Service Canada, temporary EI measures",
      "body": "Service Canada",
      "url": "https://www.canada.ca/en/services/benefits/ei/temporary-measures-for-major-economic-conditions.html",
      "consulted": "2026-09-06",
      "note": "Page last modified 2026-04-09."
    },
    "ei_regions_table": {
      "title": "EI Program Characteristics (economic regions, rates, hours and weeks)",
      "short_title": "EI economic regions table",
      "body": "Service Canada",
      "url": "https://srv129.services.gc.ca/eiregions/eng/rates_cur.aspx",
      "consulted": "2026-09-06",
      "note": "Updated every four weeks; read by scripts/ei-regions.mjs into data/ei-regions.json."
    },
    "qc_lsa_s84_0_14": {
      "title": "Act respecting labour standards (QC), s. 84.0.14 — No cumulation of indemnities",
      "short_title": "LSA s. 84.0.14",
      "body": "Québec Official Publisher (LégisQuébec)",
      "url": "https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1#se:84_0_14",
      "statute_base": "qc_lsa",
      "section": "84.0.14",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "LégisQuébec answered 502/403 to automated requests in September 2026; every section was read from the official PDFs and the anchors were verified by VERIFY-1."
    },
    "qc_sq_2018_c21_s55": {
      "title": "An Act to amend the Act respecting labour standards and other legislative provisions mainly to facilitate family-work balance, S.Q. 2018, c. 21 (Bill 176), s. 55 — Coming into force",
      "short_title": "S.Q. 2018, c. 21, s. 55",
      "body": "Québec Official Publisher",
      "url": "https://www.publicationsduquebec.gouv.qc.ca/fileadmin/Fichiers_client/lois_et_reglements/LoisAnnuelles/en/2018/2018C21A.PDF",
      "section": "55",
      "consulted": "2026-09-06"
    },
    "pe_esr_s1": {
      "title": "Employment Standards Regulations, EC653/26, s. 1 — Application of Act",
      "short_title": "PEI ESR s. 1",
      "body": "King's Printer, Prince Edward Island (Royal Gazette, 13 June 2026)",
      "url": "https://www.princeedwardisland.ca/sites/default/files/b135/RG%20Issue%2024-June%2013%202026%20online%202%20parts.pdf",
      "statute_base": "pe_esa",
      "section": "Regulations, s. 1",
      "consulted": "2026-09-06"
    },
    "nl_lsr_s12": {
      "title": "Labour Standards Regulations, CNLR 781/96, s. 12 — Notice of termination",
      "short_title": "NL Labour Standards Regulations s. 12",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/regulations/rc960781.htm",
      "statute_base": "nl_lsa",
      "section": "Regulations, s. 12",
      "consulted": "2026-09-06"
    },
    "nl_lsa_s4": {
      "title": "Labour Standards Act, s. 4 — Preferential conditions",
      "short_title": "NL LSA s. 4",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "4",
      "consulted": "2026-09-06"
    },
    "nl_lsr_s13": {
      "title": "Labour Standards Regulations, CNLR 781/96, s. 13 — Non-application of section 57",
      "short_title": "NL Labour Standards Regulations s. 13",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/regulations/rc960781.htm",
      "statute_base": "nl_lsa",
      "section": "Regulations, s. 13",
      "consulted": "2026-09-06"
    },
    "nt_esr_s4_1": {
      "title": "Employment Standards Regulations, R-020-2008, s. 4.1 — Exemptions from subsection 37(1)",
      "short_title": "NWT ESR s. 4.1",
      "body": "Legislation Division, Department of Justice, GNWT",
      "url": "https://www.justice.gov.nt.ca/en/files/legislation/employment-standards/employment-standards.r1.pdf",
      "statute_base": "nt_esa",
      "section": "Regulations, s. 4.1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "NWT Department of Justice returns 406 to automated requests; the PDF opens in a browser."
    },
    "nu_lsr_notice_s1": {
      "title": "Notice of Termination Exemption Regulations, R.R.N.W.T. 1990, c. L-5, s. 1",
      "short_title": "Nunavut Notice of Termination Exemption Regulations s. 1",
      "body": "Labour Standards Compliance Office, Government of Nunavut",
      "url": "https://nu-lsco.ca/phocadownloadpap/Notice%20of%20Termination%20Exemption%20Regulations.pdf",
      "statute_base": "nu_lsa",
      "section": "Regulations, s. 1",
      "consulted": "2026-09-06"
    },
    "ab_esr_s5": {
      "title": "Employment Standards Regulation, s. 5 — No notice of termination (construction and land clearing)",
      "short_title": "Alberta ES Regulation s. 5",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Regs/1997_014.pdf",
      "statute_base": "ab_esr",
      "section": "5",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esr_s46": {
      "title": "Employment Standards Regulation, s. 46 — General holiday pay for construction employees",
      "short_title": "Alberta ES Regulation s. 46",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Regs/1997_014.pdf",
      "statute_base": "ab_esr",
      "section": "46",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "ab_esr_s48": {
      "title": "Employment Standards Regulation, s. 48 — Vacation pay for construction employees",
      "short_title": "Alberta ES Regulation s. 48",
      "body": "Alberta King's Printer",
      "url": "https://kings-printer.alberta.ca/documents/Regs/1997_014.pdf",
      "statute_base": "ab_esr",
      "section": "48",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "Alberta King's Printer returns 406 to automated requests; the PDF opens in a browser."
    },
    "mb_esc_s30": {
      "title": "The Employment Standards Code, s. 30 — Construction employees and general holidays",
      "short_title": "ESC s. 30",
      "body": "King's Printer of Manitoba (Manitoba Laws)",
      "url": "https://web2.gov.mb.ca/laws/statutes/ccsm/e110.php",
      "statute_base": "mb_esc",
      "section": "30",
      "consulted": "2026-09-06"
    },
    "on_esa_s66_1": {
      "title": "Employment Standards Act, 2000, s. 66.1 — Extended lay-off",
      "short_title": "ESA s. 66.1",
      "body": "Legislative Assembly of Ontario (e-Laws)",
      "url": "https://www.ontario.ca/laws/statute/00e41#BK153",
      "statute_base": "on_esa",
      "section": "66.1",
      "consulted": "2026-09-06"
    },
    "qc_lsa_s83_1": {
      "title": "Act respecting labour standards (QC), s. 83.1 — Recall privileges under a collective agreement",
      "short_title": "LSA s. 83.1",
      "body": "Québec Official Publisher (LégisQuébec)",
      "url": "https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1#se:83_1",
      "statute_base": "qc_lsa",
      "section": "83.1",
      "consulted": "2026-09-06",
      "automated_access": "blocked",
      "automated_access_note": "LégisQuébec answered 502/403 to automated requests in September 2026; the section was read in an Internet Archive capture of the official consolidation dated 2025-11-09."
    },
    "nl_lsa_s50": {
      "title": "Labour Standards Act, s. 50 — Temporary lay-off becomes termination",
      "short_title": "NL LSA s. 50",
      "body": "King's Printer, Newfoundland and Labrador",
      "url": "https://www.assembly.nl.ca/legislation/sr/statutes/l02.htm",
      "statute_base": "nl_lsa",
      "section": "50",
      "consulted": "2026-09-06"
    }
  },
  "jurisdictions": {
    "ontario": {
      "name": "Ontario",
      "abbr": "ON",
      "kind": "province",
      "slug": "ontario",
      "statute": {
        "name": "Employment Standards Act, 2000",
        "short_name": "ESA",
        "source": "on_esa",
        "regulator_name": "Ontario Ministry of Labour, Immigration, Training and Skills Development",
        "regulator_url": "https://www.ontario.ca/page/ministry-labour-immigration-training-skills-development",
        "claim_url": "https://www.ontario.ca/document/your-guide-employment-standards-act-0/filing-claim"
      },
      "coverage": {
        "rule": "The Act covers you if your work is done in Ontario, or is done partly outside Ontario as a continuation of work done in Ontario. It does not cover you if your employment relationship falls under federal jurisdiction, or if you work for a foreign embassy or consulate. Section 3(5) also lists people the Act does not reach at all, among them secondary-school students in a school-board work experience program, students in a college or university placement, holders of political, religious or judicial office, and people doing work under a court order.",
        "source": "on_esa_s3",
        "status": "verified",
        "reviewed": "2026-09-06"
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "on_esa_s54",
          "quote": "No employer shall terminate the employment of an employee who has been continuously employed for three months or more unless the employer, (a) has given to the employee written notice of termination in accordance with section 57 or 58 and the notice has expired; or (b) has complied with section 61.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Below three months of continuous employment the ESA gives no notice and no termination pay."
        },
        "schedule": {
          "source": "on_esa_s57",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Section 57 sets one week of notice for a period of employment of less than one year; the three-month qualifying rule in section 54 is what makes the first band start at three months.",
          "maintenance_note": "s. 57 states the first band as 'less than one year' with no lower bound; the 0.25 lower bound comes from s. 54 (three months of continuous employment before any notice is owed)."
        },
        "formula": {
          "rule": "Notice is a flat band, not a per-year accumulation. One week if you have been employed less than a year, two weeks from one year to under three, then one more week for each further completed year of service up to a ceiling of eight weeks at eight years or more. Only completed bands count; part-years do not add anything.",
          "source": "on_esa_s57",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "The employer may end the job with no notice, or with short notice, by paying termination pay in a lump sum. That lump sum must equal what you would have been paid during the missing notice period, and in no case less than your regular wages for a regular work week. The employer must also keep paying its benefit-plan contributions through the whole notice period it skipped.",
          "source": "on_esa_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "If you have no regular work week, or are not paid by time, the weekly figure is the average of the regular wages you earned in the weeks you worked in the 12 weeks before termination (s. 61(1.1) with s. 60(2))."
        },
        "during_notice": {
          "rule": "During a notice period the employer cannot cut your wage rate or change any other term of employment, must pay you each week at least your regular wages for a regular work week, and must keep making the benefit-plan contributions needed to maintain your benefits until the notice period ends.",
          "source": "on_esa_s60",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "exclusions": {
          "rule": "O. Reg. 288/01 lists the employees who get no notice and no termination pay: someone guilty of wilful misconduct, disobedience or wilful neglect of duty that is not trivial and was not condoned; someone on a temporary lay-off, or one who does not come back within a reasonable time after being recalled; someone hired for a definite term or a specific task that has simply run out; someone whose contract became impossible to perform or was frustrated; someone who refused reasonable alternative work with the same employer or work offered through a seniority system; construction employees; employment ended by a strike or lock-out at the workplace; someone who reaches the employer's established retirement age, but only where that would not breach the Human Rights Code; and certain shipbuilding employees covered by a supplementary unemployment benefit plan they agreed to.",
          "source": "on_reg288_s2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The fixed-term exemption falls away if the job ends early, if the term or task runs more than 12 months, or if the work continues three months or more past the end of the term (O. Reg. 288/01 s. 2(2)). Frustration caused by the employee's own illness or injury does not remove the entitlement (s. 2(3))."
        },
        "employee_notice": {
          "rule": "The ESA sets no general notice period for an employee who resigns. The one exception is a mass termination: if you were given notice under section 58, you cannot quit before giving the employer written notice of at least one week if you have been employed less than two years, or two weeks if you have been employed two years or more. That duty disappears if the employer constructively dismisses you or breaks a term of your contract.",
          "source": "on_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 58(6)-(7). Read the whole Act for any other employee-notice duty: there is none outside s. 58(6)."
        },
        "temporary_layoff": {
          "rule": "A lay-off stops being temporary, and counts as a termination, once it passes 13 weeks in any 20 consecutive weeks. It can run for fewer than 35 weeks in any 52 consecutive weeks if the employer keeps something going for you: substantial payments, benefit-plan contributions, supplementary unemployment benefits, or a recall date agreed with you or approved by the Director. Since 27 November 2025 a non-union employee and employer may also agree to an extended lay-off, but it must stay under 52 weeks in any 78 consecutive weeks, the agreement must set a recall date, and the Director must approve it.",
          "source": "on_esa_s56",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "When a lay-off becomes a termination, the termination date is backdated to the first day of the lay-off (s. 56(5)).",
          "maintenance_note": "s. 56(2)(d) and s. 66.1 (extended lay-off with Director approval) were added by 2025, c. 13, Sched. 2, ss. 5 and 7, in force 27/11/2025, confirmed in the e-Laws amendment tables under both sections. s. 66.1(11) does not apply to unionized employees. Re-read s. 56 and s. 66.1 at every review."
        },
        "temporary_layoff_limits": {
          "source": "on_esa_s56",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "A week only counts as a week of lay-off if you earn less than half what you would earn at your regular rate in a regular work week (s. 56 (3.1)).",
          "maintenance_note": "s. 56 (2) (d) and s. 66.1 were added by 2025, c. 13, Sched. 2, ss. 5 and 7, in force 27/11/2025. Read from the e-Laws current consolidation, currency date 2 September 2026.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 13,
              "max_unit": "weeks",
              "window_value": 20,
              "window_unit": "weeks",
              "condition": null,
              "source": "on_esa_s56",
              "quote": "a lay-off of not more than 13 weeks in any period of 20 consecutive weeks"
            },
            {
              "label": "Extended limit",
              "max_value": 35,
              "max_unit": "weeks",
              "window_value": 52,
              "window_unit": "weeks",
              "condition": "The lay-off has to stay under 35 weeks in any 52 consecutive weeks and your employer has to keep something going for you: substantial payments, contributions to a pension or group insurance plan, supplementary unemployment benefits, or a recall inside the time the Director approves or the time you agreed to.",
              "source": "on_esa_s56",
              "quote": "a lay-off of more than 13 weeks in any period of 20 consecutive weeks, if the lay-off is less than 35 weeks in any period of 52 consecutive weeks"
            },
            {
              "label": "Agreed extension",
              "max_value": 52,
              "max_unit": "weeks",
              "window_value": 78,
              "window_unit": "weeks",
              "condition": "Only where you are not represented by a union: you and your employer agree in writing to an extended lay-off, the agreement names the latest date you will be recalled, the Director approves it, and the lay-off stays under 52 weeks in any 78 consecutive weeks. Once you agree you cannot take the agreement back.",
              "source": "on_esa_s66_1",
              "quote": "An employer and an employee may agree to a lay-off that is 35 or more weeks in any period of 52 consecutive weeks, but may not agree to a lay-off of 52 or more weeks in any period of 78 consecutive weeks."
            },
            {
              "label": "Union recall period",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "Where you are represented by a union, a lay-off of 35 weeks or more in 52 consecutive weeks stays temporary for as long as the recall time in the collective agreement runs. The Act puts no ceiling on it.",
              "source": "on_esa_s56",
              "quote": "a lay-off of 35 or more weeks in any period of 52 consecutive weeks where the employer recalls the employee within the time set out in an agreement between the employer and the trade union"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Once the lay-off passes the limit that applies to you, the Act treats it as a termination and your employment is deemed to have ended on the first day of the lay-off. Notice or pay in lieu, and severance pay if you qualify, are counted from that first day.",
          "source": "on_esa_s56",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If an employer terminates the employment of an employee under clause (1) (c), the employment shall be deemed to be terminated on the first day of the lay-off.",
          "deemed_date": "first_day"
        }
      },
      "severance": {
        "exists": {
          "value": true,
          "unit": null,
          "source": "on_esa_s64",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ontario is one of only two Canadian jurisdictions with a statutory severance pay separate from notice or pay in lieu of notice; the other is the federal jurisdiction."
        },
        "conditions": {
          "rule": "You are owed severance pay if the employer severed the employment relationship, you had been employed there five years or more, and either the employer's payroll is $2.5 million or more, or the severance was caused by a permanent discontinuance of all or part of the business at an establishment and you are one of 50 or more employees whose employment was severed within six months as a result.",
          "source": "on_esa_s64",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Severance pay is on top of notice or termination pay, not instead of it (s. 65(7))."
        },
        "service_minimum": {
          "value": 5,
          "unit": "years",
          "source": "on_esa_s64",
          "quote": "An employer who severs an employment relationship with an employee shall pay severance pay to the employee if the employee was employed by the employer for five years or more…",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "All time in that employer's employ counts, continuous or not, active or not (s. 65(2))."
        },
        "payroll_threshold": {
          "value": 2500000,
          "unit": "CAD",
          "source": "on_esa_s64",
          "quote": "the employer has a payroll of $2.5 million or more.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Payroll is measured either as total wages of all employees in the four weeks ending with the last completed pay period before the severance, multiplied by 13, or as total wages in the employer's last or second-last fiscal year (s. 64(2))."
        },
        "mass_threshold": {
          "value": 50,
          "unit": "employees",
          "source": "on_esa_s64",
          "quote": "the severance occurred because of a permanent discontinuance of all or part of the employer's business at an establishment and the employee is one of 50 or more employees who have their employment relationship severed within a six-month period as a result",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "This is the alternative route into severance pay for employees of a smaller employer: 50 or more severances in a six-month period caused by a permanent shutdown of all or part of the business."
        },
        "formula": {
          "rule": "Take your regular wages for a regular work week and multiply them by your completed years of employment plus any leftover completed months divided by 12. Partial years do count, unlike notice. The result is capped at 26 weeks of regular wages.",
          "source": "on_esa_s65",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "If you have no regular work week, or are not paid by time, the weekly figure is the average of your regular wages in the weeks you worked in the 12 weeks before the severance (s. 65(6))."
        },
        "per_year": {
          "value": 1,
          "unit": "weeks",
          "source": "on_esa_s65",
          "quote": "Severance pay … shall be calculated by multiplying the employee's regular wages for a regular work week by the sum of, (a) the number of years of employment the employee has completed; and (b) the number of months of employment not included in clause (a) … divided by 12.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "One week of regular wages per completed year, plus a twelfth of a week for each completed leftover month."
        },
        "minimum": {
          "value": null,
          "unit": "weeks",
          "source": "on_esa_s65",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ontario sets no floor on severance pay: the calculation starts at five years of employment and simply runs from there. The federal jurisdiction is the one with a floor, five days' wages.",
          "maintenance_note": "Value null means 'no minimum exists', verified by reading ESA ss. 63 to 66 in full. Do not render this as a number."
        },
        "maximum": {
          "value": 26,
          "unit": "weeks",
          "source": "on_esa_s65",
          "quote": "An employee's severance pay entitlement under this section shall not exceed an amount equal to the employee's regular wages for a regular work week for 26 weeks.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "exclusions": {
          "rule": "O. Reg. 288/01 s. 9 takes severance pay away from: someone guilty of wilful misconduct, disobedience or wilful neglect of duty that is not trivial and was not condoned; someone whose contract became impossible to perform or was frustrated; someone who refused reasonable alternative work with the same employer or through a seniority system; someone who retires on an actuarially unreduced pension that credits the service they would have earned; construction employees; on-site maintenance workers on buildings, roads, sewers, pipelines and similar works; and employees severed by a shutdown the employer proves was caused by the economic consequences of a strike.",
          "source": "on_reg288_s9",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "on_esa_s58",
          "quote": "Despite section 57, the employer shall give notice of termination in the prescribed manner and for the prescribed period if the employer terminates the employment of 50 or more employees at the employer's establishment in the same four-week period.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "on_esa_s58",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The 50 terminations must fall in the same four-week period at the same establishment."
        },
        "schedule": {
          "source": "on_reg288_s3",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": 199,
              "weeks": 8
            },
            {
              "employees_from": 200,
              "employees_to": 499,
              "weeks": 12
            },
            {
              "employees_from": 500,
              "employees_to": null,
              "weeks": 16
            }
          ]
        },
        "rule": {
          "rule": "In a mass termination the group notice replaces the individual notice in section 57, and the clock does not start until the Director has received the employer's information form. The employer must also post the same information at the workplace on the first day of the notice period and give it to each affected employee. Group notice does not apply where the terminations are 10 per cent or less of the employees who have worked at that establishment for at least three months and are not caused by a permanent shutdown of part of the business.",
          "source": "on_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The 10 per cent carve-out is in O. Reg. 288/01 s. 3(4). An employer who pays instead of giving notice must still file the information with the Director (s. 61(2))."
        }
      },
      "vacation": {
        "schedule": {
          "source": "on_esa_s33",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Vacation time comes from s. 33; the matching 4 and 6 per cent vacation pay rates come from s. 35.2.",
          "maintenance_note": "Two sections feed this one table: on_esa_s33 (weeks) and on_esa_s35_2 (percentages). Both were rewritten by 2017, c. 22, Sched. 1, in force 2018-01-01."
        },
        "pay_on_termination": {
          "rule": "When the job ends, any vacation pay that has accrued and not been paid is owed to you, on the same deadline as your final wages: the later of seven days after the employment ends and what would have been your next pay day. Quitting, being fired for cause, or being on a fixed-term contract makes no difference to this.",
          "source": "on_esa_s38",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 38 sends you to s. 11(5) for the deadline. Vacation pay accruing during a pay period is the one thing s. 11(1) lets the employer hold back from the normal pay day."
        },
        "wages_basis": {
          "rule": "Vacation pay is 4 per cent of the wages you earned in the period the vacation is given for, or 6 per cent once your period of employment reaches five years. Vacation pay itself is excluded from the base. Under the Act's definition, wages include what your contract requires plus anything the Act requires the employer to pay, but not tips, discretionary gifts or bonuses, expenses, or employer contributions to a benefit plan.",
          "source": "on_esa_s35_2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Percentages from s. 35.2; the definition of 'wages' from s. 1(1) (source on_esa_s1)."
        }
      },
      "holidays": {
        "count": {
          "value": 9,
          "unit": null,
          "source": "on_esa_s1",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ontario calls them public holidays. The list is closed in the definition in section 1, with room for more to be added by regulation.",
          "maintenance_note": "Counted from the numbered list in the s. 1(1) definition of 'public holiday' (items 1, 1.1, 2, 3, 4, 5, 6, 7, 8; item 9 is the open 'any day prescribed' slot and is not counted). No validity.from is claimed: the e-Laws amendment table for s. 1 lists 2007, c. 16, Sched. A, s. 1 in force 3/12/2007, which is when Family Day is believed to have entered the definition, but the table does not say which paragraph each amending Act touched. The 2019-01-01 date previously stored here belonged to the s. 24 pay formula, not to the count."
        },
        "list": {
          "source": "on_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Family Day",
              "date_rule": "The third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "The Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "The Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Labour Day",
              "date_rule": "The first Monday in September"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "The second Monday in October"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            },
            {
              "name": "Boxing Day",
              "date_rule": "December 26"
            }
          ],
          "maintenance_note": "Section 1(1) names Family Day as 'the third Monday in February' and the ninth day only as 'December 26'; the other date rules come from the federal Holidays Act and the Interpretation Act (Ontario), not from the ESA, so treat those date_rule strings as descriptive. The National Day for Truth and Reconciliation is NOT an ESA public holiday in Ontario."
        },
        "pay_formula": {
          "rule": "Public holiday pay for one holiday is the regular wages you earned plus the vacation pay payable to you in the four work weeks before the work week the holiday fell in, divided by 20.",
          "source": "on_esa_s24",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Regular wages exclude overtime pay, premium pay, public holiday pay, vacation pay, termination pay and severance pay (s. 1(1))."
        },
        "qualifying": {
          "rule": "If the holiday falls on what would ordinarily be a working day for you and you are not on vacation, the employer must give you the day off and pay public holiday pay. You lose that entitlement only if, without reasonable cause, you fail to work your whole last scheduled shift before the holiday or your whole first scheduled shift after it.",
          "source": "on_esa_s26",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "There is no minimum length of service for public holiday pay in Ontario. If you agree to work the holiday, section 27 gives you either regular wages plus a substitute day off with public holiday pay, or public holiday pay plus premium pay of at least one and a half times your regular rate."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When the job ends, the employer must pay everything you are owed by the later of two dates: seven days after the employment ends, and what would have been your next regular pay day. The same deadline covers your last wages, unpaid vacation pay, termination pay and severance pay, because the Act treats every payment it requires as wages.",
          "source": "on_esa_s11",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The employer must also hand you a written statement of the gross termination pay and severance pay on or before that same day (s. 12.1)."
        },
        "days_after_termination": {
          "value": 7,
          "unit": "days",
          "source": "on_esa_s11",
          "quote": "If an employee's employment ends, the employer shall pay any wages to which the employee is entitled to the employee not later than the later of, (a) seven days after the employment ends; and (b) the day that would have been the employee's next pay day.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Seven days is a floor, not the whole rule: if your next pay day is later, that later date governs."
        },
        "days_after_quit": {
          "value": 7,
          "unit": "days",
          "source": "on_esa_s11",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ontario uses one deadline whether you quit or the employer ended the job: the later of seven days after the employment ends and your next pay day."
        },
        "what_is_included": {
          "rule": "Everything the Act calls wages: unpaid regular wages and overtime, accrued unpaid vacation pay, public holiday pay for a substitute day you never took, termination pay, and severance pay where you qualify. Severance pay can be spread over instalments of up to three years, but only with your agreement or the Director's approval, and the whole balance falls due at once if the employer misses a payment.",
          "source": "on_esa_s11",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Instalment rule from ESA s. 66; substitute-day rule from s. 32; 'wages' definition from s. 1(1)."
        }
      },
      "complaint": {
        "deadline": {
          "value": 2,
          "unit": "years",
          "source": "on_esa_s96",
          "quote": "A complaint regarding a contravention that occurred more than two years before the day on which the complaint was filed shall be deemed not to have been filed.",
          "validity": {
            "from": "2001-09-04",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "rule": {
          "rule": "You file a claim with the Ministry of Labour, Immigration, Training and Skills Development, on the Director's approved form; a claim on any other form counts as not filed. Filing a claim for termination pay or severance pay closes the door on a wrongful dismissal lawsuit about the same termination, unless you withdraw the claim within two weeks of filing it.",
          "source": "on_esa_s96",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Form requirement from s. 96(1)-(2); election-of-remedies rule from ESA ss. 97 and 98; two-week withdrawal window from s. 97(4). 'Filing is free' was removed on 2026-09-06: it is a ministry fact, not a statutory one."
        }
      }
    },
    "british_columbia": {
      "name": "British Columbia",
      "abbr": "BC",
      "kind": "province",
      "slug": "british-columbia",
      "statute": {
        "name": "Employment Standards Act",
        "short_name": "ESA",
        "source": "bc_esa",
        "regulator_name": "Employment Standards Branch, B.C. Ministry of Labour",
        "regulator_url": "https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards",
        "claim_url": "https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards/complaint-process"
      },
      "coverage": {
        "rule": "The Act covers every employee in British Columbia except those the Employment Standards Regulation takes out. The regulation removes people practising a regulated profession while doing that work, among them lawyers, engineers, architects, chartered professional accountants, land surveyors, veterinarians, insurance agents, real estate licensees, doctors, dentists, optometrists, chiropractors and naturopaths. It also removes secondary-school students working at their own school or on a work-experience placement, and sitters and home-care workers averaging 15 hours a week or less. Managers keep their vacation and termination rights but are outside the hours-of-work and statutory-holiday Parts.",
        "source": "bc_reg_s31",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "Scope from ESA s. 3(1); professional exclusions from B.C. Reg. 396/95 s. 31; other exclusions from s. 32; manager carve-outs from s. 34(f) (Part 4) and s. 36 (Part 5). A collective agreement that meets or beats section 63 replaces it for the workers it covers (ESA s. 3(2))."
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "bc_esa_s63",
          "quote": "After 3 consecutive months of employment, the employer becomes liable to pay an employee an amount equal to one week's wages as compensation for length of service.",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Under three consecutive months, the Act gives you nothing for length of service.",
          "maintenance_note": "The consolidation carries no amendment note on s. 63, so the wording is the original Employment Standards Act, S.B.C. 1995, c. 38, in force 1 November 1995 (the date stamped on B.C. Reg. 396/95). Confirm the commencement date at the next review."
        },
        "schedule": {
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "British Columbia calls this compensation for length of service. It is what this site calls termination pay, and the employer can discharge it with written notice instead.",
          "maintenance_note": "Rows expanded from the s. 63(2)(b) formula: 3 weeks after 3 consecutive years, plus one week per additional year, to a maximum of 8 weeks. The statute does not print the bands one by one."
        },
        "formula": {
          "rule": "One week's wages after three consecutive months, two weeks after twelve consecutive months, three weeks after three consecutive years, and one more week for every additional year, stopping at eight weeks. The employer can pay the money, give written notice of the same number of weeks, or mix the two.",
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "The money version is the default in British Columbia: the employer owes compensation for length of service on the day the employment ends unless it discharged the debt with written notice. The amount is your weekly wages at your regular wage over the last eight weeks in which you worked normal or average hours, divided by eight, multiplied by the number of weeks owed.",
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The amount the employer is liable to pay becomes payable on termination of the employment and is calculated by (a) totalling all the employee's weekly wages, at the regular wage, during the last 8 weeks in which the employee worked normal or average hours of work, (b) dividing the total by 8…"
        },
        "during_notice": {
          "rule": "Once notice has been given, the employer cannot change your wage rate or any other condition of employment without your written consent, or your union's. A notice period has no effect at all if it overlaps with your annual vacation, a leave, a temporary layoff, a strike or lockout, or time you are off for medical reasons, and it has no effect if the job simply carries on after the notice period ends.",
          "source": "bc_esa_s67",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Once notice is given to an employee under this Part, the employee's wage rate, or any other condition of employment, must not be altered without the written consent of (a) the employee, or (b) a trade union representing the employee.",
          "note": "Group termination pay under section 64 is owed whether or not you have found other work in the meantime (s. 68(2)).",
          "maintenance_note": "Notice-has-no-effect rules from s. 67(1); no-alteration rule from s. 67(2); the other-employment rule from s. 68(2). Section 68(3) lets the director credit a non-collective-agreement termination payment against the s. 63 liability."
        },
        "exclusions": {
          "rule": "Sections 63 and 64 do not apply to on-call workers who are free to accept or refuse each temporary period, employees hired for a definite term, employees hired for specific work to be finished within 12 months, contracts made impossible by an unforeseeable event, construction-site employees of a construction business, and anyone offered and refusing reasonable alternative employment with the same employer. The section 63 debt is also discharged when the employee quits, retires, or is dismissed for just cause.",
          "source": "bc_esa_s65",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "A definite-term or specific-work job that keeps going at least three months past the end of the term is treated as if it had never been for a definite term, and the service clock runs from the original start date (s. 65(2)). Section 63 also does not reach teachers employed by a school board or francophone education authority, or certain seasonal employees covered by a collective agreement."
        },
        "employee_notice": {
          "rule": "The Act sets no notice period for an employee who quits. It does say what happens if you give notice and the employer cuts it short: the employer then owes you the lesser of the wages you would have earned for the rest of your notice and the compensation for length of service it would have owed on termination.",
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 63(6). Read Parts 1 to 8 for any employee-notice duty: there is none."
        },
        "temporary_layoff": {
          "rule": "A layoff is temporary while it stays within 13 weeks in any 20 consecutive weeks, or, if you have a right of recall, while it stays inside your recall period. Past that it counts as a termination of employment, and the termination date is backdated to the first day of the layoff. A week counts as a week of layoff when you earn less than half your weekly wages at your regular wage, averaged over the previous eight weeks.",
          "source": "bc_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of 'temporary layoff' and 'termination of employment' from s. 1(1); backdating from s. 63(5); 'week of layoff' from s. 62."
        },
        "temporary_layoff_limits": {
          "source": "bc_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "A week counts as a week of layoff only where you earn less than half your weekly wages, at the regular wage, averaged over the previous eight weeks (s. 62).",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 13,
              "max_unit": "weeks",
              "window_value": 20,
              "window_unit": "weeks",
              "condition": "This is the limit where you have no right of recall.",
              "source": "bc_esa_s1",
              "quote": "in any other case, a layoff of up to 13 weeks in any period of 20 consecutive weeks"
            },
            {
              "label": "Recall period",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "Where you have a right of recall, the layoff can run to the end of the recall period instead. The Act fixes no number of weeks for it.",
              "source": "bc_esa_s1",
              "quote": "in the case of an employee who has a right of recall, a layoff that exceeds the specified period within which the employee is entitled to be recalled to employment"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "A layoff that runs longer than a temporary layoff counts as a termination of employment. The termination date is deemed to be the first day of the layoff, so your compensation for length of service is measured from then.",
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "For the purpose of determining the termination date under this section, the employment of an employee who is laid off for more than a temporary layoff is deemed to have been terminated at the beginning of the layoff.",
          "deemed_date": "first_day"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "bc_esa_s63",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "British Columbia has no separate statutory severance pay. Section 63 gives one entitlement, compensation for length of service, which is the same thing as termination pay.",
          "maintenance_note": "Verified by reading Part 8 of the Act (ss. 62 to 66) in full: there is no second entitlement of the Ontario or federal kind."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in British Columbia; the Act provides compensation for length of service, which is what this site calls termination pay. If you were let go without cause, a lawyer may be able to recover more than the statutory minimum under common law or your contract, but that is outside the Act.",
          "source": "bc_esa_s63",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "bc_esa_s64",
          "quote": "If the employment of 50 or more employees at a single location is to be terminated within any 2 month period, the employer must give written notice of group termination…",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 2,
          "unit": "months",
          "source": "bc_esa_s64",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The 50 terminations must fall within any two-month period at a single location."
        },
        "schedule": {
          "source": "bc_esa_s64",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": 100,
              "weeks": 8
            },
            {
              "employees_from": 101,
              "employees_to": 300,
              "weeks": 12
            },
            {
              "employees_from": 301,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "note": "The clock runs to the effective date of the first termination in the group."
        },
        "rule": {
          "rule": "Written notice of a group termination goes to every affected employee, to any union representing them, and to the minister. It must state how many employees are affected, the effective dates, and the reasons. Group notice is on top of the individual entitlement under section 63, not instead of it, and an employer who skips it owes termination pay for the missing weeks. It applies whether the employer ends the jobs or they end by operation of law.",
          "source": "bc_esa_s64",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 64 does not apply to an employee who refuses alternative work offered through a seniority system, who is laid off in a normal seasonal shutdown, or who is laid off and does not return within a reasonable time after being recalled (s. 65(4))."
        }
      },
      "vacation": {
        "schedule": {
          "source": "bc_esa_s57",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 1,
              "weeks": 0,
              "pay_percent": 4
            },
            {
              "service_from_years": 1,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Vacation pay and vacation time start at different moments in British Columbia: vacation pay begins to accrue after five days of employment, but the right to take two weeks off only arrives after twelve consecutive months.",
          "maintenance_note": "Weeks from s. 57(1); percentages from s. 58(1). The first row (0 weeks, 4 per cent) is how this data file expresses s. 58(1)(a): vacation pay after 5 calendar days of employment, with no vacation time yet under s. 57."
        },
        "pay_on_termination": {
          "rule": "Any vacation pay you are owed when the job ends must be paid on the same deadline as your other wages: within 48 hours if the employer ended the job, or within six days if you quit.",
          "source": "bc_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Any vacation pay an employee is entitled to when the employment terminates must be paid to the employee at the time set by section 18 for paying wages."
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of your total wages for the year of employment that earned the vacation: at least 4 per cent after five calendar days of employment, and at least 6 per cent once you reach five consecutive years. The employer cannot cut your vacation or vacation pay because it paid you a bonus or sick pay, or because it once gave you a longer vacation than the minimum.",
          "source": "bc_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Percentages from s. 58(1); the no-clawback rule from s. 59."
        }
      },
      "holidays": {
        "count": {
          "value": 11,
          "unit": null,
          "source": "bc_esa_s1",
          "validity": {
            "from": "2023-03-09",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "British Columbia calls them statutory holidays. Boxing Day and Easter Monday are not among them, even though the Interpretation Act treats December 26 and Easter Monday as holidays for other purposes.",
          "maintenance_note": "Counted from the closed list in the s. 1(1) definition of 'statutory holiday'. The eleventh, the National Day for Truth and Reconciliation, was added by the National Day for Truth and Reconciliation Act, S.B.C. 2023, c. 4, which came into force on Royal Assent, 9 March 2023. The definition ends with 'any other holiday prescribed by regulation', so re-read it at every review."
        },
        "list": {
          "source": "bc_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Family Day",
              "date_rule": "The third Monday of February"
            },
            {
              "name": "Good Friday",
              "date_rule": "The Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "The Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "British Columbia Day",
              "date_rule": "The first Monday of August"
            },
            {
              "name": "Labour Day",
              "date_rule": "The first Monday of September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "The second Monday of October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Names verbatim from the s. 1(1) definition. Family Day's date is set by the Family Day Regulation, B.C. Reg. 149/2012, s. 1 ('The third Monday of February is to be observed as Family Day'), amended to the third Monday by B.C. Reg. 75/2018. September 30 for the National Day for Truth and Reconciliation comes from S.B.C. 2023, c. 4. The other date rules are descriptive and are not set by the Employment Standards Act."
        },
        "pay_formula": {
          "rule": "Statutory holiday pay is an average day's pay: everything paid or payable to you for work done and wages earned in the 30 calendar days before the holiday, including vacation pay for vacation days taken in that window, minus anything paid for overtime, divided by the number of days you worked or earned wages in those 30 days. That average is owed whether or not the holiday falls on a day you would normally work.",
          "source": "bc_esa_s45",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "If you work on the statutory holiday, you get time and a half for the first 12 hours, double time beyond 12 hours, and the average day's pay on top (s. 46)."
        },
        "qualifying": {
          "rule": "You qualify if you have been employed by that employer for at least 30 calendar days before the holiday and, in the 30 calendar days before it, you either worked or earned wages on 15 of those days or worked under an averaging agreement at some point in the window.",
          "source": "bc_esa_s44",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The statutory-holiday Part does not apply to managers (Employment Standards Regulation s. 36)."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "British Columbia is the fastest jurisdiction in the country for the final pay. If the employer ends the job, everything you are owed must be paid within 48 hours. If you quit, the employer has six days.",
          "source": "bc_esa_s18",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "(1) An employer must pay all wages owing to an employee within 48 hours after the employer terminates the employment. (2) An employer must pay all wages owing to an employee within 6 days after the employee terminates the employment."
        },
        "hours_after_termination": {
          "value": 48,
          "unit": "hours",
          "source": "bc_esa_s18",
          "quote": "An employer must pay all wages owing to an employee within 48 hours after the employer terminates the employment.",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act says 48 hours, not two working days: the clock runs from the moment the employer ends the job.",
          "maintenance_note": "ESA s. 18(1). CONTRACT §4.1 allows the unit \"hours\", so the statutory figure is stored in the unit the statute uses. final_pay.days_after_termination keeps 2 days for the calculator, which adds it to a date; 48 hours = 2 days."
        },
        "days_after_termination": {
          "value": 2,
          "unit": "days",
          "source": "bc_esa_s18",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act says 48 hours, not two working days. This figure is the 48-hour rule of section 18(1) expressed in days so the calculator can add it to a date; the statutory figure is final_pay.hours_after_termination.",
          "maintenance_note": "Stored as 2 days because the canonical unit list has no 'hours after termination' slot for this path; the rule text and the quote both say 48 hours. If the tool or a page needs the exact figure, use 48 hours from the rule."
        },
        "days_after_quit": {
          "value": 6,
          "unit": "days",
          "source": "bc_esa_s18",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "what_is_included": {
          "rule": "All wages owing: unpaid regular wages and overtime, accrued vacation pay, statutory holiday pay, anything credited to a time bank, and the compensation for length of service the employer owes under section 63. Under the Act's definition, wages take in salary, commissions, money required to be paid by the Act, and money an employer has agreed to pay for work, but not gratuities, discretionary bonuses, expense allowances or living allowances.",
          "source": "bc_esa_s18",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "'Wages' definition from s. 1(1); time bank payout from s. 42(5); compensation for length of service from s. 63(4)."
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "bc_esa_s74",
          "quote": "A complaint relating to an employee whose employment has terminated must be delivered under subsection (2) within 6 months after the last day of employment.",
          "validity": {
            "from": "1995-11-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The clock runs from your last day of employment, not from the day the money should have been paid. Where the job ended after a temporary layoff, the last day of the layoff counts as the last day of employment."
        },
        "rule": {
          "rule": "You complain in writing to the Employment Standards Branch. The director can extend the deadline, even after it has run out, but only where special circumstances stopped you filing in time and an injustice would otherwise follow. If you ask in writing, the director must keep your identity confidential unless disclosure is needed for a proceeding or is in the public interest.",
          "source": "bc_esa_s74",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Extension power in s. 74(5); confidentiality in s. 75."
        }
      }
    },
    "alberta": {
      "name": "Alberta",
      "abbr": "AB",
      "kind": "province",
      "slug": "alberta",
      "statute": {
        "name": "Employment Standards Code",
        "short_name": "ESC",
        "source": "ab_esc",
        "regulator_name": "Alberta Employment Standards",
        "regulator_url": "https://www.alberta.ca/employment-standards",
        "claim_url": "https://www.alberta.ca/file-employment-standards-complaint"
      },
      "coverage": {
        "rule": "The Code covers employers and employees in Alberta, including the provincial Crown. It does not reach workplaces regulated by Parliament, such as banks, airlines, railways, interprovincial trucking, telecommunications and broadcasting, which follow the Canada Labour Code instead. Municipal and independent-agency police officers are outside the Code except for its leave provisions, and farm and ranch employees have their own partial exemptions. Three groups lose whole entitlements by regulation rather than by the Code: construction employees get no termination notice at all and have flat percentages instead of the ordinary general-holiday and vacation rules; teachers are outside general holidays and vacations altogether; and several classes of commission salespeople lose general holidays, vacations, or both.",
        "source": "ab_esc_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "Read in ss. 2 and 2.1 of the Code and in Alta. Reg. 14/1997: s. 1 (amateur athletes are not employees), s. 3 (general-holiday exemptions for commission salespeople and others), s. 3.1(2) as amended by AR 136/2025 (teachers out of Part 2, Divisions 5 and 6), s. 4 (vacation exemptions), s. 5 (no termination notice in construction and land clearing), and ss. 45 to 50 (construction employees: general holiday pay of at least 3.6% of wages and vacation pay of at least 6%, in substitution for ss. 26 to 33 and Division 6). Reg. s. 2 removes only hours and overtime, not the whole Act. The federal-sector point is constitutional division of powers, not a line of s. 2."
      },
      "notice": {
        "qualifying_service": {
          "value": 90,
          "unit": "days",
          "source": "ab_esc_s55",
          "quote": "Termination notice is not required … (b) when an employee has been employed by the employer for 90 days or less,",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Alberta counts 90 days, not three months. Separate spells of work for the same employer are added together if less than 90 days passed between them (s. 54)."
        },
        "schedule": {
          "source": "ab_esc_s56",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": 4,
              "weeks": 2
            },
            {
              "service_from_years": 4,
              "service_to_years": 6,
              "weeks": 4
            },
            {
              "service_from_years": 6,
              "service_to_years": 8,
              "weeks": 5
            },
            {
              "service_from_years": 8,
              "service_to_years": 10,
              "weeks": 6
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "maintenance_note": "The first band starts at more than 90 days of employment, expressed here as 0.25 years for the table. The exact statutory threshold is carried by notice.qualifying_service."
        },
        "formula": {
          "rule": "Nothing is owed for the first 90 days. After that the written notice is one week up to two years of service, two weeks from two years, four weeks from four years, five weeks from six years, six weeks from eight years, and eight weeks once you reach ten years. Eight weeks is the ceiling, however long you stayed.",
          "source": "ab_esc_s56",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "Your employer can pay you instead of letting you work out the notice, or mix the two. The money has to equal the wages you would have earned working your regular hours through the notice period. If your pay moved from period to period, the figure is the average of your wages over the last 13 weeks in which you actually worked before the termination date.",
          "source": "ab_esc_s57",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If the wages of an employee vary from one pay period to another, the employee's termination pay must be determined by calculating the average of the employee's wages during the previous 13 weeks in which the employee worked preceding the date of termination of employment."
        },
        "during_notice": {
          "rule": "Once notice is given by either side, your wages, wage rate and every other term of the job must stay as they were until the employment actually ends, whether or not you are asked to work. Your employer cannot make you burn banked overtime during the notice period, and cannot force you to take your annual vacation then unless you were already told to take it before the notice was given.",
          "source": "ab_esc_s61",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "exclusions": {
          "rule": "No notice is owed if you are dismissed for just cause, if you have been there 90 days or less, if you were hired for a definite term or task of 12 months or less that has now finished, if you are laid off after turning down reasonable alternative work or work offered through a seniority system, if a strike or lockout stops your employer providing work, if the contract became impossible to perform for reasons outside your employer's control, if you are a seasonal employee and the season has ended, or if the job ends through the layoff and recall rules. There is one more, and it is not in the Code: the Employment Standards Regulation removes termination notice and termination pay entirely from employees working at the site of construction, repair, demolition or similar work on buildings, roads, pipelines, sewage and power systems, and from land-clearing work. Construction employees in Alberta owe no notice and are owed none.",
          "source": "ab_esc_s55",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Ten grounds in s. 55(2)(a) to (j). The construction and land-clearing carve-out is s. 5(1)(a) and (b) of Alta. Reg. 14/1997, which excepts ongoing maintenance and office employees; s. 5(3) also rewrites s. 55(2)(c) for oilwell drilling. See source `ab_esr_s5`."
        },
        "employee_notice": {
          "source": "ab_esc_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": null,
              "weeks": 2
            }
          ],
          "note": "You owe nothing in your first 90 days. You also owe nothing if staying would put your health or safety in danger, if the contract became impossible to perform, if you are on temporary layoff, or if you are quitting because your employer cut your wage rate, overtime rate, vacation pay, general holiday pay or termination pay."
        },
        "temporary_layoff": {
          "rule": "A temporary layoff has to be given to you in writing. If the layoff runs more than 90 days in total within any 120-day window, the job is over by force of the Code and termination pay falls due. The clock does not run out while your employer keeps paying you wages or benefit-plan contributions by agreement, or while recall rights under a collective agreement are alive; when those payments stop or those rights expire, the job ends and termination pay is owed.",
          "source": "ab_esc_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The employment of an employee who is laid off for one or more periods exceeding, in total, 90 days within a 120-day period terminates, and termination pay is payable"
        },
        "temporary_layoff_limits": {
          "source": "ab_esc_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "A temporary layoff is only valid if your employer first gives you a written layoff notice that says so, gives the start date and encloses sections 62, 63 and 64 (s. 62).",
          "maintenance_note": "Read in the Alberta King's Printer office consolidation of the Code, current as of 26 November 2025. The 90-in-120 rule was set by 2020 c28 s1(16). s. 63(4) switches subsections (1) and (2) off entirely where a collective agreement sets its own rule for termination after a temporary layoff.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 90,
              "max_unit": "days",
              "window_value": 120,
              "window_unit": "days",
              "condition": null,
              "source": "ab_esc_s63",
              "quote": "The employment of an employee who is laid off for one or more periods exceeding, in total, 90 days within a 120-day period terminates, and termination pay is payable"
            },
            {
              "label": "While payments or recall rights last",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The 90 days do not end the job while your employer keeps paying you wages or money instead of wages by agreement, or keeps up pension or insurance payments for you, or while recall rights under a collective agreement are still alive.",
              "source": "ab_esc_s63",
              "quote": "unless (a) during the layoff the employer, by agreement with the employee, (i) pays the employee wages or an amount instead of wages"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Past 90 days of layoff in any 120-day window the job ends by force of the Code and termination pay falls due, worked out as if section 57(1) applied. Where payments or recall rights had been holding the clock back, the job ends and termination pay is owed the moment those payments stop or those rights expire. Alberta does not backdate the ending to the first day of the layoff.",
          "source": "ab_esc_s63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "When payments under subsection (1)(a) cease or recall rights under subsection (1)(b) expire, the employment of the employee terminates and termination pay is payable.",
          "deemed_date": "no_deemed_date"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "ab_esc",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Alberta has no separate statutory severance pay.",
          "maintenance_note": "Confirmed by reading Division 8 of Part 2 of the Code end to end (ss. 54 to 64): the only money the Code attaches to a dismissal is termination pay in lieu of notice under s. 57."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in Alberta. When people in Alberta say severance they almost always mean termination pay, which is the money paid instead of working out the notice period under section 57. A lawyer may still be able to recover more than the Code minimum under your contract or the common law.",
          "source": "ab_esc_s57",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "ab_esc_s137",
          "quote": "an employer who intends to terminate the employment of 50 or more employees at a single location within a 4-week period must give the Minister written notice at least 4 weeks before the date on which the first termination is to take effect",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "ab_esc_s137",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "ab_esc_s137",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": null,
              "weeks": 4
            }
          ],
          "maintenance_note": "Alberta no longer has a sliding scale. The 8, 12 and 16 week tiers that used to depend on the size of the group were repealed by 2020 c. 28 s. 1(22); a single four-week notice to the Minister replaced them. This notice is owed to the Minister, not to the employees."
        },
        "rule": {
          "rule": "When an employer plans to end 50 or more jobs at one location inside a four-week span, it must give the Minister written notice at least four weeks before the first termination takes effect, saying how many jobs will go and on what dates. If that is impossible, the notice must go out as soon as is reasonable. This notice goes to the government, not to you: it does not add a single week to your own individual notice, which is still set by section 56. Seasonal employees and people hired for a definite term or task are left out of the count.",
          "source": "ab_esc_s137",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "vacation": {
        "schedule": {
          "source": "ab_esc_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "maintenance_note": "Time from s. 34(1): two weeks after each of the first four years, three weeks after five consecutive years. Percentages from s. 34.2 for employees not paid monthly; an employee paid by the month gets, for each vacation week, at least a work month's wages for normal hours divided by 4 1/3 (s. 34.1)."
        },
        "pay_on_termination": {
          "rule": "Vacation pay you have earned and not been paid is owed when the job ends, however it ends. If you leave before your first annual vacation ever came due, you get 4% of everything you earned. If you had already earned a vacation entitlement, you get the vacation pay for that year plus at least 4% (or 6% once you are on three weeks) of your wages from your last vacation anniversary to your last day.",
          "source": "ab_esc_s42",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of wages. Wages means salary, pay, commission and other remuneration for work, and money paid for time off instead of overtime pay. It leaves out overtime pay, vacation pay, general holiday pay and termination pay, plus discretionary gifts and bonuses and expense allowances. Last year's vacation pay does count as wages when this year's vacation pay is worked out.",
          "source": "ab_esc_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of wages in s. 1(x); the carry-forward point is s. 43."
        }
      },
      "holidays": {
        "count": {
          "value": 9,
          "unit": null,
          "source": "ab_esc_s25",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Alberta calls them general holidays. Employers and employees can agree to add more, and the Lieutenant Governor in Council can name extra ones by regulation, but nine are named in the Code itself.",
          "maintenance_note": "The National Day for Truth and Reconciliation (30 September) is NOT a general holiday under the Alberta Code."
        },
        "list": {
          "source": "ab_esc_s25",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Alberta Family Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Section 25 names the nine days; it does not fix their calendar dates. The date_rule column states the ordinary Canadian calendar rule for each day and is not taken from the Code."
        },
        "pay_formula": {
          "rule": "General holiday pay is your average daily wage. That is your total wages over a four-week period divided by the number of days you actually worked in it. The employer picks whether the four weeks are the ones immediately before the holiday or the ones ending on the last day of the pay period before it. If you work on a general holiday that falls on a normal work day, you get that average daily wage plus at least 1.5 times your wage rate for every hour worked, or, if the employer prefers, your ordinary rate for the hours worked plus a paid day off later.",
          "source": "ab_esc_s24_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the average daily wage of an employee, in relation to a general holiday, is calculated by averaging the employee's total wages in whichever of the following periods the employer chooses over the number of days worked by the employee in the period",
          "maintenance_note": "Average daily wage in s. 24.1 (added 2020 c. 28); the pay itself in ss. 28 and 29. Alberta has NOT used the old 5%-of-four-weeks formula since 2020."
        },
        "qualifying": {
          "rule": "You are eligible for general holiday pay once you have worked for the same employer for 30 work days or more in the 12 months before the holiday. You lose it for that holiday if you were required or scheduled to work it and did not show up, or if you were away without your employer's consent on your last regular work day before it or your first regular work day after it.",
          "source": "ab_esc_s26",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When the job ends, your employer chooses one of two deadlines: within 10 consecutive days after the end of the pay period in which the termination happened, or within 31 consecutive days after your last day of work. The same two options apply whether you were dismissed or you quit.",
          "source": "ab_esc_s8",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "When an employee's employment terminates, the employer must pay the employee's earnings within whichever of the following periods the employer chooses: (a) 10 consecutive days after the end of the pay period in which the termination of employment occurs; (b) 31 consecutive days after the last day",
          "maintenance_note": "Old ss. 9 and 10, which set shorter and different deadlines and a special rule for employees who quit without notice, were repealed by 2020 c. 28 s. 1(4). Section 8(2) is now the whole rule."
        },
        "days_after_termination": {
          "value": 31,
          "unit": "days",
          "source": "ab_esc_s8",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Outside limit, counted from your last day of work. The employer may pay sooner by using the other option, 10 days after the end of the pay period in which the job ended."
        },
        "days_after_quit": {
          "value": 31,
          "unit": "days",
          "source": "ab_esc_s8",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Alberta uses the same deadline whether you were dismissed or you resigned."
        },
        "what_is_included": {
          "rule": "The final payment covers your earnings, which the Code defines as wages, overtime pay, vacation pay, general holiday pay and termination pay. Unpaid vacation pay and any general holiday pay you had banked have to be in it.",
          "source": "ab_esc_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“earnings” means wages, overtime pay, vacation pay, general holiday pay and termination pay;"
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "ab_esc_s82",
          "quote": "A complaint … may be made at any time while the employee is employed by the employer and, if the employee's employment is terminated, at any time up to 6 months after the date on which the employment is terminated.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Counted from the date the employment ended. While you are still employed there is no deadline."
        },
        "rule": {
          "rule": "You complain to an employment standards officer at Alberta Employment Standards. It is free, and an officer can try mediation, then decide and order the employer to pay. File within six months of your last day. An officer can refuse a complaint that is frivolous, that you have already taken to a court, tribunal or arbitrator, or that is covered by a collective agreement, in which case the grievance procedure is your route.",
          "source": "ab_esc_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Refusal grounds read in ss. 83 and 83.1."
        }
      }
    },
    "quebec": {
      "name": "Quebec",
      "abbr": "QC",
      "kind": "province",
      "slug": "quebec",
      "statute": {
        "name": "Act respecting labour standards",
        "short_name": "LSA",
        "source": "qc_lsa",
        "regulator_name": "Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST)",
        "regulator_url": "https://www.cnesst.gouv.qc.ca/en",
        "claim_url": "https://www.cnesst.gouv.qc.ca/en/file-complaint"
      },
      "coverage": {
        "rule": "The Act reaches every employee working in Quebec, and also employees who work partly outside Quebec for an employer based here, and Quebec residents working outside Quebec for such an employer. It is binding on the government itself. Section 3 takes out senior managerial personnel from most standards, including notice of termination, and takes out construction workers governed by the construction industry Act, people whose only job is occasional care for a child or a sick, elderly or disabled person in that person's own home, and students on an approved school work-induction placement.",
        "source": "qc_lsa_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Senior managers keep a short list of standards, mainly the leave and psychological-harassment provisions, but not the notice of termination in section 82.",
        "maintenance_note": "Scope from s. 2; exclusions from s. 3, with the senior-manager carve-out in s. 3(6) and the carve-back in s. 3.1. The s. 3(2) carer exclusion does not apply where the work procures a profit for the employer. The Act says nothing about federal jurisdiction; that boundary is constitutional."
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "qc_lsa_s82_1",
          "quote": "Section 82 does not apply to an employee (1) who has less than three months of uninterrupted service…",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Under three months of uninterrupted service the Act gives no notice and no indemnity.",
          "maintenance_note": "Section 82.1 was enacted by 1990, c. 73, s. 36. The consolidation does not print a coming-into-force date, and the annual statute could not be opened (LégisQuébec returned HTTP 502 for the annual volumes, CanLII HTTP 403), so validity.from is left null."
        },
        "schedule": {
          "source": "qc_lsa_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 4
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Quebec's ladder has four rungs, not eight, and it tops out at eight weeks after ten years of uninterrupted service.",
          "maintenance_note": "Section 82 states the first rung as 'less than one year of uninterrupted service'; the 0.25 lower bound comes from s. 82.1(1)."
        },
        "formula": {
          "rule": "Written notice of one week if you have less than a year of uninterrupted service, two weeks from one year to five, four weeks from five years to ten, and eight weeks at ten years or more. The same notice is owed before a layoff expected to last six months or more, and section 82 does not take away anything a different statute gives you.",
          "source": "qc_lsa_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The notice shall be of one week if the employee is credited with less than one year of uninterrupted service, two weeks if … one year to five years of uninterrupted service, four weeks if … five years to ten years … and eight weeks if … ten years or more."
        },
        "pay_in_lieu": {
          "rule": "An employer who gives no notice, or too little, must pay a compensatory indemnity equal to your regular wage, overtime excluded, for the notice weeks it did not give. It is due at the moment the employment ends, or when a layoff expected to last more than six months begins, or six months into an open-ended layoff. If you are paid wholly or partly by commission, the weekly figure is the average of your weekly wage over the complete pay periods in the three months before the end.",
          "source": "qc_lsa_s83",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "An employer who does not give the notice prescribed by section 82 … must pay the employee a compensatory indemnity equal to the employee's regular wage excluding overtime for a period equal to the period or remaining period of notice to which the employee was entitled."
        },
        "during_notice": {
          "rule": "During the notice period the contract simply continues, so wages and conditions run on as before. If the employer instead pays the indemnity, section 83 fixes the amount at your regular wage without overtime for the missing weeks. A notice of termination handed to you while you are already laid off is absolutely null, unless the job is a seasonal one that normally lasts six months or less each year.",
          "source": "qc_lsa_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "The null-notice-during-layoff rule is the third paragraph of s. 82. Quebec has no equivalent of Ontario's s. 60 spelling out what must be maintained during notice; the first sentence is our restatement of the contract continuing."
        },
        "exclusions": {
          "rule": "Section 82 does not apply to an employee with less than three months of uninterrupted service, to a fixed-term contract or a contract for a specific undertaking that simply runs out, to an employee who has committed a serious fault, or where the end of the job or the layoff is the result of superior force.",
          "source": "qc_lsa_s82_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Quebec's bar is a serious fault, which the courts read narrowly; it is not the same as an employer simply saying it had cause."
        },
        "employee_notice": {
          "rule": "The Act sets no notice period for an employee who quits. The Civil Code does: either party to an employment contract of indeterminate term may end it by giving notice in reasonable time, judged by the nature of the job, the circumstances and how long the work has lasted. An employee cannot give up the right to an indemnity for insufficient notice or an abusive dismissal.",
          "source": "qc_ccq_a2091",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Either party to a contract for an indeterminate term may terminate it by giving notice of termination to the other party. The notice of termination shall be given in reasonable time, taking into account, in particular, the nature of the employment…",
          "note": "The Civil Code duty runs both ways, so it is also the source of the common-law-style claim a Quebec employee may have against an employer beyond the statutory minimum.",
          "maintenance_note": "Non-renunciation rule from CCQ art. 2092; serious-reason exception from art. 2094. Verified in the official PDF of the Civil Code updated to 7 April 2026."
        },
        "temporary_layoff": {
          "rule": "Quebec has no fixed number of weeks after which a layoff becomes a termination. What the Act does is treat a layoff of six months or more like a termination for notice purposes: the employer owes the section 82 notice, and the indemnity falls due either when a layoff expected to run past six months starts, or six months into an open-ended layoff. Where a collective agreement gives recall rights for more than six months, the indemnity is postponed to the earlier of the end of those rights and one year after the layoff.",
          "source": "qc_lsa_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Six-month rule from s. 82 first paragraph and s. 83 second paragraph; recall-rights postponement from s. 83.1."
        },
        "temporary_layoff_limits": {
          "source": "qc_lsa_s82",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The six months is not a countdown to a deemed dismissal: it is the point at which a layoff carries the same notice as the end of the job.",
          "maintenance_note": "LégisQuébec blocks automated requests; ss. 82, 82.1, 83 and 83.1 were read in an Internet Archive capture of the official English consolidation dated 2025-11-09, whose latest amendment note is 2022, c. 22.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 6,
              "max_unit": "months",
              "window_value": null,
              "window_unit": null,
              "condition": null,
              "source": "qc_lsa_s82",
              "quote": "The employer must give written notice to an employee before terminating the employee's contract of employment or laying the employee off for six months or more."
            },
            {
              "label": "Recall privileges under a collective agreement",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "Where a collective agreement gives you recall privileges for more than six months, the indemnity is not owed until the earlier of the day those privileges run out and one year after the layoff.",
              "source": "qc_lsa_s83_1",
              "quote": "In the case of an employee who, under a collective agreement, is entitled to recall privileges for more than six months, the employer is bound to pay the compensatory indemnity only from the first of the following dates"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "A layoff of six months or more carries the same written notice as the end of the job, and your employer owes an indemnity if it gives none or too little. The indemnity falls due when a layoff expected to run past six months starts, or six months into a layoff of no fixed length or one that was expected to be shorter and then ran past six months.",
          "source": "qc_lsa_s83",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The indemnity must be paid at the time the employment is terminated or at the time the employee is laid off for a period expected to last more than six months, or at the end of a period of six months after a layoff of indeterminate length",
          "deemed_date": "indemnity_only"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "qc_lsa_s83",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Quebec has no separate statutory severance pay. The Act gives one money entitlement when a job ends without notice: the compensatory indemnity in section 83, which is what this site calls termination pay.",
          "maintenance_note": "Verified by reading Division VI (ss. 82 to 84) and Division VI.0.1 (ss. 84.0.1 to 84.0.15) in full."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in Quebec; the Act provides a compensatory indemnity in lieu of notice, which is what this site calls termination pay. Two other recourses can be worth far more than the statutory minimum: the Civil Code duty to give notice in reasonable time, and the section 124 complaint against a dismissal not made for good and sufficient cause once you have two years of uninterrupted service.",
          "source": "qc_lsa_s83",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 10,
          "unit": "employees",
          "source": "qc_lsa_s84_0_1",
          "quote": "The termination of employment by the employer, including a layoff for a period of six months or more, involving not fewer than 10 employees of the same establishment in the course of two consecutive months constitutes a collective dismissal governed by this division.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ten employees is the lowest collective-dismissal threshold in Canada, matched by Nova Scotia, New Brunswick and Prince Edward Island. Ontario, British Columbia, Alberta, Manitoba, Newfoundland and Labrador and the federal jurisdiction all start at 50.",
          "maintenance_note": "Division VI.0.1 was enacted by 2002, c. 80, s. 49; the consolidation prints no coming-into-force date and the annual statute could not be opened, so validity.from is null."
        },
        "window": {
          "value": 2,
          "unit": "months",
          "source": "qc_lsa_s84_0_1",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The ten terminations must fall within two consecutive months at the same establishment."
        },
        "schedule": {
          "source": "qc_lsa_s84_0_4",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 10,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": 299,
              "weeks": 12
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "note": "This is the notice the employer owes the Minister of Employment and Social Solidarity, not a second notice to you."
        },
        "rule": {
          "rule": "Before a collective dismissal for technological or economic reasons the employer must notify the Minister, copy the notice to any certified union, and post it where the employees can read it. Giving that notice does not excuse the employer from the individual notice in section 82. If the Minister’s notice is missing or short, each dismissed employee is owed an indemnity equal to their regular wages, overtime excluded, for the missing weeks. You cannot stack that indemnity on top of the section 83 indemnity: you get the greater of the two.",
          "source": "qc_lsa_s84_0_14",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "No employee may cumulate the indemnities provided for in sections 83 and 84.0.13. However, an employee shall receive the greater of the indemnities to which the employee is entitled.",
          "note": "Employees with less than three months of uninterrupted service, expiring fixed-term contracts and employees who committed a serious fault are not counted as affected (s. 84.0.2). The division does not apply to open-ended layoffs that in fact last under six months, to seasonal or intermittent establishments, or to an establishment hit by a strike or lock-out (s. 84.0.3).",
          "maintenance_note": "Notice to the Minister and the no-exemption sentence are s. 84.0.4; the indemnity for missing notice is s. 84.0.13; the quoted no-cumulation rule is s. 84.0.14, which is what this node is now sourced to."
        }
      },
      "vacation": {
        "schedule": {
          "source": "qc_lsa_s69",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 1,
              "weeks": 0,
              "pay_percent": 4
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 3,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Under one year of uninterrupted service you earn one working day of leave per month of service, up to two weeks, with the same 4 per cent indemnity. Quebec measures all of this over a reference year that runs from 1 May to 30 April unless an agreement fixes another start date.",
          "maintenance_note": "Weeks from ss. 67, 68 and 69; percentages from s. 74; reference year from s. 66. The three-year threshold in s. 69 replaced a five-year threshold: 2018, c. 21, s. 11 replaced 'five' with 'three'. Its commencement is fixed by s. 55 of that Act, read in the Québec Official Publisher PDF of the annual statute (source qc_sq_2018_c21_s55): 'This Act comes into force on 12 June 2018, except (1) sections 4, 7, 9, 11, 14 and 18 ... which come into force on 1 January 2019'. Before 1 January 2019 the third week and the 6 per cent rate arrived at five years.",
          "validity": {
            "from": "2019-01-01",
            "to": null
          }
        },
        "pay_on_termination": {
          "rule": "If the job ends before you have taken all the leave you earned, the employer owes the indemnity for the leave you did not take, plus a further 4 or 6 per cent, whichever rate applies to you, of the gross wages you earned in the current reference year.",
          "source": "qc_lsa_s76",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If a contract of employment is cancelled before the employee is able to benefit by all the days of leave to which the employee is entitled, the employee shall receive, in addition to the compensatory indemnity determined in accordance with section 74 …, an indemnity equal to 4% or 6%…"
        },
        "wages_basis": {
          "rule": "The annual leave indemnity is 4 per cent of your gross wages during the reference year, or 6 per cent once you are credited with three years of uninterrupted service. An employer cannot buy out the leave with money instead of time off, except that the third week may be paid out at your request if the workplace closes for two weeks.",
          "source": "qc_lsa_s74",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Percentages from s. 74; the no-buy-out rule from s. 73."
        }
      },
      "holidays": {
        "count": {
          "value": 8,
          "unit": null,
          "source": "qc_lsa_s60",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Seven statutory general holidays are listed in the Act respecting labour standards; the eighth, the National Holiday on 24 June, comes from its own statute. Quebec has no Family Day, no Remembrance Day and no National Day for Truth and Reconciliation as paid holidays under these two Acts.",
          "maintenance_note": "Counted as the seven paragraphs of s. 60 of the LSA plus 24 June under s. 2 of the National Holiday Act, CQLR c. F-1.1. Note that s. 60(2) is a single holiday with a choice of date (Good Friday or Easter Monday, at the employer's option), not two."
        },
        "list": {
          "source": "qc_lsa_s60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "1 January"
            },
            {
              "name": "Good Friday or Easter Monday",
              "date_rule": "One of the two, at the employer's option"
            },
            {
              "name": "National Patriots' Day",
              "date_rule": "The Monday preceding 25 May"
            },
            {
              "name": "National Holiday (St. John the Baptist Day)",
              "date_rule": "24 June; if it falls on a Sunday that is not a regular working day for you, 25 June"
            },
            {
              "name": "Canada Day",
              "date_rule": "1 July, or 2 July where the 1st falls on a Sunday"
            },
            {
              "name": "Labour Day",
              "date_rule": "The first Monday in September"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "The second Monday in October"
            },
            {
              "name": "Christmas Day",
              "date_rule": "25 December"
            }
          ],
          "maintenance_note": "Date rules are verbatim from s. 60 of the LSA except the National Holiday, which is s. 1 and s. 2 of the National Holiday Act. The Act itself does not name the third and fifth days: it says only 'the Monday preceding 25 May' and '1 July'. National Patriots' Day and Canada Day are the ordinary names for those dates and are not written in the LSA."
        },
        "pay_formula": {
          "rule": "For each holiday the employer must pay an indemnity of one twentieth of the wages you earned in the four complete pay weeks before the week of the holiday, overtime excluded. If you are paid wholly or partly on commission, it is one sixtieth of the wages earned in the twelve complete pay weeks before. The National Holiday on 24 June uses the same two formulas.",
          "source": "qc_lsa_s62",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "For each statutory general holiday, the employer must pay the employee an indemnity equal to 1/20 of the wages earned during the four complete weeks of pay preceding the week of the holiday, excluding overtime.",
          "note": "If you have to work the holiday, the employer must pay the day's wages plus either the indemnity or a compensatory day off taken within three weeks either side (s. 63). Same rule if the holiday falls during your annual leave or outside your regular schedule (s. 64)."
        },
        "qualifying": {
          "rule": "There is no minimum length of service. You lose the holiday only if you were absent from work without the employer's authorization or without valid cause on the working day before it or the working day after it.",
          "source": "qc_lsa_s65",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "To benefit from a statutory general holiday, an employee must not have been absent from work without the employer's authorization or without valid cause on the working day preceding or on the working day following the holiday."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "Quebec's Act sets no special deadline for the whole final pay. Two rules apply instead. The indemnity in lieu of notice is due at the time the employment ends, or when a layoff expected to run past six months begins, or six months into an open-ended layoff. Everything else follows the ordinary pay rule: wages must be paid at regular intervals no longer than sixteen days, or one month for managerial staff, so the last wages and the vacation indemnity fall on the next regular pay day.",
          "source": "qc_lsa_s83",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Confirmed by reading Division I of Chapter IV (wages, ss. 39.1 to 51) and Division VI: there is no equivalent of Ontario's s. 11(5) or BC's s. 18. Indemnity timing from s. 83 second paragraph; pay intervals from s. 43.",
          "short": "No fixed deadline beyond the regular pay interval; the indemnity is due at termination"
        },
        "what_is_included": {
          "rule": "The compensatory indemnity in lieu of notice, your unpaid wages, the annual leave indemnity for leave you never took plus 4 or 6 per cent of the gross wages of the current reference year, and any holiday indemnity still owed. Where a collective dismissal was announced with no notice or short notice, you get the greater of the section 83 and section 84.0.13 indemnities, never both. Any settlement in which you accept less than the amount claimed is absolutely null.",
          "source": "qc_lsa_s76",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Vacation payout from s. 76; no-cumulation rule from s. 84.0.14; the null-settlement rule from s. 101."
        }
      },
      "complaint": {
        "deadline": {
          "value": 1,
          "unit": "years",
          "source": "qc_lsa_s115",
          "quote": "A civil action brought under this Act or a regulation is prescribed by one year from each due date.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "One year runs separately from each due date, so an old unpaid amount can expire while a recent one is still claimable. A different and much shorter deadline applies to a dismissal complaint under section 124: 45 days.",
          "maintenance_note": "Section 115 dates from 1979, c. 45, s. 115 with no later amendment shown; the consolidation prints no commencement date, so validity.from is null."
        },
        "rule": {
          "rule": "You file a written complaint with the CNESST, which can claim the unpaid wages and other money benefits from the employer on your behalf. Separately, if you have two years of uninterrupted service in the same enterprise and believe you were dismissed without good and sufficient cause, you have 45 days from the dismissal to file a written complaint with the CNESST or with the Administrative Labour Tribunal. That tribunal can order reinstatement, an indemnity up to the wages you would have earned, or any other decision it thinks fair.",
          "source": "qc_lsa_s124",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "An employee credited with two years of uninterrupted service in the same enterprise who believes they have not been dismissed for a good and sufficient cause may present a complaint in writing to the Commission … within 45 days of the dismissal…",
          "maintenance_note": "General complaint route from s. 102; wage claim by the Commission from ss. 98 and 99; tribunal remedies from s. 128. The s. 124 recourse is closed where another remedial procedure, other than damages, is available under this or another Act or an agreement."
        }
      }
    },
    "manitoba": {
      "name": "Manitoba",
      "abbr": "MB",
      "kind": "province",
      "slug": "manitoba",
      "statute": {
        "name": "The Employment Standards Code",
        "short_name": "ESC",
        "source": "mb_esc",
        "regulator_name": "Manitoba Employment Standards",
        "regulator_url": "https://www.gov.mb.ca/labour/standards/",
        "claim_url": "https://www.gov.mb.ca/labour/standards/complaint.html"
      },
      "coverage": {
        "rule": "The Code covers all employers and employees in Manitoba, the Crown and its agencies included, and it reaches farm workers unless a regulation says otherwise. It does not cover independent contractors, and it does not reach federally regulated workplaces such as banks, airlines, railways and interprovincial trucking, which follow the Canada Labour Code. Managers and employees with real control over their own hours who earn at least twice the Manitoba industrial average wage are outside the hours and overtime rules only, not the rest of the Code.",
        "source": "mb_esc_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "Section 2(1) to 2(5). The federal-sector point is constitutional division of powers, not a line of s. 2."
      },
      "notice": {
        "qualifying_service": {
          "value": 30,
          "unit": "days",
          "source": "mb_esc_s62",
          "quote": "the employee's period of employment with the employer is less than … in any other case, 30 days;",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Thirty days, not three months. If a collective agreement sets a probationary period of one year or less, that period replaces the 30 days for the employees it covers."
        },
        "schedule": {
          "source": "mb_esc_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.082,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 6
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "maintenance_note": "Table in s. 61(2). The first band starts at 30 days of employment (0.082 years) because of the s. 62(1)(a) exception, not because s. 61(2) says so; s. 61(2)'s own first row reads simply 'less than one year'."
        },
        "formula": {
          "rule": "Nothing is owed in your first 30 days. After that the written notice is one week up to one year of service, two weeks from one year, four weeks from three years, six weeks from five years, and eight weeks from ten years. Your period of employment runs through temporary interruptions when you were entitled to come back, could be called back, or reasonably expected to return, so a break in the middle usually does not restart the clock.",
          "source": "mb_esc_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Continuity rule is s. 60.1."
        },
        "pay_in_lieu": {
          "rule": "Instead of notice your employer can pay you a wage in lieu of notice, and it has to be at least what you would have earned working your regular hours through the notice period, or through whatever part of it you were not given notice for. Finding another job during that stretch changes nothing: the money is still owed.",
          "source": "mb_esc_s77",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The requirement to pay a wage in lieu of notice under clause 61(1)(b) applies whether or not the employee has obtained other employment during the notice period."
        },
        "during_notice": {
          "rule": "Once either side has given notice, your employer must not change your working conditions or your wage rate, unless a collective agreement allows it or, in a group termination, the union or you agree in writing. Your annual vacation cannot be counted as part of the notice period.",
          "source": "mb_esc_s76",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Vacation point is s. 43(a)."
        },
        "exclusions": {
          "rule": "No notice is owed if you have been there less than 30 days, if you are dismissed for just cause, if a fixed-term contract simply runs out, if you were hired for a specific task lasting 12 months or less that is now done, if you work in construction, if you are on a casual arrangement where you can turn down shifts, if the contract became impossible to perform or was frustrated, in some strike or lockout situations, if you had already given written notice of the date you were quitting or retiring and the job ends on that date, or if the business is sold and you keep working there on terms that are as good overall.",
          "source": "mb_esc_s62",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Section 62(1)(a) to (k). Note s. 62(1.1): a temporary help employee cannot be put in the casual-arrangement exception at 62(1)(e)."
        },
        "employee_notice": {
          "source": "mb_esc_s62_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.082,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": null,
              "weeks": 2
            }
          ],
          "note": "You owe nothing in any of the situations that excuse your employer under section 62(1)(a) to (g), and nothing if your employer behaves improperly or violently toward you."
        },
        "temporary_layoff": {
          "rule": "A layoff running more than eight weeks in total inside any sixteen-week window counts as a dismissal, and the law treats you as having been terminated without notice on the very first day of the layoff, so the notice pay is measured from that date. It does not count as a dismissal if your workplace has regular, recurring layoffs and you were told about that when you were hired, or if your employer keeps paying you wages or keeps up your pension or insurance contributions by agreement during the layoff.",
          "source": "mb_esr_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "The employment of an employee who is laid off for one or more periods exceeding, in total, … 8 weeks within a 16-week period … is deemed to have been terminated",
          "maintenance_note": "Section 23 of Man. Reg. 6/2007. The director can approve a longer threshold on an employer's application. Section 23(1.1) freezes the count for the COVID-19 emergency period, which is spent but still on the books."
        },
        "temporary_layoff_limits": {
          "source": "mb_esr_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The eight weeks do not turn into a dismissal where your workplace has regular and recurring lay-offs and you were told about that when you were hired, or where your employer keeps paying you wages, or keeps up pension or group insurance payments for you, by agreement.",
          "maintenance_note": "Manitoba Regulation 6/2007, current from 1 October 2022, last amendment M.R. 123/2022. s. 23(1.1) freezes the count for the COVID-19 emergency period and is spent but still on the books. s. 23(5) leaves the question to a collective agreement that deals with it.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 8,
              "max_unit": "weeks",
              "window_value": 16,
              "window_unit": "weeks",
              "condition": null,
              "source": "mb_esr_s23",
              "quote": "The employment of an employee who is laid off for one or more periods exceeding, in total, … 8 weeks within a 16-week period … is deemed to have been terminated"
            },
            {
              "label": "Threshold set by the director",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The director can set a longer threshold for an employer that applies for one, but only where it will not hurt the employees, most of the affected employees back it, and the employer has a time frame for recalling them.",
              "source": "mb_esr_s23",
              "quote": "any greater number of weeks within a longer period (referred to in this section as a \"threshold\"), as specified by the director upon application by the employer"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Once the lay-off passes eight weeks inside a sixteen-week window it counts as a dismissal, and the law treats you as terminated without notice on the very first day of the lay-off. Your employer then owes wages in lieu of notice measured from that date.",
          "source": "mb_esr_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employee's employment is deemed to have been terminated without notice on the first day of the lay-off",
          "deemed_date": "first_day"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "mb_esc",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Manitoba has no separate statutory severance pay.",
          "maintenance_note": "Confirmed by reading Division 10 of Part 2 (ss. 60.1 to 77.1) end to end. The Code's only dismissal money is the wage in lieu of notice under ss. 61(1)(b) and 77."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in Manitoba. What people here call severance is the wage in lieu of notice under sections 61 and 77, the money that stands in for notice you did not get to work. A lawyer may still recover more than the Code minimum under your contract or the common law.",
          "source": "mb_esc_s77",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "mb_esc_s67",
          "quote": "If an employer terminates or intends to terminate the employment of 50 or more employees who are entitled under section 62 to notice of the termination or a wage in lieu of notice, and the terminations will occur within a four-week period",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "mb_esc_s67",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "mb_esc_s67",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": 100,
              "weeks": 10
            },
            {
              "employees_from": 101,
              "employees_to": 299,
              "weeks": 14
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 18
            }
          ],
          "maintenance_note": "Section 67(1)(a) to (c): 10 weeks for no more than 100 affected employees, 14 weeks for more than 100 and fewer than 300, 18 weeks for at least 300. These are the longest group-termination notice periods in Canada, and unlike most provinces this notice period replaces the individual one under s. 61(1)(a)(i)."
        },
        "rule": {
          "rule": "When 50 or more employees who are entitled to notice lose their jobs inside a four-week span, the employer has to give the minister written notice first: ten weeks for up to 100 people, fourteen weeks for more than 100 and fewer than 300, eighteen weeks for 300 or more. Manitoba is unusual here, because that longer period becomes your own notice period too. The employer must immediately copy the notice to the union, or give it to each affected employee or post it at the workplace, and it must say when the terminations take effect, why they are happening and how many people are affected in each job classification. A joint planning committee may then be set up to look for alternatives. The minister can waive the requirement on application.",
          "source": "mb_esc_s67",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Notice to the employee is s. 67(3); the posted or copied notice only counts as individual notice if it names the employee and runs long enough (s. 68(1)). Waiver is s. 69; joint planning committee ss. 71 to 75."
        }
      },
      "vacation": {
        "schedule": {
          "source": "mb_esc_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "maintenance_note": "Time from s. 34(1). The Code states the money as 2% of the year's wages for each week of vacation (s. 39(2)(a)), which works out to 4% on two weeks and 6% on three. Manitoba calls it a vacation allowance, not vacation pay."
        },
        "pay_on_termination": {
          "rule": "If the job ends before you have earned the vacation itself, your employer still owes the vacation allowance: 4% of the wages you have earned since you started or since your last vacation entitlement fell due, whichever is later, and an extra 2% on top of that once you have five consecutive years in. Paying you that allowance does not reduce anything else you are owed for the termination.",
          "source": "mb_esc_s44",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Section 44(2)(a) and (b); the no-set-off point is s. 43(b)."
        },
        "wages_basis": {
          "rule": "For the vacation allowance, wages leave out overtime wages, any wage in lieu of notice, and any vacation allowance itself. If your employer gives you board and lodging as part of your normal pay, or an allowance instead of it, you also get 2% of its cash value for each week of vacation. A bonus does not cut your entitlement.",
          "source": "mb_esc_s39",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of wages for this purpose in ss. 39(1) and 44(1); board and lodging s. 39(2)(b); bonus s. 40."
        }
      },
      "holidays": {
        "count": {
          "value": 9,
          "unit": null,
          "source": "mb_esc_s21",
          "validity": {
            "from": "2023-12-07",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Manitoba calls them general holidays. Remembrance Day is not one of them; it is closed separately under The Remembrance Day Act, which is a different statute with different rules.",
          "maintenance_note": "Nine days are named in s. 21(1)(a) to (g); s. 21(1)(h) lets a regulation add more and Man. Reg. 6/2007 adds none. The count became nine on 7 December 2023, when Orange Shirt Day was added by The Employment Standards Code Amendment and Interpretation Amendment Act (Orange Shirt Day), S.M. 2023, c. 50, s. 1, whose s. 4 reads 'This Act comes into force on the day it receives royal assent' and which was assented to on that date."
        },
        "list": {
          "source": "mb_esc_s21",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Louis Riel Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Orange Shirt Day (National Day for Truth and Reconciliation)",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Section 21(1) itself dates Louis Riel Day as the third Monday in February and names the fifth holiday simply as July 1; the other date rules are the ordinary calendar rules. A day can be substituted for a general holiday under s. 28, except for Orange Shirt Day (s. 28(4)). Orange Shirt Day joined the list on 7 December 2023 (S.M. 2023, c. 50, s. 1, in force on royal assent).",
          "validity": {
            "from": "2023-12-07",
            "to": null
          }
        },
        "pay_formula": {
          "rule": "Holiday pay is normally your wage for the regular hours of a normal workday, taken from the pay period in which you get the day off or in which the holiday falls. The four-week rule only steps in when that figure cannot be worked out because your daily hours or your pay rate move around; then it is 5% of your total wages, overtime excluded, for the four weeks right before the holiday. If you work the holiday you get the overtime rate for the hours worked plus the holiday pay, unless you are in one of the listed businesses such as a hospital, hotel, restaurant or continuous operation, where your employer can pay straight time and give you a paid day off instead. Construction is outside this scheme entirely: a construction employee is paid, as holiday pay for all the general holidays in the year, 4% of the year's wages excluding overtime, whether or not the holidays are worked, and gets the overtime rate for hours actually worked on one.",
          "source": "mb_esc_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an eligible employee's holiday pay in relation to a general holiday is 5% of the employee's total wages, excluding overtime wages, for the four-week period immediately preceding the holiday, if the employee's wage for regular hours of work on a normal workday cannot be determined",
          "maintenance_note": "s. 23(1) is the default; s. 23(2) is the 5% fallback. Working on the holiday: s. 25. Construction: s. 30(a) and (b), and s. 30(c) disapplies s. 21(2) and ss. 22 to 29 to construction employees. Farm employees in primary production are outside Division 4 (general holidays) by s. 3(1) of Man. Reg. 6/2007 unless the work is in a climate-controlled facility."
        },
        "qualifying": {
          "rule": "There is no minimum length of service. You qualify for every general holiday unless you were away without your employer's consent on your first scheduled workday before or after it, or you were scheduled to work the holiday itself and did not show up without consent. Being on a leave you are entitled to, or being ill, counts as consent. There is also a rule that matters when a job ends: if your employer terminates you less than four weeks before a general holiday, you are still owed holiday pay for it, worked out as 5% of your total wages, overtime excluded, for the four weeks before the holiday.",
          "source": "mb_esc_s22",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Eligibility s. 22(1) and (2); the post-termination holiday is s. 29(1), which applies only when the employer, not the employee, ended the job."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "Your employer has 10 working days from the day the job ends to pay the wages you earned. Working days, not calendar days, so weekends and holidays do not count against the clock. Holiday pay for a day off you never got to take is paid on the same deadline.",
          "source": "mb_esc_s86",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer shall pay an employee the wages earned by the employee at least semi-monthly and … when the employee's employment is terminated, within 10 working days after the termination.",
          "maintenance_note": "Section 86(1)(b). Holiday pay carried into the final pay: s. 27. Section 86(2) preserves an employer's pre-1976 custom or a permit issued by the director."
        },
        "days_after_termination": {
          "value": 10,
          "unit": "days",
          "source": "mb_esc_s86",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Working days, not calendar days."
        },
        "days_after_quit": {
          "value": 10,
          "unit": "days",
          "source": "mb_esc_s86",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Working days. Manitoba uses the same deadline whether you were dismissed or you resigned."
        },
        "what_is_included": {
          "rule": "The final payment covers the wages you earned, the vacation allowance you had built up, holiday pay for any general holiday day off you never took, and, where notice was not worked, the wage in lieu of notice.",
          "source": "mb_esc_s86",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Wages s. 86(1)(b); vacation allowance s. 44(2); holiday pay s. 27; wage in lieu of notice ss. 61(1)(b) and 77."
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "mb_esc_s87",
          "quote": "the employee may, within six months after the time provided for the payment of the wages under that section, file a complaint under section 92.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six months counted from the day the wages were due, which after a termination is 10 working days after your last day."
        },
        "rule": {
          "rule": "You file a complaint with an employment standards officer, who investigates and can order the employer to pay. File within six months of the day the money was due. What an officer can order is capped: ordinary unpaid wages only for the last six months, but unpaid vacation allowance and general holiday pay for the last 22 months. If you are covered by a collective agreement you cannot use this route at all and have to go through the grievance procedure.",
          "source": "mb_esc_s96",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Filing s. 92(1); collective agreement bar s. 92(2); recovery caps s. 96(2)(a) and (b)."
        }
      }
    },
    "saskatchewan": {
      "name": "Saskatchewan",
      "abbr": "SK",
      "kind": "province",
      "slug": "saskatchewan",
      "statute": {
        "name": "The Saskatchewan Employment Act, Part II (Employment Standards)",
        "short_name": "SEA",
        "source": "sk_sea",
        "regulator_name": "Saskatchewan Employment Standards, Ministry of Labour Relations and Workplace Safety",
        "regulator_url": "https://www.saskatchewan.ca/business/employment-standards",
        "claim_url": "https://www.saskatchewan.ca/business/employment-standards/complaints-investigations-enforcement-and-fines/file-an-employment-standards-complaint"
      },
      "coverage": {
        "rule": "Part II of the Act covers employees and employers in Saskatchewan, with the notable exception of workers whose main duties are farming, ranching or market gardening. Federally regulated workplaces such as banks, airlines, railways and interprovincial trucking follow the Canada Labour Code instead. The regulations take out undertakings that employ only the employer’s own immediate family, sitters and athletes. They also strip particular groups of particular rights: commercial fishers and commercial trappers lose annual vacation, public holidays and the layoff and termination rules alike; care providers other than live-in care providers lose the layoff and termination rules; and teachers lose annual vacation and public holidays.",
        "source": "sk_sea_s2_3",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "Act s. 2-3. Employment Standards Regulations, 2025: s. 1-3(1) (family undertakings, sitters, athletes — the whole of Part II), s. 1-3(3) (commercial fishers and trappers — Subdivisions 1 to 7 and 12 of Division 2 of Part II, which are annual vacation at Subdivision 6, public holidays at Subdivision 7 and layoff and termination at Subdivision 12), s. 1-3(4) (entirely managerial services — Subdivisions 2 and 3), s. 1-3(5) (teachers — Subdivisions 2, 3, 6 and 7), and s. 6-1 (care providers — ss. 2-60 and 2-61)."
      },
      "notice": {
        "qualifying_service": {
          "value": 13,
          "unit": "weeks",
          "source": "sk_sea_s2_60",
          "quote": "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",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "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."
        },
        "schedule": {
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 6
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "maintenance_note": "The Act's own table starts at more than 13 consecutive weeks, written here as 0.25 years. Each band in the statute is open at the bottom and closed at the top (more than one year but three years or less, and so on)."
        },
        "formula": {
          "rule": "Nothing is owed in your first 13 weeks. From then on the written notice is one week up to one year of service, two weeks once you pass one year, four weeks once you pass three years, six weeks once you pass five years, and eight weeks once you pass ten years. The same table applies to a layoff as to a dismissal, which is unusual in Canada.",
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "For any part of the notice period you were not given, your employer owes the greater of what you actually earned in that stretch and your normal wages for it, leaving out the vacation entitlement that would have built up. If your weekly pay moved around, one week's normal wages is your average weekly wage over the 13 weeks you worked before the notice was given, or before the last day if no notice was given, in each case excluding overtime pay.",
          "source": "sk_sea_s2_61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "if the wages of an employee, not including overtime pay, vary from week to week, the employee's normal wages for one week are deemed to be the equivalent of the employee's average weekly wage, not including overtime pay, for the 13 weeks the employee worked preceding"
        },
        "during_notice": {
          "rule": "Once the notice has been given, your employer cannot make you take vacation leave as part of the notice period. If you are dismissed or laid off at a remote site, your employer has to get you to the nearest point with regular transport services at its own cost.",
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Vacation point is s. 2-60(4); remote-site transport is s. 2-61(3)."
        },
        "exclusions": {
          "rule": "The only exception written into the notice section itself is just cause. There is no carve-out for fixed-term contracts, seasonal work or construction, which sets Saskatchewan apart from most provinces. Beyond that, employees with 13 consecutive weeks or less of service get nothing, and the regulations lift sections 2-60 and 2-61 from care providers, commercial fishers and commercial trappers.",
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Read s. 2-60(1) in full, then every reference to s. 2-60 in the Act and in the Employment Standards Regulations, 2025. Only ss. 6-1 and 1-3(3) of the Regulations remove the entitlement."
        },
        "employee_notice": {
          "source": "sk_sea_s2_63",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": null,
              "weeks": 2
            }
          ],
          "note": "Two weeks flat once you have 13 consecutive weeks of service, with no step-up for longer service. You owe nothing if there is a contrary industry custom, if staying would endanger your health or safety, if the contract became impossible to perform, if you are temporarily laid off, if you turned down reasonable alternative work, if you work on an on-call arrangement you are free to refuse, or if you are quitting because your employer cut your wage rate, overtime rate, vacation pay, public holiday pay or termination pay."
        },
        "temporary_layoff": {
          "rule": "Saskatchewan does not run a layoff clock that eventually converts into a dismissal. Instead, a layoff is defined as a break in your work of more than six consecutive working days, and section 2-60 makes your employer give you exactly the same written notice, or the same pay instead of it, for a layoff as for a dismissal. A break of six working days or less is not a layoff at all.",
          "source": "sk_sea_s2_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“layoff” means the temporary interruption by an employer of the services of an employee for a period exceeding six consecutive work days;"
        },
        "temporary_layoff_limits": {
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Read in the King's Printer consolidation of the Act, last update posted 31 December 2025. Nothing in Part II turns a layoff into a termination by the passing of time; s. 2-63(2)(d) only excuses an employee on temporary layoff from giving notice to quit.",
          "rows": [
            {
              "label": "No limit in the Act",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "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.",
              "source": "sk_sea_s2_60",
              "quote": "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"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "There is no clock to run out. Saskatchewan gives a layoff the same treatment as a dismissal from the start: your employer must give you the written notice the table in section 2-60 sets, or pay you for that notice period under section 2-61, before laying you off for more than six consecutive work days.",
          "source": "sk_sea_s2_60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If an employer lays off or terminates the employment of an employee, the employer shall pay to the employee, with respect to the period of the notice required pursuant to section 2‑60 or the portion of that period of notice that was not provided to the employee",
          "deemed_date": "no_limit"
        },
        "temporary_layoff_minimum": {
          "value": 6,
          "unit": "days",
          "source": "sk_sea_s2_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“layoff” means the temporary interruption by an employer of the services of an employee for a period exceeding six consecutive work days;",
          "note": "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."
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "sk_sea",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Saskatchewan has no separate statutory severance pay.",
          "maintenance_note": "Confirmed by reading Subdivision 12 of Division 2 of Part II (ss. 2-59 to 2-63) end to end. The Act's only dismissal money is the pay instead of notice defined in s. 2-1(p) by reference to s. 2-61(1)(a)(ii)."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in Saskatchewan. What people here call severance is the pay instead of notice under section 2-61, which is the money that stands in for the written notice you did not get. A lawyer may still recover more than the Act's minimum under your contract or the common law.",
          "source": "sk_sea_s2_61",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 25,
          "unit": "employees",
          "source": "sk_sea_s2_62",
          "quote": "an employer who intends to terminate the employment of 25 or more employees in a workplace within any four-week period shall give written notice of that intention",
          "validity": {
            "from": "2026-01-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "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.",
          "maintenance_note": "Amending statute noted in the section's own citation line, '2013, c S-15.1, s 2-62; 2025, c 17, s 20'. The date comes from the Office of the King's Printer's record for the regulations, which states 'Chapter S-15.1 Reg 15 (effective January 1, 2026)', and from Reg. s. 11-4, which ties the regulations' commencement to s. 1 of The Saskatchewan Employment Amendment Act, 2025."
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "sk_sea_s2_62",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "sk_esr_s6_2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 25,
              "employees_to": 49,
              "weeks": 4
            },
            {
              "employees_from": 50,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": null,
              "weeks": 12
            }
          ],
          "maintenance_note": "Periods set by s. 6-2(1) of the Employment Standards Regulations, 2025, under the authority of s. 2-62(2)(b) of the Act. Unlike most provinces, this notice goes to the affected employees as well as to the minister and the union. In force 1 January 2026; the Employment Standards Regulations, 2025 repealed the old S-15.1 Reg 5 by their own s. 11-3.",
          "validity": {
            "from": "2026-01-01",
            "to": null
          }
        },
        "rule": {
          "rule": "When an employer means to end 25 or more jobs in one workplace inside a four-week span, it has to give written notice to the minister, to every affected employee and to any union, saying how many jobs go, on what dates and why. The period is four weeks for 25 to 49 employees, eight weeks for 50 to 99, and twelve weeks for 100 or more. This notice runs on top of your individual notice under section 2-60, though the two can be given at the same time. It does not apply to on-call employees who can refuse work, definite-term or specific-project hires, people who refused reasonable alternative work, normal seasonal shutdowns, layoffs of 26 weeks or less, or retirements at the employer's established retirement age.",
          "source": "sk_esr_s6_2",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "vacation": {
        "schedule": {
          "source": "sk_sea_s2_24",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 10,
              "weeks": 3,
              "pay_percent": 5.77
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 4,
              "pay_percent": 7.69
            }
          ],
          "maintenance_note": "Time from s. 2-24(1): three weeks after each completed year, four weeks after ten completed years. Pay from s. 2-27(1), which states the fractions as three fifty-seconds and four fifty-seconds of wages; 3/52 = 5.769% and 4/52 = 7.692%, rounded here to two decimals. The tool should prefer the fractions to the rounded percentages."
        },
        "pay_on_termination": {
          "rule": "When the job ends your employer has 14 days to pay the vacation pay you are owed. You get it on every dollar of wages that has not already had vacation pay paid on it, and you get it whether or not you ever completed a full year of employment.",
          "source": "sk_sea_s2_29",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If the employment of an employee ends, the employer shall pay to the employee the vacation pay to which the employee is entitled pursuant to this Part within 14 days after the day on which the employment ends."
        },
        "wages_basis": {
          "rule": "Vacation pay is a straight fraction of the wages you earned in the year before the entitlement fell due: three fifty-seconds while you are on three weeks, four fifty-seconds once you are on four. If a public holiday lands inside a vacation you are taking, your vacation is stretched by a working day and the holiday is paid on top of your vacation pay.",
          "source": "sk_sea_s2_27",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Holiday-in-vacation point is s. 2-28. Wages is defined in s. 2-1(v) as salary, commission and any other monetary compensation for work, including overtime, public holiday pay, vacation pay and pay instead of notice."
        }
      },
      "holidays": {
        "count": {
          "value": 10,
          "unit": null,
          "source": "sk_sea_s2_30",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Saskatchewan calls them public holidays and has ten. Only British Columbia, Yukon, the Northwest Territories and Nunavut name more, with eleven each.",
          "maintenance_note": "The National Day for Truth and Reconciliation (30 September) is NOT a public holiday under the Act."
        },
        "list": {
          "source": "sk_sea_s2_30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Family Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Saskatchewan Day",
              "date_rule": "First Monday in August"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Section 2-30(1) itself defines Family Day as the third Monday in February and Saskatchewan Day as the first Monday in August; the other date rules are the ordinary calendar rules and are not stated in the section. Regulation s. 5-6 moves New Year's Day, Christmas Day and Remembrance Day to the following Monday when they fall on a Sunday, except in establishments normally open on Sundays."
        },
        "pay_formula": {
          "rule": "Public holiday pay is 5% of the wages you earned in the four weeks before the holiday, leaving overtime pay out. Vacation pay for vacation you actually took in those four weeks counts, and so does any other public holiday pay that fell inside them. Work the holiday and you get that 5% plus 1.5 times your hourly wage for every hour, or part of an hour, you were required or allowed to work or to be at your employer's disposal.",
          "source": "sk_sea_s2_32",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "An employer shall pay an employee for every public holiday an amount equal to: (a) 5% of the employee's wages, not including overtime pay, earned in the four weeks preceding the public holiday"
        },
        "qualifying": {
          "rule": "There is no minimum service. Every employee covered by Part II is paid for every public holiday, whether full time, part time or casual, and whether or not the holiday would have been a working day. If you earned no wages in the four weeks before the holiday the 5% simply comes to nothing.",
          "source": "sk_sea_s2_32",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Verified as an absence: Subdivision 7 of Division 2 of Part II sets no service test, no scheduled-day test and no attendance test, unlike Alberta, Manitoba, Nova Scotia and New Brunswick. Special calculations for construction, well-drilling, hospital, hotel and restaurant and commercial-hog employees are in Part 5 of the Regulations. Teachers, commercial fishers and commercial trappers are lifted out of Subdivision 7 entirely by Reg. ss. 1-3(5) and 1-3(3), so 'every employee' means every employee still inside the Subdivision."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "Your employer has 14 days from the day the job ends to pay the total wages you are owed, and the same 14 days to pay your vacation pay. If some of that money was already due on an earlier payday under the normal pay rules, the 14 days do not let the employer hold it back any longer.",
          "source": "sk_sea_s2_33",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If the employment of an employee ends, the employer shall pay to the employee the total wages to which the employee is entitled within 14 days after the day on which the employment ends.",
          "maintenance_note": "Wages: s. 2-33(3) and (4). Vacation pay: s. 2-29(1), same 14 days."
        },
        "days_after_termination": {
          "value": 14,
          "unit": "days",
          "source": "sk_sea_s2_33",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "days_after_quit": {
          "value": 14,
          "unit": "days",
          "source": "sk_sea_s2_33",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Saskatchewan uses the same 14 days whether you were dismissed or you resigned."
        },
        "what_is_included": {
          "rule": "The final payment covers your total wages. Wages are defined to take in salary, commission, overtime, public holiday pay, vacation pay and pay instead of notice, so unpaid vacation pay and the money standing in for notice you were not given both have to be in it. Discretionary bonuses and tips are outside the definition of total wages.",
          "source": "sk_sea_s2_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“wages” means salary, commission and any other monetary compensation for work or services or for being at the disposal of an employer, and includes overtime, public holiday pay, vacation pay and pay instead of notice;",
          "maintenance_note": "Definition of wages is s. 2-1(v); total wages is s. 2-1(t), which excludes discretionary bonuses and tips."
        }
      },
      "complaint": {
        "deadline": {
          "value": 12,
          "unit": "months",
          "source": "sk_sea_s2_89",
          "quote": "if employment with the employer has ended, within 12 months after the last day on which any final payment of wages was to be made to the employee.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "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."
        },
        "rule": {
          "rule": "You file a claim with the director of employment standards, who can investigate and issue a wage assessment against the employer and, in some cases, against its corporate directors personally. A claim for unpaid wages has to be made within 12 months of the day the final payment was due, and any other complaint under Part II within 12 months of the day you knew or should have known about the problem. You can also still sue for wages in court.",
          "source": "sk_sea_s2_89",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Wage assessments s. 2-74; corporate director liability capped at six months' wages s. 2-68; court action preserved by s. 2-9."
        }
      }
    },
    "nova_scotia": {
      "name": "Nova Scotia",
      "abbr": "NS",
      "kind": "province",
      "slug": "nova-scotia",
      "statute": {
        "name": "Labour Standards Code",
        "short_name": "LSC",
        "source": "ns_lsc",
        "regulator_name": "Nova Scotia Labour Standards Division, Department of Labour, Skills and Immigration",
        "regulator_url": "https://novascotia.ca/lae/employmentrights/",
        "claim_url": "https://novascotia.ca/lae/employmentrights/complaintfiling.asp"
      },
      "coverage": {
        "rule": "The Code reaches every matter within the province's own legislative jurisdiction, the provincial Crown included, so it does not cover banks, airlines, railways, interprovincial trucking or other federally regulated work. Nova Scotia then carves out far more than most provinces by regulation. The one that catches most people: if you are covered by a collective agreement, the Code's termination-notice rules and its general-holiday rules do not apply to you at all, and your union agreement takes their place. Real estate, car and outside commission salespeople, fishing-vessel crews and athletes lose more than the notice rules: the regulations take them out of the vacation and vacation-pay sections and the general-holiday sections as well. Farm workers lose the general holidays but keep their termination notice.",
        "source": "ns_lscr_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "quote": "Persons engaged in work as employees under a collective agreement are exempted from application of (a) Sections 37, 38, 39, 40, 41, 42 and 43, and (b) Sections 66A, 71, 72, 73, 74, 75, 76, 77 and 78 of the Code.",
        "maintenance_note": "Act s. 4; Regulations s. 2. s. 2(5) (collective agreements) removes ss. 37 to 43 and ss. 66A and 71 to 78. s. 2(4) removes ss. 32 to 36 (vacation), 37 to 43 (general holidays), 50 to 56, 61 to 67 and 71 to 78 from real estate, automobile and outside commission salespeople and fishing-vessel crews; s. 2(4A) does the same for athletes and adds ss. 66B and 67. s. 2(3) removes ss. 37 to 43 and 61 to 67 from listed farm work, so farm workers keep ss. 71 to 78 and do get notice. s. 2(6) removes ss. 32 to 36 from mobile-home salespeople."
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "ns_lsc_s72",
          "quote": "Subsections (1) and (2) do not apply to (a) a person whose period of employment is less than three months;",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your period of employment runs from your last hiring and keeps running through any lay-off or suspension of less than twelve consecutive months. Separate spells count as one period of employment unless they are more than thirteen weeks apart."
        },
        "schedule": {
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 4
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "maintenance_note": "Section 72(1)(a) to (d). The first band starts at three months because of the s. 72(3)(a) exception; s. 72(1)(a) itself just says 'less than two years'."
        },
        "formula": {
          "rule": "Nothing is owed in your first three months. After that the written notice is one week up to two years of service, two weeks from two years, four weeks from five years, and eight weeks from ten years. Nova Scotia's ladder has only four rungs, and eight weeks is the ceiling. The notice covers being laid off or suspended, not only being fired.",
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "Your employer can end the job on the spot by giving you written notice to that effect and paying you everything you would have earned at your regular rate in a normal, non-overtime work week for the whole notice period it should have given you.",
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employment of a person may be terminated forthwith where the employer gives to the person notice in writing to that effect and pays him an amount equal to all pay to which he would have been entitled … at the regular rate in a normal, non-overtime work week for the period of notice",
          "maintenance_note": "Section 72(4). The overtime exclusion is written into the section, so the calculator must use the regular, non-overtime week."
        },
        "during_notice": {
          "rule": "Once notice has been given by either side, your employer must not change your wage rate or any other term or condition of your employment, and at the end of the notice it has to pay you everything you are owed. A week of vacation does not count as a week of notice unless you agree to take the vacation then, after the notice was given.",
          "source": "ns_lsc_s74",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Act s. 74; vacation point is s. 8 of the General Labour Standards Code Regulations."
        },
        "exclusions": {
          "rule": "No notice is owed if you are guilty of wilful misconduct, disobedience or neglect of duty that your employer has not condoned. It is also not owed if you have been there under three months, if you were hired for a definite term or task of twelve months or less, if you are laid off or suspended for six consecutive days or less, if the reason is genuinely beyond your employer's control and it took due diligence to foresee and avoid it, if you were offered reasonable other employment, if you reach a genuine occupational retirement age, if you work in construction, or if a regulation exempts your line of work.",
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Just-cause wording in s. 72(1) is 'wilful misconduct or disobedience or neglect of duty that has not been condoned'; exceptions in s. 72(3)(a) to (i). Beyond-control examples in s. 72(3)(d) include fire, breakdown, lack of supplies, cancelled orders, labour disputes and weather."
        },
        "employee_notice": {
          "source": "ns_lsc_s73",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": null,
              "weeks": 2
            }
          ],
          "note": "You owe notice only once you have three continuous months in, and you owe none at all if your employer has broken the terms and conditions of your employment. Construction workers are outside this section."
        },
        "temporary_layoff": {
          "rule": "Nova Scotia treats a lay-off as a termination for notice purposes: section 72 stops an employer laying you off without the same written notice it would owe for a dismissal, unless the lay-off or suspension lasts six consecutive days or less. If you were laid off without notice because the lay-off looked short, and it then turns into a permanent end of the job, your pay is worked out as if you had been terminated without notice on the very first day of the lay-off. Your service keeps building through a lay-off of less than twelve consecutive months.",
          "source": "ns_lsc_s76",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where a person who has been laid off and who, by virtue of the duration of his lay-off was not entitled to the notice under Section 72, has his employment terminated by continued lay-off or otherwise, the employer shall pay to that person an amount calculated in accordance with Section 72",
          "maintenance_note": "Section 76(2); six-day exception s. 72(3)(c); definition of lay-off s. 2(i); period of employment s. 2(o)."
        },
        "temporary_layoff_limits": {
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your period of employment keeps building through a lay-off of less than twelve consecutive months (s. 2(o)), so a recall inside a year does not reset your service.",
          "maintenance_note": "There is no recall mechanism and no conversion rule in the Code: the twelve months in s. 2(o) is only about service continuity. Read in the Office of the Legislative Counsel consolidation footed JANUARY 1, 2025 (amended to 2024, c. 10).",
          "rows": [
            {
              "label": "No limit in the Code",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The Code sets no fixed limit; a lay-off of more than six consecutive days needs the same written notice as a dismissal, and it never turns into a termination just by running long.",
              "source": "ns_lsc_s72",
              "quote": "an employer shall not discharge, suspend or lay off an employee, unless the employee has been guilty of wilful misconduct or disobedience or neglect of duty that has not been condoned by the employer, without having given at least"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "There is no clock to run out. If you were laid off without notice because the lay-off was short enough to escape section 72, and the job then ends by continued lay-off or in any other way, your employer must pay you what section 72 would have required as though you had been terminated without notice on the day you were laid off.",
          "source": "ns_lsc_s76",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall pay to that person an amount calculated in accordance with Section 72 as though his employment had been terminated without notice on the day he was laid off",
          "deemed_date": "first_day"
        },
        "temporary_layoff_minimum": {
          "value": 6,
          "unit": "days",
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "a person who is laid off or suspended for a period not exceeding six consecutive days",
          "note": "Six consecutive days or less, and no notice is owed. Longer than that and the full notice under section 72 applies."
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "ns_lsc",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Nova Scotia has no separate statutory severance pay.",
          "maintenance_note": "Confirmed by reading the whole Termination of Employment part (ss. 71 to 78). The only dismissal money in the Code is pay in lieu of notice under s. 72(4)."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in Nova Scotia. What people here call severance is pay in lieu of notice under section 72(4). Nova Scotia does have something no other province has: once you have ten years with the same employer, your employer cannot dismiss or suspend you at all without just cause, and you can complain to the Director and then to the Labour Board about it. That protection can be worth far more than any notice period. A lawyer may also recover more under your contract or the common law.",
          "source": "ns_lsc_s71",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where the period of employment of an employee with an employer is ten years or more, the employer shall not discharge or suspend that employee without just cause",
          "maintenance_note": "Section 71(1) does not protect the people listed in s. 72(3)(d) to (i), and s. 2(5) of the Regulations takes unionized employees out of s. 71 entirely."
        }
      },
      "group_termination": {
        "threshold": {
          "value": 10,
          "unit": "employees",
          "source": "ns_lsc_s72",
          "quote": "where an employer discharges or lays off ten or more persons in an establishment within any period of four weeks or less, the employer shall give notice of not less than",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "ns_lsc_s72",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 10,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": 299,
              "weeks": 12
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "maintenance_note": "Section 72(2)(a) to (c). This notice is given to the employees themselves and overrides the individual schedule in s. 72(1), so in a group termination the eight, twelve or sixteen weeks is your own notice, however short your service."
        },
        "rule": {
          "rule": "When an employer discharges or lays off ten or more people at one establishment inside four weeks or less, everyone in the group gets a longer notice: eight weeks for ten to ninety-nine people, twelve weeks for one hundred to two hundred and ninety-nine, sixteen weeks for three hundred or more. This is the notice you personally receive, not just a filing with the government, and it replaces the individual schedule even for someone with only a few months of service. The employer must serve the notice on each person in writing, personally or by registered mail, and tell the Minister at the same time.",
          "source": "ns_lsc_s72",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Service and notice to the Minister: s. 75(1) and (2). The s. 72(3) exceptions apply to the group notice as well as the individual one."
        }
      },
      "vacation": {
        "schedule": {
          "source": "ns_lsc_s32",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 8,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "maintenance_note": "Section 32(1)(a) and (c). The third week and the 6% arrive only after more than eight years with the same employer; only Newfoundland and Labrador (fifteen years) waits longer. Vacation must be given no later than ten months after the twelve-month period ends, with a week's notice, and the money paid at least one day before the vacation starts."
        },
        "pay_on_termination": {
          "rule": "Where the job ends and you have not become entitled to a vacation with pay, or to pay in lieu of one, under the vacation sections, your employer has ten days from your last day to pay you at least 4% of the wages you earned while you worked there, or 6% if you had been with that employer more than eight years. If you had already completed a twelve-month period and earned a vacation that was never given or paid, that money is owed under the vacation section itself rather than under this ten-day rule.",
          "source": "ns_lsc_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall pay to the employee within ten days after his employment terminates an amount at least equal to four per cent or, where the employee has been in the employ of the employer for more than eight years, an amount at least equal to six per cent, of the wages of the employee",
          "maintenance_note": "Section 34's trigger is 'is not entitled to a vacation with pay or pay in lieu of a vacation as provided for in Sections 32 and 33'; where s. 32 entitlement had already arisen, s. 32(1)(c) governs the payment. The 4%/6% split turns on 'more than eight years'. Wages for the calculation include the cash value of board and lodging except in construction (s. 35(1) and (2)), and the period runs from the first day of employment (s. 35(3))."
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of your wages for the twelve-month period in which you earned the vacation, and wages here include the cash value of any board or lodging your employer provides, except in construction. The twelve-month period starts on your first day of work. Vacation pay is held in trust for you and is a secured debt if the employer goes under.",
          "source": "ns_lsc_s35",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Section 35(1) to (3); trust and secured debt s. 36. An employee who works less than 90% of the regular hours in the twelve months can waive the vacation itself in writing and take the 4% or 6% instead (s. 33)."
        }
      },
      "holidays": {
        "count": {
          "value": 6,
          "unit": null,
          "source": "ns_lsc_s2",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Nova Scotia's Labour Standards Code names six general holidays. Newfoundland and Labrador names six as well, and no jurisdiction names fewer. Remembrance Day is a closing day under a different statute, the Remembrance Day Act, and is not one of the Code's general holidays.",
          "maintenance_note": "Definition in s. 2(ga). The definition also takes in any day specified by regulation; the General Labour Standards Code Regulations, consolidated to N.S. Reg. 35/2025, specify none, so the count is six. The National Day for Truth and Reconciliation is not a general holiday under the Code."
        },
        "list": {
          "source": "ns_lsc_s2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Nova Scotia Heritage Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Section 2(ga) names the February holiday only as 'the third Monday in February'; the name Nova Scotia Heritage Day comes from the Heritage Day Act, not from the Labour Standards Code. Regulation s. 1A(5) states that Canada Day means July 1. The other date rules are the ordinary calendar rules."
        },
        "pay_formula": {
          "rule": "Holiday pay is a normal day's pay, not an average. If you are on a weekly or monthly salary your employer simply cannot dock you for the holiday. If you are paid daily or hourly you get your regular rate for your normal hours. Work the holiday and you get the holiday pay plus at least one and a half times your regular rate for the hours worked, except in a continuous operation, where the employer can instead give you a paid day off after your vacation or on another agreed day.",
          "source": "ns_lsc_s40",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "An employer of an employee whose wages are calculated on a daily or hourly basis shall pay the employee for a general holiday on which he does not work at least the equivalent of the wages he would have paid at the employee's regular rate of wages for his normal hours of work.",
          "maintenance_note": "Sections 40(1) to (3); working on the holiday s. 41. Nova Scotia does not use a percentage-of-four-weeks formula."
        },
        "qualifying": {
          "rule": "You qualify for holiday pay if you were paid, or entitled to be paid, for at least fifteen of the thirty calendar days right before the holiday, and you worked your scheduled shift immediately before it and immediately after it. The shift condition does not count against you if your employer told you not to come in. If a general holiday you were owed as a day off is still outstanding when the job ends, your employer has to pay you a normal day's wages for it on top of everything else.",
          "source": "ns_lsc_s42",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "An employee shall be entitled to be paid for a general holiday if (a) he has received or is entitled to receive pay for at least fifteen days during the thirty calendar days immediately preceding the general holiday; and (b) he has worked on his scheduled working day immediately preceding",
          "maintenance_note": "Section 42(1) and (2); unpaid holiday carried into the final pay is s. 42(4)."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "Nova Scotia sets two different clocks. Vacation pay you are owed has to be paid within ten days of your last day. Ordinary wages follow the usual pay cycle, at least twice a month and within five working days after the pay period ends, and where notice was given the Code says your employer must pay you everything you are entitled to when the notice expires. Pay in lieu of notice is due when the job is ended on the spot.",
          "source": "ns_lsc_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Vacation pay s. 34 (ten days); wages ss. 79(1)(a) and (b); payment at the expiry of notice s. 74(b); pay in lieu s. 72(4). There is no single all-purpose deadline counted from the last day of work, which is why the deadline is written as a rule.",
          "short": "Wages on the regular pay day; vacation pay within 10 days"
        },
        "days_after_termination": {
          "value": 10,
          "unit": "days",
          "source": "ns_lsc_s34",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "This ten-day deadline is the one the Code counts from your last day, and it applies to vacation pay. Ordinary wages are due on the normal pay cycle, within five working days after the pay period ends."
        },
        "days_after_quit": {
          "value": 10,
          "unit": "days",
          "source": "ns_lsc_s34",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Same ten days for vacation pay whether you were dismissed or you resigned; section 34 does not distinguish."
        },
        "what_is_included": {
          "rule": "Pay under the Code means the wages you are due plus the vacation compensation owed under sections 32, 33 and 34, less any deduction the employer may lawfully make. So your final money is wages earned, vacation pay, holiday pay for any general holiday day off still outstanding, and pay in lieu of any notice you did not get.",
          "source": "ns_lsc_s2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“pay” means wages due or paid to an employee and compensation paid or due to an employee under Sections 32, 33 and 34, but does not include deductions from wages that may lawfully be made by an employer;"
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "ns_lsc_s81",
          "quote": "Where, within the preceding six months, (a) an employer has failed or refused to pay an employee any pay earned by or becoming due and payable to an employee",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six months, and it is a hard line: the Director cannot make an order unless the failure to comply happened within the six months before the complaint was received.",
          "maintenance_note": "Section 81 opens the complaint route; the six-month bar on what the Director may order is s. 21(3D). Section 82 also bars a complaint where the employee has begun or won a court action for the same money, or could grieve it under a collective agreement."
        },
        "rule": {
          "rule": "You complain to the Director of Labour Standards, who investigates and can order the employer to pay. Do it within six months of the failure to pay, because the Director has no power to order anything about a breach older than that. If you are unhappy with the Director's decision you can take it to the Nova Scotia Labour Board. The Director will not deal with a complaint if you have already started or won a court action for the same money. If you have ten years' service and were dismissed without just cause, the same complaint route lets you challenge the dismissal itself.",
          "source": "ns_lsc_s21",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Complaint route s. 21; six-month bar on orders s. 21(3D); appeal to the Board s. 23; refusal where a court action exists s. 82; ten-year dismissal complaint s. 71(2) and (3)."
        }
      }
    },
    "new_brunswick": {
      "name": "New Brunswick",
      "abbr": "NB",
      "kind": "province",
      "slug": "new-brunswick",
      "statute": {
        "name": "Employment Standards Act",
        "short_name": "ESA",
        "source": "nb_esa",
        "regulator_name": "New Brunswick Employment Standards Branch, Department of Post-Secondary Education, Training and Labour",
        "regulator_url": "https://www.gnb.ca/en/topic/jobs-workplaces/labour-market-workforce/employment-standards.html",
        "claim_url": "https://www2.gnb.ca/content/gnb/en/services/services_renderer.201319.Employment_Standards_-_Complaint.html"
      },
      "coverage": {
        "rule": "The Act binds every employer and employee whose relations fall under the province's own legislative authority, the Crown included, and it applies even where part of the work is done outside New Brunswick. Federally regulated workplaces such as banks, airlines, railways and interprovincial trucking follow the Canada Labour Code instead. Small agricultural operations with three or fewer employees are out except for the child-labour rules. The notice rules have their own limit that catches many people: sections 30 and 31 apply only where employees are not covered by a collective agreement.",
        "source": "nb_esa_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "quote": "Sections 30 and 31 apply only where employees are not covered by a collective agreement.",
        "maintenance_note": "Act ss. 2, 3, 4 and 5; s. 29 for the collective-agreement limit; Regulation 85-179 s. 3 for the occupational exemptions (professionals and commission salespeople lose the public-holiday sections, teachers lose the vacation sections, athletes lose both plus ss. 28 to 34)."
      },
      "notice": {
        "qualifying_service": {
          "value": 6,
          "unit": "months",
          "source": "nb_esa_s30",
          "quote": "an employer shall not terminate or lay off an employee without having given at least (a) two weeks notice in writing, where the employee has been employed by the employer for a continuous period of employment of six months or more but less than five years",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six months is the longest qualifying period of any province, and Yukon asks the same six months. Your period of employment runs from your last hiring and keeps running through any layoff or suspension of less than twelve consecutive months."
        },
        "schedule": {
          "source": "nb_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.5,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 4
            }
          ],
          "maintenance_note": "Section 30(1)(a) and (b). Only two bands, and the ceiling is four weeks however long you stayed: the shortest statutory notice ladder in Canada."
        },
        "formula": {
          "rule": "Nothing is owed in your first six months. From six months to five years the written notice is two weeks. From five years on it is four weeks, and four weeks is the ceiling no matter how long you have been there. The same notice is owed for a layoff as for a dismissal.",
          "source": "nb_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "Your employer can end the job or lay you off without notice by paying you an amount equal to the pay you would have earned during the notice period section 30 would have given you. If it gives neither the notice nor the money, it is liable to you for exactly that pay anyway.",
          "source": "nb_esa_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer may terminate or layoff an employee without notice upon payment in lieu of notice of an amount equal to the pay the employee would have earned during the notice period provided under section 30"
        },
        "during_notice": {
          "rule": "If you are given notice but keep working for a month or more past the end of the notice period, that notice is wiped out and your employer has to start again with a fresh notice before it can end the job or lay you off.",
          "source": "nb_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where an employee is given notice of termination or layoff by the employer but continues to work for the employer for a period of one month or more beyond the end of the notice period, the notice is extinguished",
          "maintenance_note": "Section 30(3). Unlike Alberta, Manitoba and Nova Scotia, the New Brunswick Act has no express freeze on wages and conditions during the notice period."
        },
        "exclusions": {
          "rule": "No notice is owed where cause for dismissal exists, but New Brunswick puts a condition on that which most provinces do not: a dismissal for cause has to be in writing and set out the reasons, and without that written statement the dismissal without notice is not valid even if the cause was real. Notice is also not owed if you turned down reasonable alternate employment, if a definite assignment of twelve months or less has been completed, if a fixed term has run out (unless you carry on for three months past it), if you retire under a genuine retirement plan, if you do construction work in the construction industry, or if the job ends in a normal seasonal reduction, closure or shutdown.",
          "source": "nb_esa_s31",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where an employer dismisses an employee for cause the employer shall do so in writing, setting out the reasons for such action, and, subject to section 31, unless this section is complied with no dismissal without notice is valid notwithstanding that cause for such action exists.",
          "maintenance_note": "Written-cause requirement s. 30(2); exceptions ss. 31(2) and 31(3)(a) to (f). Athletes are removed from ss. 28 to 34 by s. 3.1 of Regulation 85-179."
        },
        "employee_notice": {
          "rule": "New Brunswick's Employment Standards Act asks nothing of you when you quit. There is no statutory notice period for an employee, at any length of service. Your written contract may still require notice, and the common law may too, but the Act does not.",
          "source": "nb_esa",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Verified as an absence: the Notice of Termination part (ss. 29 to 34) puts the duty only on the employer, and no other section of the Act requires an employee to give notice of resignation. Searched the full consolidation for any employee notice obligation; the only employee notices in the Act relate to leaves."
        },
        "temporary_layoff": {
          "rule": "A layoff is treated like a termination: section 30 stops your employer laying you off without the same two or four weeks' written notice. Two exceptions let it lay you off with no notice at all, and both are short: when work runs out for a reason the employer could not have foreseen when the notice would have been due, for as long as that lack of work lasts, or for any reason at all for up to six days. Your service keeps building through a layoff of less than twelve consecutive months.",
          "source": "nb_esa_s31",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer may lay off an employee without notice (a) where there is a lack of work, due to any reason unforeseen by the employer at the time notice would otherwise have been given … or (b) for any reason, for a period of up to six days.",
          "maintenance_note": "Section 31(1); the same wording is repeated for group terminations in s. 33. Period of employment including layoffs under twelve months is s. 1. The Act sets no maximum layoff length after which the job is deemed ended."
        },
        "temporary_layoff_limits": {
          "source": "nb_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your period of employment keeps building through a layoff of less than twelve consecutive months (s. 1), so a recall inside a year does not reset your service.",
          "maintenance_note": "The Act sets no maximum layoff length after which the job is deemed over; s. 33 repeats the s. 31 exceptions for group terminations.",
          "rows": [
            {
              "label": "No limit in the Act",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The Act sets no fixed limit; a layoff needs the same two or four weeks' written notice as a dismissal, and it never becomes a termination just by lasting a long time.",
              "source": "nb_esa_s30",
              "quote": "an employer shall not terminate or lay off an employee without having given at least"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "There is no clock to run out. Two exceptions let your employer lay you off with no notice at all: a lack of work it could not have foreseen when the notice would have been due, for as long as that lack of work lasts, and any reason at all for up to six days. Outside those two, the notice or the pay instead of it is owed.",
          "source": "nb_esa_s31",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer may lay off an employee without notice … where there is a lack of work, due to any reason unforeseen by the employer at the time notice would otherwise have been given, for such period as the lack of work continues due to that reason",
          "deemed_date": "no_limit"
        },
        "temporary_layoff_minimum": {
          "value": 6,
          "unit": "days",
          "source": "nb_esa_s31",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "for any reason, for a period of up to six days",
          "note": "Up to six days for any reason at all, with no notice. Past six days your employer needs a reason it could not have foreseen, or it owes you the notice."
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "nb_esa",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "New Brunswick has no separate statutory severance pay.",
          "maintenance_note": "Confirmed by reading the Notice of Termination part (ss. 29 to 34) end to end. The only dismissal money in the Act is the payment in lieu of notice under s. 34."
        },
        "conditions": {
          "rule": "There is no separate statutory severance pay in New Brunswick. What people here call severance is the payment in lieu of notice under section 34, the money that stands in for the two or four weeks of notice you did not get to work. Because the statutory ceiling is only four weeks, the gap between the minimum and what a court might award under the common law is wider here than almost anywhere else in Canada, so a lawyer may recover considerably more.",
          "source": "nb_esa_s34",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 10,
          "unit": "employees",
          "source": "nb_esa_s32",
          "quote": "No employer shall terminate or lay off in a four week period more than ten employees if they represent at least twenty-five per cent of the employees of the employer in a four week period without first having given … at least six weeks notice of the termination or layoff.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Two conditions have to be met at once: more than ten people, and those people have to be at least 25% of the employer's workforce. A large employer can therefore cut far more than ten jobs without triggering the section."
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "nb_esa_s32",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "nb_esa_s32",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 11,
              "employees_to": null,
              "weeks": 6
            }
          ],
          "maintenance_note": "Flat six weeks, no sliding scale, and only where the group is more than ten people and at least 25% of the employer's employees. The notice is served on the affected employees themselves as well as on the Minister and any bargaining agent, so an employee who is given notice and works it gets six weeks. CAUTION FOR THE CALCULATOR: this does not raise the money. Section 34(1) applies 'notwithstanding sections 30 and 32' and fixes pay in lieu at the notice period 'provided under section 30', so an employer that pays instead of giving notice owes only the two or four weeks of s. 30 even in a qualifying group termination, and s. 34(2) measures its liability the same way. Never feed the six weeks into a New Brunswick pay-in-lieu calculation.",
          "quote": "Notwithstanding sections 30 and 32 an employer may terminate or layoff an employee without notice upon payment in lieu of notice of an amount equal to the pay the employee would have earned during the notice period provided under section 30"
        },
        "rule": {
          "rule": "When an employer terminates or lays off more than ten employees inside a four-week period, and those people are at least a quarter of its workforce, it must first give six weeks' written notice to the Minister, to every affected employee and to any union. A copy has to be posted where all employees can see it. If a collective agreement requires longer notice, the longer period applies. This does not cover a definite assignment of twelve months or less that has been completed, a retirement under a genuine plan, construction work in the construction industry, or a normal seasonal reduction, closure or shutdown.",
          "source": "nb_esa_s32",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Section 32(1) to (4); s. 33 lets the employer lay off without this notice for unforeseen lack of work, or for any reason for up to six days."
        }
      },
      "vacation": {
        "schedule": {
          "source": "nb_esa_s24",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 8,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "maintenance_note": "Section 24(1) and (1.1): under eight years of continuous employment, two regular work weeks or one day for each calendar month worked in the vacation pay year, whichever is less; from eight years, three weeks or one and a quarter days a month, whichever is less. Pay 4% and 6% under s. 25(1)(b). The vacation pay year runs 1 July to 30 June, and the vacation must be given within four months after it ends."
        },
        "pay_on_termination": {
          "rule": "If the job ends part-way through the vacation pay year, your employer owes you 4% of your wages for that year, or 6% if you had eight or more years of continuous employment, and it has to be paid no later than at the same time as your final pay.",
          "source": "nb_esa_s26",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall pay the employee, not later than at the same time as the employee's final pay is given, (a) an amount equal to four per cent of the employee's wages for the vacation pay year if the employee has less than eight years of continuous employment with the employer"
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of your wages for the vacation pay year, and the Act's definition of wages takes in salary, commissions and other pay for work measured by time or piece, but leaves out public holiday pay, pay in lieu of public holidays, vacation pay itself, pay in lieu of vacation, gratuities and honoraria. If another Act, an agreement or a custom gives you vacation terms at least as good for that year, those terms apply instead.",
          "source": "nb_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“wages” includes salary, commissions and compensation in any form for work or services measured by time, piece or otherwise, but does not include public holiday pay, pay in lieu of public holidays, vacation pay, pay in lieu of vacation, gratuities or honoraria.",
          "maintenance_note": "More favourable terms prevail under s. 27."
        }
      },
      "holidays": {
        "count": {
          "value": 8,
          "unit": null,
          "source": "nb_esa_s1",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "New Brunswick calls them public holidays and has eight. Remembrance Day is one of them, written into the Act's own definition, which is not true in every province.",
          "maintenance_note": "Definition in s. 1. The National Day for Truth and Reconciliation is not a public holiday under the Act."
        },
        "list": {
          "source": "nb_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Family Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "New Brunswick Day",
              "date_rule": "First Monday in August"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "maintenance_note": "Section 1 names the eight days but does not fix their calendar dates; the date_rule column states the ordinary calendar rules and is not taken from the Act. The statutory source of the calendar date of Family Day and New Brunswick Day was not traced to a section and is not asserted here."
        },
        "pay_formula": {
          "rule": "Public holiday pay is your regular wages for the day. If your wages move from day to day, the pay for a holiday you did not work is at least your average daily earnings, overtime excluded, over the days you actually worked in the 30 calendar days before the holiday. Work the holiday and you get one and a half times your regular rate for the time worked, plus your regular wages on top where you were entitled to the holiday with pay; in a hotel, motel, tourist resort, restaurant, tavern or continuous operation the employer can instead pay regular wages for the hours worked and give you a paid day off later.",
          "source": "nb_esa_s21",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If the wages of an employee vary from day to day, the pay for a public holiday on which the employee has not worked shall be at least equivalent to the employee's average daily earnings exclusive of overtime for the days on which the employee worked during the 30 calendar days",
          "maintenance_note": "Regular wages s. 18(2); varying wages s. 21(1); premium for working the holiday s. 19(1); hospitality and continuous operations s. 18(5)."
        },
        "qualifying": {
          "rule": "You need 90 days of work for your present employer during the twelve calendar months before the holiday. You also lose the holiday if you fail without reasonable cause to work your scheduled regular day before or after it, or if you agreed to work the holiday and then did not turn up without reasonable cause. Casual employees on an arrangement where they choose whether to work are outside the section altogether. One rule matters when a job ends: if a substituted or designated holiday day was still owed to you when you stopped working, your employer has to pay you the regular wages for that day on top of everything else.",
          "source": "nb_esa_s18",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "This section does not apply to an employee who (a) has been in the employ of their present employer for fewer than ninety days during the previous twelve calendar months immediately preceding a public holiday",
          "maintenance_note": "Section 18(1)(a) to (e); the payment for an outstanding substituted day when employment ceases is s. 20."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When you stop working, your employer must pay all outstanding pay no later than the time you would normally have been paid had you stayed, and in no case more than 21 days after your last day. Vacation pay for the current vacation pay year has to come no later than that same final payment.",
          "source": "nb_esa_s37",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where an employee ceases to be employed by an employer the employer shall pay to the employee all outstanding pay not later than at the time the employee would have been paid had the employee continued to be employed, and in no case … beyond twenty-one days after the last day",
          "maintenance_note": "Section 37; vacation pay tie-in s. 26(1)."
        },
        "days_after_termination": {
          "value": 21,
          "unit": "days",
          "source": "nb_esa_s37",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Outside limit. If your usual payday falls sooner, that earlier date is the deadline."
        },
        "days_after_quit": {
          "value": 21,
          "unit": "days",
          "source": "nb_esa_s37",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 37 uses the same limit whether you were dismissed or you resigned."
        },
        "what_is_included": {
          "rule": "Pay under the Act means wages, public holiday pay, pay in lieu of public holidays, vacation pay and pay in lieu of vacation, plus benefits and any union dues checked off, less lawful deductions. So your final money is wages earned, vacation pay for the current vacation pay year, any outstanding public holiday pay, and pay in lieu of any notice you did not get.",
          "source": "nb_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“pay” means wages, public holiday pay, pay in lieu of public holidays, vacation pay and pay in lieu of vacation paid or due to an employee, benefits, initiation fees and union dues checked off by the employer, but does not include deductions from wages that may lawfully be made by an employer;"
        }
      },
      "complaint": {
        "deadline": {
          "value": 12,
          "unit": "months",
          "source": "nb_esa_s61",
          "quote": "may, within twelve months after the alleged violation or denial, make a complaint to the Director in any form.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Twelve months from the violation, and the Director's order can only reach back over the twelve months before the complaint, so waiting costs money as well as time."
        },
        "rule": {
          "rule": "You complain to the Director of Employment Standards, in any form, within twelve months of the problem. The Director can send the file to mediation or to an employment standards officer, and can order the employer to pay for any violation in the twelve months before your complaint. The Director will not act if you could grieve the same thing under a collective agreement, or if the matter is or has been before a New Brunswick court. You can ask the Director to keep your name confidential.",
          "source": "nb_esa_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Complaint s. 61(1) and (2); the Director's duty and the collective-agreement and court bars s. 62(1) to (3); twelve-month reach-back s. 63(1); mediation s. 64."
        }
      }
    },
    "newfoundland_and_labrador": {
      "name": "Newfoundland and Labrador",
      "abbr": "NL",
      "kind": "province",
      "slug": "newfoundland-and-labrador",
      "statute": {
        "name": "Labour Standards Act, R.S.N.L. 1990, c. L-2",
        "short_name": "Labour Standards Act",
        "source": "nl_lsa",
        "regulator_name": "Labour Standards Division, Department of Government Services",
        "regulator_url": "https://www.gov.nl.ca/gs/department/branches/divisions/labour-standards-division/",
        "claim_url": "https://www.gov.nl.ca/gs/labour/nonunion/"
      },
      "coverage": {
        "rule": "The Act works through the idea of a contract of service: an arrangement where the employer pays a wage and keeps the right to control how the work is done. It leaves out contracts with people who are qualified in, or training for, accountancy, architecture, law, medicine, pharmacy, professional engineering, surveying, teaching and veterinary science, plus any other profession or occupation named by regulation. Any term of a contract that gives you less than the Act is void; a term that gives you more stands.",
        "source": "nl_lsa_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "Definition of \"contract of service\" in s. 2(b); ss. 3 and 4 on less and more favourable terms."
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "nl_lsa_s55",
          "quote": "one week, where the employee has been continuously employed by the employer for a period of 3 months or more but less than 2 years",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 53(1)(h) separately removes the notice requirement where the contract of service has existed for less than 30 days.",
          "maintenance_note": "Current bands enacted by 2001 c33 s27; no in-force date is printed in the official version, so validity.from is left null."
        },
        "schedule": {
          "source": "nl_lsa_s55",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 3
            },
            {
              "service_from_years": 10,
              "service_to_years": 15,
              "weeks": 4
            },
            {
              "service_from_years": 15,
              "service_to_years": null,
              "weeks": 6
            }
          ],
          "note": "The same table sets the notice the employer owes and the notice the employee owes.",
          "maintenance_note": "s. 55(1)(a)-(e). \"Continuously employed\" includes seasonal workers engaged for two or more consecutive seasons of at least five months each (s. 55(2))."
        },
        "formula": {
          "rule": "Notice runs in five bands measured by continuous employment: one week from three months to under two years, two weeks from two to under five, three weeks from five to under ten, four weeks from ten to under fifteen, and six weeks at fifteen years or more. Newfoundland and Labrador is unusual in applying the identical table to a worker who quits.",
          "source": "nl_lsa_s55",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "An employer can skip the notice by paying you wages equal to your normal wages for the notice period you should have had. The Act says those normal wages include the overtime you might have earned, judged by the overtime actually worked in the month before the job ended, which is broader than most provinces.",
          "source": "nl_lsa_s53",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer pays to the employee wages equal to the normal wages covering the period of notice that the employer would otherwise be required to give under this Part",
          "maintenance_note": "s. 53(1)(b) and s. 53(2)."
        },
        "during_notice": {
          "rule": "Once notice has been given by either side, the employer cannot make you take part of your annual vacation during the notice period and you cannot take it, unless you both agree. When the job ends, vacation pay is owed on top of the wages properly earned for the period after the notice was given.",
          "source": "nl_lsa_s12",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 12(1) and (2). Notice given for a future event is allowed if the period is at least what the Act requires (s. 56(2)); a notice has no effect if the job continues past the date in it (s. 56(1))."
        },
        "exclusions": {
          "rule": "Before anything else: if you work in the construction industry, the Labour Standards Regulations switch off section 52 entirely, so no notice and no pay in lieu is owed at all. Otherwise, no notice is owed where you wilfully refused a lawful instruction, committed misconduct, neglected your duty so that the employer's interest suffered, or otherwise broke a material term badly enough to warrant summary dismissal; where the employer pays wages for the notice period instead; where the layoff runs no more than one week; where the job was a firm non-renewable term or a specific task of no more than twelve months that ran to its end; where you turned down a comparable alternative job; where you reached the workplace's established retirement age; where plant or machinery was destroyed or broke down badly, or climatic or economic conditions beyond the employer's foreseeable control forced a redundancy; or where the contract of service has existed for less than 30 days.",
          "source": "nl_lsa_s53",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 53(1)(a)-(h) of the Act, plus s. 12 of the Labour Standards Regulations, CNLR 781/96, which disapplies s. 52 to the construction industry outright. Whether misconduct warrants summary dismissal is decided by the director or the Labour Relations Board."
        },
        "employee_notice": {
          "source": "nl_lsa_s55",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 3
            },
            {
              "service_from_years": 10,
              "service_to_years": 15,
              "weeks": 4
            },
            {
              "service_from_years": 15,
              "service_to_years": null,
              "weeks": 6
            }
          ],
          "note": "Section 55 sets one period of notice \"required to be given by the employer and employee\", so a long-serving worker who resigns owes the same six weeks the employer would owe.",
          "maintenance_note": "s. 52(1) and s. 55(1). Employee exceptions are in s. 54: mistreatment or a material breach by the employer, paying the employer an amount equal to the notice, a firm term or task of no more than twelve months, or a contract that has existed less than one month. An employer may deduct the amount from unpaid wages only with the employee's consent (s. 54(2))."
        },
        "temporary_layoff": {
          "rule": "A temporary lay-off means no more than 13 weeks of lay-off inside 20 consecutive weeks, and paid days in that window, including a paid public holiday, are not counted toward the 13. Go past that and the law treats you as having been terminated on the first day of the lay-off, so the notice or pay in lieu is owed from that earlier date.",
          "source": "nl_lsa_s49",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 49(1)(a) and (2) for the definition, s. 50 for the deemed termination date."
        },
        "temporary_layoff_limits": {
          "source": "nl_lsa_s49",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your employer must give you written notice of a temporary lay-off as well, inside the period section 55 sets (s. 52(2)).",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 13,
              "max_unit": "weeks",
              "window_value": 20,
              "window_unit": "weeks",
              "condition": "A day inside that 20-week window for which you are paid, including a paid public holiday, is not counted toward the 13 weeks.",
              "source": "nl_lsa_s49",
              "quote": "a lay-off of not more than 13 weeks in a period of 20 consecutive weeks"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Go past 13 weeks of lay-off in 20 consecutive weeks and you are considered to have been terminated at the beginning of the lay-off, so the written notice or the pay instead of it is owed from that earlier date.",
          "source": "nl_lsa_s50",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where an employer temporarily lays off an employee and the lay-off exceeds a temporary lay-off the employee shall, for the purposes of this Part, be considered to have been terminated at the beginning of the temporary lay-off.",
          "deemed_date": "first_day"
        },
        "temporary_layoff_minimum": {
          "value": 7,
          "unit": "days",
          "source": "nl_lsa_s53",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employee is laid off for a period not exceeding 1 week",
          "note": "The Act says one week; seven days is the same period counted in days. A lay-off that short needs no notice."
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "nl_lsa",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Labour Standards Act contains no severance pay entitlement.",
          "maintenance_note": "The word \"severance\" does not appear anywhere in R.S.N.L. 1990, c. L-2."
        },
        "conditions": {
          "rule": "Newfoundland and Labrador has no separate statutory severance pay. What people here call severance is the pay in lieu of notice under Part X, worked out from length of service. A contract or the common law may give you more, and the Act preserves terms more favourable to the employee.",
          "source": "nl_lsa_s4",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 4 preserves more favourable contractual terms; s. 51 lets a collective agreement or written contract set a different notice period provided it is the same for both sides. The word \"severance\" does not appear anywhere in the Act."
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "nl_lsa_s57",
          "quote": "where an employer intends to terminate the contracts of service of 50 or more employees within a 4 week period, the employer shall, in accordance with subsection (3), give to each employee written notice of intention to terminate the contract of service",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "nl_lsa_s57",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "nl_lsa_s57",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": 199,
              "weeks": 8
            },
            {
              "employees_from": 200,
              "employees_to": 499,
              "weeks": 12
            },
            {
              "employees_from": 500,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "maintenance_note": "s. 57(3)(a)-(c). This notice of intention is in addition to the individual notice under s. 55."
        },
        "rule": {
          "rule": "An employer planning to end 50 or more jobs inside four weeks must give every one of those employees written notice of the intention to terminate, eight, twelve or sixteen weeks ahead depending on the number, and must either keep employing them through that period or pay their normal wages for it. Right after the notices go out, the employer has to tell the minister in writing how many people were notified, the length of notice and the reasons. If the employer skips either step, it simply may not proceed with the terminations. The section is heavily cut back by regulation: it does not apply to anyone whose contract has existed for less than a month, nor to construction, logging or fishing workers, seasonal fish-plant workers taken on for peak production, offshore drilling-rig workers, casual on-call workers, people laid off during a strike or lock-out, people who refused alternative work or did not return from layoff when asked, people terminated at the established retirement age, or contracts frustrated by an unforeseeable event.",
          "source": "nl_lsa_s57",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 57(1), (2), (4), (6) and (7) of the Act; the twelve non-applications are s. 13(a)-(l) of the Labour Standards Regulations, CNLR 781/96. The notice of intention goes to the employees first; the minister is notified immediately afterwards."
        }
      },
      "vacation": {
        "schedule": {
          "source": "nl_lsa_s8",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 15,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 15,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Fifteen years is the longest wait for a third week of vacation among the jurisdictions that grant one. Yukon never raises the minimum above two weeks at any length of service.",
          "maintenance_note": "s. 8(1) and s. 8(1.1). The right to the time off (as opposed to the pay) requires working at least 90% of normal working hours in the 12-month period and still being employed at the end of it; s. 9 pays the percentage to everyone else."
        },
        "pay_on_termination": {
          "rule": "When the job ends the employer must pay your vacation pay within one week of the date employment ceases, on top of the wages you earned. Vacation pay is owed as a percentage of what you earned even if you never qualified for the time off, provided you worked at least five consecutive work days.",
          "source": "nl_lsa_s9",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 9(1)-(3) for the percentage and the one-week deadline; s. 12(2) confirms vacation pay is owed in addition to wages on termination."
        },
        "wages_basis": {
          "rule": "Vacation pay is a straight percentage of the total wages you earned in the twelve-month period, four per cent below fifteen years of continuous employment and six per cent at or above it. \"Wage\" in this Act means your remuneration, salary, commission or other permitted return for work, and it does not include tips and gratuities.",
          "source": "nl_lsa_s9",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Percentages from s. 9(1); definition of \"wage\" in s. 2(i)."
        }
      },
      "holidays": {
        "count": {
          "value": 6,
          "unit": null,
          "source": "nl_lsa_s14",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six paid public holidays, the same number as Nova Scotia and fewer than any other jurisdiction names; the Lieutenant-Governor in Council may proclaim others.",
          "maintenance_note": "s. 14(1)(a)-(f). Remembrance Day was added as paragraph (b.1) by 2001 c33 s5. There is no Victoria Day, Thanksgiving Day or National Day for Truth and Reconciliation in the Act."
        },
        "list": {
          "source": "nl_lsa_s14",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Memorial Day",
              "date_rule": "July 1 (the same day as Canada Day)"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "note": "Memorial Day and Canada Day fall on the same date, so July 1 counts once.",
          "maintenance_note": "The Act lists the names only. The date rules are the ordinary calendar rules and are not statutory text. Do NOT attribute Memorial Day to the Commemoration Day Act: that Act fixes Commemoration Day on a Sunday. For labour-standards purposes s. 4 of the Labour Standards Regulations (CNLR 781/96) says New Year's Day, Good Friday, Memorial Day, Labour Day and Christmas Day are observed on the dates proclaimed by the Lieutenant-Governor in Council under s. 4 of the Shops Closing Act; in practice Memorial Day is July 1. The Shops Closing Act cross-reference in that regulation appears to be to an Act no longer in the NL statute list, so describe the mechanism rather than relying on it."
        },
        "pay_formula": {
          "rule": "Holiday pay is your hourly rate multiplied by the average number of hours you worked in a day over the three weeks immediately before the holiday. If you and the employer agree that you will work the holiday, you choose between double your normal wages for that day, a full paid day off within thirty days, or an extra paid day added to your vacation.",
          "source": "nl_lsa_s15",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "calculated by multiplying the employee's hourly rate of pay by the average number of hours worked in a day by the employee in the 3 weeks immediately preceding the holiday",
          "maintenance_note": "s. 15(3) for the formula; s. 17 for working the holiday by agreement; s. 18 for public utilities and continuous operations."
        },
        "qualifying": {
          "rule": "You do not get paid for a public holiday that falls in the first thirty days of the job, or if without just cause and without the employer's consent you did not work your regular work day immediately before or immediately after the holiday. If the holiday falls on a day you were not scheduled to work, the employer must give you the following working day off with the same pay, or another day you both agree on.",
          "source": "nl_lsa_s19",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 19(1)(a) and (c); s. 16 for the substitute day."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When your contract of service is terminated, the employer has one week from the date of termination to pay the wages you had earned up to that date. Vacation pay carries its own one-week deadline from the day employment ceases, so in practice everything lands inside a week.",
          "source": "nl_lsa_s33",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall pay to the employee within 1 week from the date of the termination of the contract of service the wages due to that employee up until the date of termination of that contract",
          "maintenance_note": "s. 33(2) for wages; s. 9(2) for vacation pay."
        },
        "days_after_termination": {
          "value": 7,
          "unit": "days",
          "source": "nl_lsa_s33",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act says one week; seven days is the same period expressed in days."
        },
        "days_after_quit": {
          "value": 7,
          "unit": "days",
          "source": "nl_lsa_s33",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 33(2) applies to any termination of the contract of service, including a resignation."
        },
        "what_is_included": {
          "rule": "The final payment covers the wages you earned up to the termination date, and vacation pay is paid on top. \"Wage\" is defined to take in remuneration, salary, commission or other permitted return for work and, where the context allows, the vacation pay and holiday pay the Act provides, but never tips and gratuities.",
          "source": "nl_lsa_s2",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of \"wage\" in s. 2(i); s. 12(2) for vacation pay in addition to wages."
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "nl_lsa_s62",
          "quote": "A complaint to the director may not be made after the expiry of 2 years from the happening of the event giving rise to the complaint but, where an employee's contract of service is terminated, the complaint shall be made not later than 6 months of the date the employee's contract is terminated.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six months from the date the job ended. The general limit for a complaint while still employed is two years from the event.",
          "maintenance_note": "s. 62(3), amended by 2024 c21 s39. The shorter six-month rule is the one that matters on every page of this site, because every reader has been terminated."
        },
        "rule": {
          "rule": "You complain to the Director of Labour Standards, who investigates, gives the affected side a chance to be heard in person, by counsel or in writing, and makes a determination. A determination can be filed with the Supreme Court and enforced as an order of that court, and the director may instead send the complaint to the Labour Relations Board for a decision.",
          "source": "nl_lsa_s62",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 62(1)(a)-(c), (2) and (4); referral to the Labour Relations Board under s. 68."
        }
      }
    },
    "prince_edward_island": {
      "name": "Prince Edward Island",
      "abbr": "PE",
      "kind": "province",
      "slug": "prince-edward-island",
      "statute": {
        "name": "Employment Standards Act, S.P.E.I. 2024, c. 66",
        "short_name": "Employment Standards Act",
        "source": "pe_esa",
        "regulator_name": "Employment Standards Branch, Department of Workforce, Advanced Learning and Population",
        "regulator_url": "https://www.princeedwardisland.ca/en/topic/employment-standards",
        "claim_url": "https://www.princeedwardisland.ca/en/service/file-a-complaint-with-employment-standards"
      },
      "coverage": {
        "rule": "The Act covers all employers and employees on Prince Edward Island unless the Act or its regulations say otherwise. Where a job is governed by a collective agreement under the Labour Act, most of the Act steps aside, but paid holidays, entitlement to wages, payment of pay, several leaves and the group termination rule still apply; the individual notice rule in section 59 does not. The rules on hours of work, reporting pay, overtime and averaging do not apply to employees whose main job is supervising people or resources, or to executives. The Employment Standards Regulations then cut further: commission salespeople and farm labourers on non-commercial operations are outside almost the whole Act, and professional athletes are outside Part 6, the part that gives you notice of termination.",
        "source": "pe_esa_s3",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "s. 3(1)-(3) of the Act. The further exclusions are s. 1 of the Employment Standards Regulations, EC653/26, in force 30 June 2026: s. 1(1) (commission salespersons, non-commercial farm labourers), s. 1(2) (private and live-in caregivers, out of ss. 15, 20, 21), s. 1(3) (returning officers and election clerks, out of ss. 17, 27, 28) and s. 1(4) (athletes, out of ss. 15 and 20 to 35 and out of Part 6)."
      },
      "notice": {
        "qualifying_service": {
          "value": 90,
          "unit": "days",
          "source": "pe_esa_s59",
          "quote": "an employer shall not terminate or lay off an employee who has been employed by the employer for a continuous period of 90 days or longer without giving the employee, in writing, at least",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act counts 90 days of continuous employment, not three months.",
          "maintenance_note": "New Act in force 30 June 2026. Under the repealed R.S.P.E.I. 1988, c. E-6.2 the threshold was six months."
        },
        "schedule": {
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 5,
              "weeks": 2
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 4
            },
            {
              "service_from_years": 10,
              "service_to_years": 15,
              "weeks": 6
            },
            {
              "service_from_years": 15,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "The first band starts at 90 days of continuous employment (shown as 0.25 years).",
          "maintenance_note": "Section 59(1)(a)-(e) of the 2024 Act. The same notice is owed for a layoff as for a termination."
        },
        "formula": {
          "rule": "Notice is a flat band set by how long you have worked there without a break: one week from 90 days to under a year, two weeks from one year to under five, four weeks from five to under ten, six weeks from ten to under fifteen, and eight weeks at fifteen years or more. The same notice is owed whether the employer is ending the job or laying you off, unless one of the exceptions applies.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "An employer that ends the job or lays you off without giving the written notice must instead pay you an amount equal to your regular wages, overtime excluded, for a stretch of time equal to the notice you should have had. Nothing in the Act stops a contract or an established custom from giving you more.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 59(5); s. 62 preserves better contractual notice and other amounts payable on a termination."
        },
        "during_notice": {
          "rule": "For the part of the job that runs after notice is given, the employer must pay you the greater of what you actually earn at your regular wage rate for the hours you work, or your regular wages excluding overtime for a period equal to the notice period. Vacation you are entitled to cannot be counted as part of the notice period, and if you keep working 30 days or more past the end of the notice, that notice stops being valid and fresh notice is required.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 59(3), (4) and (6)."
        },
        "exclusions": {
          "rule": "No notice is owed if you were hired to do a definite task lasting no more than a year, if the layoff runs no more than six consecutive days, if you were offered other reasonable work by the same employer, if the job ended for an unforeseeable reason beyond the employer's control, if it ended because of a labour dispute, the weather or a government action that directly hit the employer's operations, or if you were terminated for cause.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 59(2)(a)-(f). \"Terminated for cause\" is not further defined in the Act."
        },
        "employee_notice": {
          "source": "pe_esa_s60",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.5,
              "service_to_years": 5,
              "weeks": 1
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 2
            }
          ],
          "note": "An employee with less than six months of continuous employment owes no statutory notice when resigning.",
          "maintenance_note": "s. 60(1). Vacation cannot be counted as part of the employee's notice unless the employer approves (s. 60(2))."
        },
        "temporary_layoff": {
          "rule": "Prince Edward Island does not give employers a layoff window. A layoff counts as a termination that needs notice unless it lasts no more than six consecutive days, so any longer layoff must be preceded by the same written notice, or paid out in lieu.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Derived from the wording of s. 59(1) (\"terminate or lay off\") read with the exception in s. 59(2)(b) (\"laid off for a period not exceeding six consecutive days\"). The Act has no separate temporary-layoff part."
        },
        "temporary_layoff_limits": {
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "The Act has no temporary-layoff part and no recall machinery: \"lay off\" appears only in the definition in s. 1(j), in s. 59 and in the group rule in s. 61. Read in the King's Printer text of Chapter 66 of the Statutes of Prince Edward Island, 2024.",
          "rows": [
            {
              "label": "No limit in the Act",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The Act sets no fixed limit; a layoff of more than six consecutive days needs the same written notice as a dismissal, or the pay instead of it, and it never turns into a termination by itself.",
              "source": "pe_esa_s59",
              "quote": "an employer shall not terminate or lay off an employee who has been employed by the employer for a continuous period of 90 days or longer without giving the employee, in writing, at least"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "There is no clock to run out. Where your employer lays you off for more than six consecutive days without the notice section 59 requires, it must pay you your regular wages, excluding overtime, for a period equal to that notice.",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where an employer terminates or lays off an employee without giving the notice required under subsection (1), the employer shall pay the employee an amount equal to the employee’s regular wages, excluding overtime, for a period of time equivalent to the notice period.",
          "deemed_date": "no_limit"
        },
        "temporary_layoff_minimum": {
          "value": 6,
          "unit": "days",
          "source": "pe_esa_s59",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "is laid off for a period not exceeding six consecutive days",
          "note": "Six consecutive days or less, and no notice is owed. Longer than that and the ladder in section 59(1) applies."
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "pe_esa",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Employment Standards Act contains no severance pay entitlement.",
          "maintenance_note": "The word \"severance\" does not appear anywhere in S.P.E.I. 2024, c. 66."
        },
        "conditions": {
          "rule": "Prince Edward Island has no separate statutory severance pay. What Islanders usually call severance is the pay in lieu of notice owed under section 59, calculated from length of service. A written contract or the common law may entitle you to more, and the Act expressly leaves those other amounts alone.",
          "source": "pe_esa_s62",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 10,
          "unit": "employees",
          "source": "pe_esa_s61",
          "quote": "where 10 or more employees representing at least 25 per cent of the employees at a workplace are to be terminated or laid off within a two-month period",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Both tests must be met: at least 10 employees and at least 25% of the workplace."
        },
        "window": {
          "value": 2,
          "unit": "months",
          "source": "pe_esa_s61",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "pe_esa_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 10,
              "employees_to": null,
              "weeks": 6
            }
          ],
          "note": "Prince Edward Island uses one flat group notice period, not a sliding scale.",
          "maintenance_note": "s. 61(1): at least six weeks before the first termination or layoff."
        },
        "rule": {
          "rule": "When at least 10 employees, and at least a quarter of the people at that workplace, are to be terminated or laid off inside two months, the employer must give six weeks of written notice before the first one goes, to every affected employee, to any union representing them and to the Minister. The notice has to state how many people are affected, the dates, and the reasons. Casual on-call arrangements, definite-term jobs, work to be finished within a year, contracts made impossible by an unforeseeable event, construction-site employees of a construction employer, normal seasonal shutdowns, and employees who turned down reasonable alternative work are all outside this rule.",
          "source": "pe_esa_s61",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "vacation": {
        "schedule": {
          "source": "pe_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Vacation pay accrues every pay period; the vacation itself must be granted within four months after each completed year of continuous employment.",
          "maintenance_note": "Time from s. 30(1), percentages from s. 29(1). Under the repealed Act the third week came only after eight years."
        },
        "pay_on_termination": {
          "rule": "When the job ends, for any reason, the employer must pay out every dollar of vacation pay you have accrued and not yet been paid, by the last day of the next pay period. Accrued vacation pay is held in trust for you and ranks ahead of the employer's other creditors, including the government.",
          "source": "pe_esa_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 34 for the deadline; s. 35 for the trust and priority."
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of your wages plus the cash value of any meals or lodging the employer provides, worked out each pay period. The cash value of meals and lodging is the maximum the employer is allowed to deduct for them under the Board's minimum wage order.",
          "source": "pe_esa_s29",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "holidays": {
        "count": {
          "value": 8,
          "unit": null,
          "source": "pe_esa_s1",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Eight paid holidays are named in the Act; the regulations may prescribe others.",
          "maintenance_note": "Definition of \"paid holiday\" in s. 1(1)(n)(i)-(ix). Clause (ix) allows further prescribed days."
        },
        "list": {
          "source": "pe_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Islander Day",
              "date_rule": "Third Monday in February"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "July 1",
              "date_rule": "July 1 (Canada Day)"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "note": "The Act names July 1 rather than \"Canada Day\", and names Islander Day, which no other jurisdiction has.",
          "maintenance_note": "Only National Day for Truth and Reconciliation carries a date in the Act (\"observed on September 30\") and July 1 is named by its date; the other date rules are the ordinary calendar rules, not statutory text. Islander Day's date comes from the PEI Islander Day Act, not from this Act."
        },
        "pay_formula": {
          "rule": "Holiday pay is five per cent of the wages you earned in the four weeks before the paid holiday, leaving overtime pay out. Vacation pay and any other holiday pay you received inside those four weeks count as wages for this calculation. If you work on the holiday you get either time and a half for the hours worked plus your regular pay for the holiday, or straight time for the hours worked plus a paid day off before your next vacation.",
          "source": "pe_esa_s28",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 28(1)(a) and (2) for the formula; s. 27(3) for working on the holiday. A different calculation may be prescribed by regulation for prescribed classes (s. 28(1)(b))."
        },
        "qualifying": {
          "rule": "You get the holiday with pay unless, without the employer's direction or permission and without any reasonable cause, you failed to work both your last work day before the holiday and your first work day after it. Employees who can freely choose whether to work when asked are also outside the entitlement. If the holiday lands on a day you do not work, the employer owes you a paid day off on your next work day, after your next vacation, or on an agreed day before that vacation.",
          "source": "pe_esa_s27",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 27(1) and (2). Unlike most provinces, the 2024 Act sets no minimum days of employment before the first paid holiday."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When the job ends, the employer must pay everything still owing to you no later than the last day of the next pay period after the termination. Accrued vacation pay follows the same deadline. A pay period on the Island can be no longer than 16 days, so the outside limit is short.",
          "source": "pe_esa_s36",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 36(5) for pay generally, s. 34 for vacation pay, s. 36(3)(a) for the 16-day pay period cap.",
          "short": "The last day of the next pay period; a pay period can be no longer than 16 days"
        },
        "what_is_included": {
          "rule": "The final payment covers all outstanding pay, which the Act defines as everything due to you: wages, holiday pay, vacation pay, leave pay, tips and gratuities and benefits. Pay in lieu of notice is listed separately on the pay statement and is payable in the same way.",
          "source": "pe_esa_s36",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of \"pay\" in s. 1(1)(p); pay statement items in s. 37(1)(e) and (g)."
        }
      },
      "complaint": {
        "deadline": {
          "value": 2,
          "unit": "years",
          "source": "pe_esa_s64",
          "quote": "A complaint shall be delivered to the chief inspector within two years of the date of the alleged contravention.",
          "validity": {
            "from": "2026-06-30",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Two years from the date of the alleged contravention, not from the end of the job."
        },
        "rule": {
          "rule": "You complain in writing to the chief inspector, who serves the employer with a copy and gives it 15 days to answer. An inspector investigates, may try to settle the matter informally, and can dismiss a complaint that is out of time, outside the Act, or without merit. An inspector's determination and order can be appealed to the Employment Standards Board.",
          "source": "pe_esa_s64",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "ss. 64-67 for the complaint process, s. 72 for the inspector's order, s. 74 for the right of appeal to the Board."
        }
      }
    },
    "yukon": {
      "name": "Yukon",
      "abbr": "YT",
      "kind": "territory",
      "slug": "yukon",
      "statute": {
        "name": "Employment Standards Act, R.S.Y. 2002, c. 72",
        "short_name": "Employment Standards Act",
        "source": "yt_esa",
        "regulator_name": "Employment Standards Office, Department of Community Services, Government of Yukon",
        "regulator_url": "https://yukon.ca/en/employment/employment-standards",
        "claim_url": "https://yukon.ca/en/employment/employment-standards/submit-wage-complaint"
      },
      "coverage": {
        "rule": "The Act reaches every employee working in Yukon and their employer, but not the Government of Yukon or its own employees. It overrides any other law, custom, contract or arrangement, while leaving alone anything that gives an employee more than the Act does. The termination Part has its own, much longer, list of exclusions.",
        "source": "yt_esa_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "s. 2(1) and (2); s. 3 for pre-eminence. Vacation Part 4 also excludes a member of the employer's family (s. 20(2))."
      },
      "notice": {
        "qualifying_service": {
          "value": 6,
          "unit": "months",
          "source": "yt_esa_s50",
          "quote": "No employer shall terminate the employment of an employee who has been employed for six consecutive months or more unless the employer gives",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six consecutive months. The same threshold applies to the notice an employee must give.",
          "maintenance_note": "s. 50(1). No in-force date is printed against s. 50 in the consolidation, so validity.from is left null."
        },
        "schedule": {
          "source": "yt_esa_s50",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.5,
              "service_to_years": 1,
              "weeks": 1
            },
            {
              "service_from_years": 1,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Yukon adds a week for every extra year of service between three and eight years, so the ladder has eight rungs.",
          "maintenance_note": "s. 50(1)(a)-(h) read in order. The notice period must not coincide with the employee's annual vacation (s. 50(3))."
        },
        "formula": {
          "rule": "After six consecutive months you are owed one week of written notice below one year, two weeks from one year to under three, and then one more week for each additional year: three weeks at three years, four at four, five at five, six at six, seven at seven, and eight weeks once you reach eight years. The notice must actually expire before the job can end.",
          "source": "yt_esa_s50",
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "pay_in_lieu": {
          "rule": "An employer that ends the job without giving the required notice must pay termination pay equal to what you would have received as your regular wages for your normal hours of work over the notice period. The employer may pay it out in instalments on your usual paydays, so long as the whole amount reaches you within the time the notice would have covered.",
          "source": "yt_esa_s51",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall pay to the employee termination pay in an amount equal to the amount that the employee would have been entitled to receive as their regular wages for their normal hours of work for the period prescribed by subsection 50(1)",
          "maintenance_note": "s. 51 for the amount; s. 65(3) for payment by instalments."
        },
        "during_notice": {
          "rule": "Once notice under section 50 has been given, the employer cannot change your wage rate or any other term or condition of your employment without your consent. The notice period cannot overlap your annual vacation, and if you keep working after the notice expires the notice has no effect.",
          "source": "yt_esa_s54",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 54; s. 50(3) for vacation; s. 55 for continued employment."
        },
        "exclusions": {
          "rule": "The whole termination Part is switched off for the construction industry, for a seasonal or intermittent operation that runs less than six months a year, for an employee discharged for just cause, for an employee whose employer broke the employment contract, for an employee on temporary layoff, for a contract made impossible by an unforeseeable event, for an employee who refused reasonable alternative work from the same employer, for the end of a project or assignment the employee was hired to do over no more than twelve months, and for an employee still working after a set term unless the work runs more than a month past it. Sections 50 to 57 also do not apply to employees represented by a union for collective bargaining.",
          "source": "yt_esa_s49",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 49(1)(a)-(i) and s. 49(3)."
        },
        "employee_notice": {
          "source": "yt_esa_s50",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.5,
              "service_to_years": 2,
              "weeks": 1
            },
            {
              "service_from_years": 2,
              "service_to_years": 4,
              "weeks": 2
            },
            {
              "service_from_years": 4,
              "service_to_years": 6,
              "weeks": 3
            },
            {
              "service_from_years": 6,
              "service_to_years": null,
              "weeks": 4
            }
          ],
          "note": "Yukon asks a long-serving worker for up to four weeks of written notice before quitting, more than most jurisdictions.",
          "maintenance_note": "s. 50(2)(a)-(d). If an employee quits without the required notice, the employer may deduct one week's wages at the regular rate for normal hours, but only with the employee's consent; without consent the employer must pay that amount to the director, who investigates and can order it repaid to the employer or paid to the employee (s. 52)."
        },
        "temporary_layoff": {
          "rule": "A temporary layoff is an interruption of no more than 13 weeks inside 20 consecutive weeks, or a longer one if the employer calls you back within a time the director sets. Once a layoff goes past that, you are treated as having been terminated at the start of the layoff and the employer owes termination pay from that date. The employer can ask the Employment Standards Board for leave to extend a temporary layoff.",
          "source": "yt_esa_s48",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "not exceeding 13 weeks of layoff in a period of 20 consecutive weeks",
          "maintenance_note": "Definition in s. 48(1); consequence in s. 53(1); extension by the board in s. 53(2)."
        },
        "temporary_layoff_limits": {
          "source": "yt_esa_s48",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Read in the Legislative Counsel Office consolidation of the Act (amendments to SY 2023, c. 6), which the Office itself labels an unofficial consolidation; laws.yukon.ca refuses automated requests, so the file was read through an Internet Archive capture dated 2025-10-20.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 13,
              "max_unit": "weeks",
              "window_value": 20,
              "window_unit": "weeks",
              "condition": null,
              "source": "yt_esa_s48",
              "quote": "not exceeding 13 weeks of layoff in a period of 20 consecutive weeks"
            },
            {
              "label": "Recall inside the director's time",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "A layoff longer than 13 weeks still counts as temporary if your employer calls you back inside a time the director sets.",
              "source": "yt_esa_s48",
              "quote": "exceeding 13 weeks of layoff, if the employer recalls the employee to employment within a time set by the director"
            },
            {
              "label": "Extension with leave of the board",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "Once the layoff has passed the limit, your employer may ask the Employment Standards Board for leave to extend it, for whatever time the board orders.",
              "source": "yt_esa_s53",
              "quote": "the employer may, with leave of the board, extend the period of the temporary layoff of the employee for any period of time the board may order"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Once a layoff goes past a temporary layoff you are deemed to have been terminated at the start of the temporary layoff, and your employer must pay you the amount section 51 sets.",
          "source": "yt_esa_s53",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If an employer temporarily lays off an employee and the layoff exceeds a temporary layoff, the employee shall be deemed to have been terminated at the start of the temporary layoff and the employer shall pay the employee the amount required by section 51.",
          "deemed_date": "first_day"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "yt_esa",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Employment Standards Act contains no severance pay entitlement.",
          "maintenance_note": "The word \"severance\" does not appear anywhere in R.S.Y. 2002, c. 72."
        },
        "conditions": {
          "rule": "Yukon has no separate statutory severance pay. What people call severance here is the termination pay under section 51, which is simply the wages you would have earned during the notice period. A contract or the common law may give you more, and the Act does not touch rights that are more favourable to the employee.",
          "source": "yt_esa_s51",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 3 preserves more favourable rights or benefits under any law, custom, contract or arrangement."
        }
      },
      "group_termination": {
        "threshold": {
          "value": 25,
          "unit": "employees",
          "source": "yt_esa_s58",
          "quote": "Any employer who terminates, either simultaneously or within any period not exceeding four weeks, the employment of a group of 25 or more employees shall, in addition to any notice required to be given by the employer under section 50, give notice to the director",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "yt_esa_s58",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "yt_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 25,
              "employees_to": 49,
              "weeks": 4
            },
            {
              "employees_from": 50,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": 299,
              "weeks": 12
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "maintenance_note": "s. 58(1)(a)-(d). This notice goes to the director, on top of each employee's own notice under s. 50."
        },
        "rule": {
          "rule": "An employer ending 25 or more jobs at once, or inside four weeks, must warn the Director of Employment Standards four, eight, twelve or sixteen weeks ahead, depending on how many people are affected. That warning is on top of the individual notice each employee is owed. An employer putting 50 or more people on temporary layoff at once, or inside four weeks, owes the director four weeks of notice as well.",
          "source": "yt_esa_s58",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 58(1) and (2). The Act does not require notice to a union under this section."
        }
      },
      "vacation": {
        "schedule": {
          "source": "yt_esa_s21",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": null,
              "weeks": 2,
              "pay_percent": 4
            }
          ],
          "note": "Two weeks and four per cent at every length of service; Yukon's statute never raises the minimum.",
          "maintenance_note": "s. 21(1) for the time, definition of \"vacation pay\" in s. 19 for the four per cent. Vacation pay is deemed to be wages (s. 21(2))."
        },
        "pay_on_termination": {
          "rule": "If your job ends before you finish a year of employment, the employer has seven days from the termination date to pay you any vacation pay still owing for earlier completed years plus four per cent of the wages you earned in the part-year. That four per cent on the part-year is only owed if you were continuously employed for at least 14 days.",
          "source": "yt_esa_s25",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employer shall, within seven days from the date of termination, pay to the employee",
          "maintenance_note": "s. 25(1)(a) and (b); the 14-day floor is s. 25(2), with an irregular-hours variation in s. 25(3)."
        },
        "wages_basis": {
          "rule": "Vacation pay is defined as four per cent of your wages during the year of employment for which the vacation is owed. It counts as wages for every purpose of the Act, which means it carries the same protections and the same enforcement as your regular pay.",
          "source": "yt_esa_s19",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "“vacation pay” means four per cent of the wages of an employee during a year of employment in respect of which the employee is entitled to a vacation"
        }
      },
      "holidays": {
        "count": {
          "value": 11,
          "unit": null,
          "source": "yt_esa_s1",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Eleven general holidays, including Discovery Day, which only Yukon has.",
          "maintenance_note": "Definition of \"general holiday\" in s. 1. The definition also takes in any day substituted under s. 29(2) or s. 35(1)."
        },
        "list": {
          "source": "yt_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "Monday before May 25"
            },
            {
              "name": "National Indigenous Peoples Day",
              "date_rule": "June 21"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Discovery Day",
              "date_rule": "Third Monday in August"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "note": "Yukon is the only jurisdiction with Discovery Day, and one of the few whose statute names National Indigenous Peoples Day.",
          "maintenance_note": "The Act lists the names only; the date rules are the ordinary calendar rules, not statutory text."
        },
        "pay_formula": {
          "rule": "How the holiday is paid depends on how you are paid. Weekly and monthly employees simply do not have their pay cut for the week or month containing the holiday. Daily and hourly employees get what they would have earned at their regular rate for their normal hours. Anyone paid another way gets their average daily wage, excluding overtime and bonus, for the week the holiday falls in. Employees who work less than standard hours or irregular hours get at least ten per cent of their wages, vacation pay excluded, for the hours worked in the two weeks before the week of the holiday. Working the holiday adds the applicable overtime rate for the hours worked, or a substituted day off.",
          "source": "yt_esa_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "at least the equivalent of 10 per cent of the employee’s wages, excluding vacation pay, for the hours worked in the two week period immediately preceding the week in which the general holiday falls",
          "maintenance_note": "s. 30(1)(a)-(c) and s. 30(2); s. 31 for working on the holiday."
        },
        "qualifying": {
          "rule": "You are not paid for a general holiday you did not work if it falls in your first 30 calendar days with that employer, if you were called in and did not show up, if you had already been on unpaid leave you asked for during the 14 straight days before it, or if without your employer's consent you failed to work either the last scheduled day before or the first scheduled day after, unless the Act itself allowed your absence. If a general holiday falls on a non-working day, you get the following working day off with pay.",
          "source": "yt_esa_s34",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 34(a)-(d); s. 29(2) for the substituted working day."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When employment ends for any reason, the employer has seven days from the termination date to pay every wage then owing, other than termination pay itself. Vacation pay carries the same seven-day deadline. Termination pay may instead be spread over your usual paydays, provided it is all paid inside the period the notice would have covered.",
          "source": "yt_esa_s65",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "When the employment of an employee is terminated at any time, the employer shall pay to the employee within seven days from the date of termination all wages other than termination pay under section 51 then owing to the employee.",
          "maintenance_note": "s. 65(2) for wages, s. 65(3) for termination pay by instalments, s. 25(1) for vacation pay."
        },
        "days_after_termination": {
          "value": 7,
          "unit": "days",
          "source": "yt_esa_s65",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "days_after_quit": {
          "value": 7,
          "unit": "days",
          "source": "yt_esa_s65",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 65(2) applies when employment is terminated \"at any time\", which covers a resignation."
        },
        "what_is_included": {
          "rule": "The seven-day payment covers all wages then owing, and vacation pay is due on the same clock. Termination pay is the one item the Act lets an employer hold back from that seven-day deadline, because it may be paid in instalments across the notice period instead.",
          "source": "yt_esa_s65",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 65(2) and (3); vacation pay is deemed wages by s. 21(2)."
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "yt_esa_s73",
          "quote": "in respect of wages alleged to be due, within six months after the last date on which payment of the wages was to be made to an employee and an employer failed to make it",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Six months, counted from the day the wages should have been paid; for anything other than wages, six months from when the matter arose."
        },
        "rule": {
          "rule": "Anyone may complain that an employer has broken the Act, to the Director of Employment Standards or an employment standards officer. You can ask for your name to be withheld, and it stays withheld unless disclosure is needed for a proceeding or is in the public interest. The director can issue a certificate for unpaid wages, and certificates and other decisions can be appealed to the Employment Standards Board.",
          "source": "yt_esa_s73",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 73(1)-(3); confidentiality in s. 74; certificate for unpaid wages in s. 81; appeal to the board in s. 78. The Act imposes NO writing requirement on a complaint — do not add one back."
        }
      }
    },
    "northwest_territories": {
      "name": "Northwest Territories",
      "abbr": "NT",
      "kind": "territory",
      "slug": "northwest-territories",
      "statute": {
        "name": "Employment Standards Act, S.N.W.T. 2007, c. 13",
        "short_name": "Employment Standards Act",
        "source": "nt_esa",
        "regulator_name": "Employment Standards Office, Department of Education, Culture and Employment",
        "regulator_url": "https://www.ece.gov.nt.ca/en/services/employment-standards",
        "claim_url": "https://www.ece.gov.nt.ca/en/services/employment-standards/how-file-complaint"
      },
      "coverage": {
        "rule": "The Act applies to every employer and employee in the Northwest Territories, subject to exemptions made by regulation, and it binds the territorial government. It does not apply to employees as defined in the Public Service Act, and the hours-of-work and overtime sections do not apply to employees working mainly in a managerial capacity. Everything in the Act is a floor: any benefit, obligation or duty that is equal to or better than the Act, including a common law right or a contract term, still stands and must be honoured.",
        "source": "nt_esa_s3",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "s. 2 binds the GNWT; s. 3(1)-(3); s. 4(1)-(3) for minimum standards. Employment is deemed continuous through a sale, lease, transfer, merger or receivership (s. 5)."
      },
      "notice": {
        "qualifying_service": {
          "value": 90,
          "unit": "days",
          "source": "nt_esa_s37",
          "quote": "No employer shall terminate the employment of an employee who has been employed by that employer for a period of 90 days or more, unless the employer (a) gives the employee a written notice of termination … or (b) pays the employee termination pay.",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act counts 90 days of employment, not three months.",
          "maintenance_note": "s. 37(1). Separate spells with the same employer are treated as one period if no more than 90 days passed between them (s. 38(4))."
        },
        "schedule": {
          "source": "nt_esa_s38",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Two weeks is the floor from 90 days. The first extra week is earned only on completing the third year, so an employee at two and a half years is still owed two weeks.",
          "maintenance_note": "Bands derived from the formula in s. 38(2): \"at least two weeks plus one additional week for each year of employment over two years, to a maximum of eight weeks\". The first extra week is earned on completing the third year, so the cap is reached at eight years."
        },
        "formula": {
          "rule": "Notice is two weeks plus one more week for each year of employment beyond two years, capped at eight weeks. In practice that means two weeks from 90 days until you complete three years, then three weeks, four weeks and so on, one per completed year, until the eight-week ceiling at eight years.",
          "source": "nt_esa_s38",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "A notice of termination must be given to an employee in advance of the date of termination by a period of at least two weeks plus one additional week for each year of employment over two years, to a maximum of eight weeks."
        },
        "pay_in_lieu": {
          "rule": "Instead of working out the notice, the employer may pay termination pay. It must equal the wages and benefits you would have been entitled to had you worked your usual hours for every week of the notice period, so benefits count, not just wages.",
          "source": "nt_esa_s39",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the amount of the termination pay must be equal to the wages and benefits to which the employee would have been entitled, if the employee had worked his or her usual hours of work for each week of the period for which notice would otherwise be required by subsection 38(2)"
        },
        "during_notice": {
          "rule": "Between the day notice is given and the last day, the employer cannot cut your wages or wage rate or change any term or condition of your job, and must keep paying wages and providing benefits at least equal to what you would have had working your usual hours, whether or not any work is actually required or performed. The notice period cannot be made to coincide with your annual vacation, and if you keep working past the date in the notice, the notice is void.",
          "source": "nt_esa_s38",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 38(3), (5), (6) and (7)."
        },
        "exclusions": {
          "rule": "Four groups are taken out of the notice rule by regulation before you get to the Act’s own list: anyone in the construction industry, anyone working seasonally or intermittently for less than 180 days in a year, anyone hired for a definite term or task of up to 365 days that simply runs out, and anyone working less than 25 hours a week. For everyone else, the notice rule does not apply to an employee who is temporarily laid off, whose employment is terminated for just cause, who refused an offer of reasonable alternative work from the same employer, or who is on temporary layoff and does not come back within seven days of a written request. An Employment Standards Officer can also declare a termination where the employer substantially altered a condition of employment to push the employee out.",
          "source": "nt_esa_s37",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 37(2)(a)-(e) of the Act; constructive termination in s. 40. The four regulatory exemptions are s. 4.1 of the Employment Standards Regulations, R-020-2008. Regulation s. 3 also takes students in a school work program out of the Act entirely."
        },
        "employee_notice": {
          "rule": "The Act puts no notice obligation on an employee who resigns. Section 37 speaks only to employers, and nothing in the Act lets an employer deduct anything from your pay because you left without notice. A written contract may still ask for notice.",
          "source": "nt_esa_s37",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Confirmed by reading Part 4 in full: ss. 37-43 impose duties on employers only, and the words \"resign\" and \"quit\" do not appear in the Act."
        },
        "temporary_layoff": {
          "rule": "An employer wanting to lay you off temporarily must give written notice saying when you are expected back. A temporary layoff cannot run more than 45 days inside 60 consecutive days unless an Employment Standards Officer orders an extension because of special circumstances and because you will be recalled. Lay someone off without that written notice and the employer is deemed to have terminated them; go past the 45 days and the employment is deemed terminated on the last day of the layoff, with termination pay owing.",
          "source": "nt_esa_s42",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Subject to section 43, a temporary layoff must not exceed 45 days during a period of 60 consecutive days.",
          "maintenance_note": "s. 42(1)-(4); extension and deemed permanent layoff in s. 43(1) and (2)."
        },
        "temporary_layoff_limits": {
          "source": "nt_esa_s42",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your employer must give you written notice of the temporary layoff saying when it expects to call you back; lay you off without that notice and it is deemed to have terminated you (s. 42(1), (3) and (4)).",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 45,
              "max_unit": "days",
              "window_value": 60,
              "window_unit": "days",
              "condition": null,
              "source": "nt_esa_s42",
              "quote": "Subject to section 43, a temporary layoff must not exceed 45 days during a period of 60 consecutive days."
            },
            {
              "label": "Extension ordered by an Employment Standards Officer",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "The Employment Standards Officer can order a longer layoff where special circumstances justify it and you will be recalled.",
              "source": "nt_esa_s43",
              "quote": "The Employment Standards Officer may, by order, extend a temporary layoff to a period exceeding 45 days if he or she is satisfied that (a) special circumstances justify the extension; and (b) the employee will be recalled."
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Lay you off past the 45 days, or past whatever extension was ordered, and your employment is deemed to have ended on the last day of the temporary layoff, with termination pay owing. The ending is not backdated to the first day of the layoff.",
          "source": "nt_esa_s43",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "(a) the employee shall be deemed to have his or her employment terminated on the last day of the temporary layoff; and (b) the employer shall pay the employee termination pay.",
          "deemed_date": "limit_day"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "nt_esa",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Employment Standards Act contains no severance pay entitlement.",
          "maintenance_note": "The word \"severance\" does not appear anywhere in S.N.W.T. 2007, c. 13."
        },
        "conditions": {
          "rule": "The Northwest Territories has no separate statutory severance pay. What people here call severance is the termination pay defined in section 39, which is the wages and benefits for the notice period you should have had. A contract or the common law may give you more, and section 4 preserves any right or benefit better than the Act.",
          "source": "nt_esa_s39",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 25,
          "unit": "employees",
          "source": "nt_esa_s41",
          "quote": "An employer who wishes to terminate the employment of 25 or more employees at one time, or within a period not exceeding four weeks, shall give a copy of the notice of termination to the Employment Standards Officer and to any trade union of which the employees may be members.",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "nt_esa_s41",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "nt_esa_s41",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 25,
              "employees_to": 49,
              "weeks": 4
            },
            {
              "employees_from": 50,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": 299,
              "weeks": 12
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "maintenance_note": "s. 41(2)(a)-(d), which reads \"fewer than 50\", \"more than 49 and fewer than 100\", \"more than 99 and fewer than 300\" and \"300 or more\"."
        },
        "rule": {
          "rule": "An employer ending 25 or more jobs at once, or inside four weeks, must send a copy of the notice of termination to the Employment Standards Officer and to any union the employees belong to, four, eight, twelve or sixteen weeks ahead depending on the numbers. No one can be let go before that period expires. This duty sits on top of the ordinary individual notice, though one notice may serve both if it satisfies both periods. The Officer can waive the group period for an unforeseen event beyond the employer's control, such as a major breakdown, climatic or economic conditions, or a declared emergency, but only if the employer took real care to foresee and avoid the cause.",
          "source": "nt_esa_s41",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 41(3)-(7). The waiver grounds in s. 41(6) were broadened to cover public health emergencies."
        }
      },
      "vacation": {
        "schedule": {
          "source": "nt_esa_s24",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 2,
              "pay_percent": 6
            },
            {
              "service_from_years": 6,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Vacation pay rises to six per cent for your sixth year of employment, which runs from five to six years of service, so a job that ends at five and a half years is paid out at six per cent. The third week of time off itself is granted only after you complete that sixth year.",
          "maintenance_note": "Percentages from s. 25(1)(a),(b): 4% for each of the first five years, 6% for the sixth and subsequent years. Time from s. 24(2)(a),(b): two weeks after each of the first five years, three weeks after the sixth and subsequent years — so the weeks boundary is six completed years while the percentage boundary is five. The three rows carry both boundaries, so weeks_at and pct_at both answer correctly. Do NOT copy Nunavut’s wording here: s. 16(1)(b) of the Nunavut Act says \"following the first five years\", which really is five, and Nunavut keeps two rows split at 5. Years with the same employer, continuous or not, inside a ten-year window all count (s. 24(4))."
        },
        "pay_on_termination": {
          "rule": "If you stop working for any reason before finishing a year of employment, the employer must pay you without delay the vacation pay owing for every completed year plus the vacation pay for the completed part of the current year. Vacation pay must otherwise be paid at least one day before the vacation starts.",
          "source": "nt_esa_s25",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If an employee ceases employment for any reason before the completion of his or her year of employment, the employer shall without delay pay to the employee any vacation pay then owing",
          "maintenance_note": "s. 25(3)(a) and (b); s. 25(2) for the ordinary payment date."
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of your annual wages, four or six per cent according to service. \"Wages\" in this Act takes in every form of pay for work performed but leaves out tips and other gratuities.",
          "source": "nt_esa_s25",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 25(1); definition of \"wages\" in s. 1."
        }
      },
      "holidays": {
        "count": {
          "value": 11,
          "unit": null,
          "source": "nt_esa_s22",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Eleven statutory holidays, one of the longest lists in Canada.",
          "maintenance_note": "s. 22(1)(a)-(j) including (g.1). National Indigenous Peoples Day and the National Day for Truth and Reconciliation were added by SNWT 2021, c.15, s.2 and SNWT 2022, c.8, s.2; no in-force dates are printed for those chapters, so validity.from is left null."
        },
        "list": {
          "source": "nt_esa_s22",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "Monday before May 25"
            },
            {
              "name": "National Indigenous Peoples Day",
              "date_rule": "June 21"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "First Monday in August",
              "date_rule": "First Monday in August"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "note": "The August holiday has no name in the Act: it is simply \"the first Monday in August\".",
          "maintenance_note": "Only the National Day for Truth and Reconciliation (\"observed on September 30\") and the August Monday carry a date in the Act; the other date rules are ordinary calendar rules, not statutory text."
        },
        "pay_formula": {
          "rule": "If your wages are worked out on a time basis, holiday pay is what you would have earned at your regular rate for your normal hours. If they are worked out any other way, it is your daily wage averaged over the four weeks you worked immediately before the week the holiday falls in. Work the holiday and the employer must also pay overtime for the hours worked or give you a substitute day off no later than your next vacation or the end of the job.",
          "source": "nt_esa_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "his or her daily wages, based on the average of his or her daily wages for the four weeks that the employee worked immediately preceding the week in which the statutory holiday occurs",
          "maintenance_note": "s. 23(1)(a) and (b); s. 23(2) for working the holiday; s. 23(3) for double time on a substituted non-working day."
        },
        "qualifying": {
          "rule": "You lose holiday pay for a day you did not work only if you have not worked at least 30 days for that employer in the previous twelve months, if you were required to work the holiday and did not show up, or if without the employer's consent you did not report on your last regular working day before or after the holiday. Holiday pay keeps running through sick leave, bereavement leave and short family violence, emergency or court leaves, but not through pregnancy, parental, compassionate, family caregiver or reservist leave.",
          "source": "nt_esa_s23",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 23(7)(a)-(c); s. 23(5) and (6) for leaves. Availability at the employer's call counts as employment for this Part (s. 22(4))."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When employment is terminated, the employer has ten days from the termination to pay all the wages you earned. A salaried employee whose job ends must be paid the hourly equivalent of the salary for every hour worked but not yet paid. Vacation pay is due without delay on top of that.",
          "source": "nt_esa_s13",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "If the employment of an employee is terminated, the employer shall, within 10 days after the termination, pay to the employee all wages earned by the employee.",
          "maintenance_note": "s. 13(3) and (5); vacation pay under s. 25(3)."
        },
        "days_after_termination": {
          "value": 10,
          "unit": "days",
          "source": "nt_esa_s13",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "days_after_quit": {
          "value": 10,
          "unit": "days",
          "source": "nt_esa_s13",
          "validity": {
            "from": "2008-04-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 13(3) covers any termination of employment, so the same ten days apply when you resign."
        },
        "what_is_included": {
          "rule": "The ten-day payment covers all wages earned, meaning every form of pay for work performed except tips and gratuities. Vacation pay and holiday pay are defined separately and are also owed. Termination pay is deemed to be a payment made under section 39 and is enforced the same way as wages.",
          "source": "nt_esa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definitions of \"wages\", \"vacation pay\", \"holiday pay\" and \"termination pay\" in s. 1."
        }
      },
      "complaint": {
        "deadline": {
          "value": 12,
          "unit": "months",
          "source": "nt_esa_s61",
          "quote": "A complaint may be made at any time within 12 months after the date on which the subject matter of the complaint occurred.",
          "validity": {
            "from": "2021-07-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Twelve months from when the thing you are complaining about happened.",
          "maintenance_note": "s. 61(2), as amended by SNWT 2021, c.4, s.14 (in force 1 July 2021, SI-015-2021)."
        },
        "rule": {
          "rule": "You complain in writing to the Employment Standards Officer, free of charge, if you were not paid what you are owed, were not reinstated after a leave, or had a condition of employment changed or your job ended contrary to the Act. The Officer may refuse a complaint that is frivolous, unsupported, or already being dealt with elsewhere. An order can cover wages for the twelve months before the order or your termination, and vacation pay or holiday pay for the two years before it.",
          "source": "nt_esa_s61",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 61(1) and (3), s. 62 for refusal, s. 65(3)(a) and (b) for the recovery windows, s. 66 for reinstatement or compensation."
        }
      }
    },
    "nunavut": {
      "name": "Nunavut",
      "abbr": "NU",
      "kind": "territory",
      "slug": "nunavut",
      "statute": {
        "name": "Labour Standards Act, C.S.Nu., c. L-10",
        "short_name": "Labour Standards Act",
        "source": "nu_lsa",
        "regulator_name": "Labour Standards Compliance Office, Government of Nunavut",
        "regulator_url": "https://nu-lsco.ca/",
        "claim_url": "https://nu-lsco.ca/forms"
      },
      "coverage": {
        "rule": "The Act covers employment connected with the operation of an industrial establishment, which the Act defines broadly as any work, undertaking or business of a local or private nature in Nunavut, together with the employees and employers involved. It does not cover trappers, people engaged in commercial fisheries, members or students of professions designated by regulation, or employment in the public service, and the hours-of-work Part does not apply to employees working mainly in a managerial capacity. Where the parties disagree about whether the Act applies, the Labour Standards Officer decides.",
        "source": "nu_lsa_s2",
        "status": "verified",
        "reviewed": "2026-09-06",
        "maintenance_note": "s. 2(1)-(5); definition of \"industrial establishment\" in s. 1. s. 3(1) preserves more favourable rights under any law, custom, contract or arrangement."
      },
      "notice": {
        "qualifying_service": {
          "value": 90,
          "unit": "days",
          "source": "nu_lsa_s14_03",
          "quote": "No employer shall terminate the employment of an employee who has been employed by that employer for a period of 90 days or more, unless the employer (a) gives the employee notice of termination; or (b) pays the employee termination pay.",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Act counts 90 days of employment, not three months.",
          "maintenance_note": "s. 14.03(1). Separate spells with the same employer count as one period if no more than 90 days passed between them (s. 14.02). Part II.1 came from R.S.N.W.T. 1988, c.20(Supp.); the consolidation prints no in-force date for it, so validity.from is left null."
        },
        "schedule": {
          "source": "nu_lsa_s14_03",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Two weeks below three years, then one more week for each further year, to a ceiling of eight weeks.",
          "maintenance_note": "Bands derived from s. 14.03(2)(a)(i) and (ii)."
        },
        "formula": {
          "rule": "Written notice is at least two weeks if you have been employed less than three years, plus one more week for each additional year after that, up to a maximum of eight weeks. So three years earns three weeks, four years four weeks, and the ceiling is reached at eight years. The notice has to state the day it is given and the day the job ends.",
          "source": "nu_lsa_s14_03",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "give the employee written notice of termination of not less than (i) two weeks, if the employee has been employed by the employer for less than three years, and (ii) an additional week for each additional year of employment, to a maximum of eight weeks"
        },
        "pay_in_lieu": {
          "rule": "An employer that would rather pay than give notice must pay termination pay equal to the wages and benefits you would have been entitled to had you worked your usual hours for every week of the notice period. Termination pay counts as wages for every purpose of the Act, so it is protected and enforced like your regular pay.",
          "source": "nu_lsa_s14_03",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 14.03(4) for the amount; s. 14.10 deems termination pay to be wages."
        },
        "during_notice": {
          "rule": "Once notice is given, the employer cannot cut your wages or wage rate or change any term or condition of your job, and must keep paying wages and benefits at least equal to what you would have had working your usual hours, whether or not any work is required or performed. The notice period cannot coincide with your annual leave, and if you keep working past the date in the notice, the notice is void.",
          "source": "nu_lsa_s14_08",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 14.08(1)(a) and (b); s. 14.03(3) for annual leave; s. 14.09 for continued employment."
        },
        "exclusions": {
          "rule": "Four groups are taken out of the notice rule by regulation before the Act’s own list applies: anyone in the construction industry, anyone working seasonally or intermittently for less than 180 days in a year, anyone hired for a definite term or task of up to 365 days that simply runs out, and anyone working less than 25 hours a week. For everyone else, notice is not owed to an employee who is temporarily laid off, whose employment is terminated for just cause, who refused an offer of reasonable alternative work, or who is on temporary layoff and does not come back within seven days of a written request. Separately, the Labour Standards Officer can declare a termination where the employer substantially altered a condition of employment to discourage the employee from staying.",
          "source": "nu_lsa_s14_04",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 14.04(a)-(e) of the Act; constructive termination in s. 14.08(2). The four regulatory exemptions are s. 1 of the Notice of Termination Exemption Regulations, R.R.N.W.T. 1990, c. L-5, which is the same instrument the NWT carries as s. 4.1 of its own regulations."
        },
        "employee_notice": {
          "rule": "The Act asks nothing of an employee who resigns. Part II.1 speaks only to employers, and there is no provision letting an employer hold back pay because you left without notice. A written contract may still ask for notice.",
          "source": "nu_lsa_s14_03",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Confirmed by reading Part II.1 (ss. 14.01-14.10) in full: every duty falls on the employer."
        },
        "temporary_layoff": {
          "rule": "A temporary layoff means an interruption of no more than 45 days inside 60 consecutive days, or a longer one if the employer recalls you within a time the Labour Standards Officer fixes. The employer must give written notice of the layoff saying when you are expected back; without that notice the employer is deemed to have terminated you. If the layoff runs past a temporary layoff, your employment is deemed to have ended on the last day of it and termination pay is owed.",
          "source": "nu_lsa_s14_01",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "not exceeding 45 days of layoff in a period of 60 consecutive days",
          "maintenance_note": "Definition in s. 14.01; notice in s. 14.05(1) and (2); deemed termination in s. 14.06."
        },
        "temporary_layoff_limits": {
          "source": "nu_lsa_s14_01",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Your employer must give you written notice of the temporary layoff saying when it expects to call you back; lay you off without that notice and it is deemed to have terminated you (s. 14.05).",
          "maintenance_note": "Read in the Territorial Printer's official consolidation, consolidation date 13 June 2022. The site records two amending Acts not yet folded in, S.Nu. 2022, c. 14, s. 5 and S.Nu. 2023, c. 16, s. 111, neither of which touches the layoff provisions.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 45,
              "max_unit": "days",
              "window_value": 60,
              "window_unit": "days",
              "condition": null,
              "source": "nu_lsa_s14_01",
              "quote": "not exceeding 45 days of layoff in a period of 60 consecutive days"
            },
            {
              "label": "Recall inside the officer's time",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "A layoff longer than 45 days still counts as temporary if your employer recalls you inside a time the Labour Standards Officer fixes.",
              "source": "nu_lsa_s14_01",
              "quote": "exceeding 45 days of layoff, where the employer recalls the employee to employment within a time fixed by the Labour Standards Officer"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Where the layoff runs past a temporary layoff, your employment is deemed to have ended on the last day of the temporary layoff and your employer owes termination pay. The ending is not backdated to the first day of the layoff.",
          "source": "nu_lsa_s14_06",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "the employment of the employee shall be deemed to have terminated on the last day of temporary layoff; and (b) the employer shall pay the employee termination pay",
          "deemed_date": "limit_day"
        }
      },
      "severance": {
        "exists": {
          "value": false,
          "unit": null,
          "source": "nu_lsa",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Labour Standards Act contains no severance pay entitlement.",
          "maintenance_note": "The word \"severance\" does not appear anywhere in the official consolidation C.S.Nu., c. L-10."
        },
        "conditions": {
          "rule": "Nunavut has no separate statutory severance pay. What people call severance here is the termination pay under section 14.03(4), the wages and benefits for the notice period you should have had. A contract or the common law may give you more, and section 3 keeps any more favourable right alive.",
          "source": "nu_lsa_s14_03",
          "status": "verified",
          "reviewed": "2026-09-06"
        }
      },
      "group_termination": {
        "threshold": {
          "value": 25,
          "unit": "employees",
          "source": "nu_lsa_s14_07",
          "quote": "Where an employer wishes to terminate the employment of 25 or more employees at one time or within any period not exceeding four weeks, the employer shall, in addition to any notice required by subsection 14.03(2), give the Labour Standards Officer written notice",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "nu_lsa_s14_07",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "schedule": {
          "source": "nu_lsa_s14_07",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 25,
              "employees_to": 49,
              "weeks": 4
            },
            {
              "employees_from": 50,
              "employees_to": 99,
              "weeks": 8
            },
            {
              "employees_from": 100,
              "employees_to": 299,
              "weeks": 12
            },
            {
              "employees_from": 300,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "maintenance_note": "s. 14.07(1)(a)-(d), phrased as \"less than 50\", \"more than 49 and less than 100\", \"more than 99 and less than 300\" and \"300 or more\"."
        },
        "rule": {
          "rule": "An employer ending 25 or more jobs at once, or inside four weeks, must give the Labour Standards Officer four, eight, twelve or sixteen weeks of written notice depending on how many people are affected, on top of each employee's own notice. None of those terminations can take effect until that period has expired. Unlike some jurisdictions, the Act does not require a copy to the union.",
          "source": "nu_lsa_s14_07",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 14.07(1) and (2)."
        }
      },
      "vacation": {
        "schedule": {
          "source": "nu_lsa_s16",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 0,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": null,
              "weeks": 3,
              "pay_percent": 6
            }
          ],
          "note": "Two weeks and four per cent for the first five years; three weeks and six per cent afterwards.",
          "maintenance_note": "s. 16(1)(a) and (b) for the time; definition of \"vacation pay\" in s. 15 ties 4% to a two-week vacation and 6% to a three-week vacation. Years accumulated within the past ten years count even if not continuous (s. 16(1)(b))."
        },
        "pay_on_termination": {
          "rule": "If you stop working for any reason before finishing a year of employment, the employer must pay you without delay the vacation pay owing for every completed year, plus four or six per cent, whichever rate applies to you, of the wages you earned in the completed part of the current year.",
          "source": "nu_lsa_s19",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where the employment of an employee ceases for any reason before the completion of the employee's year of employment, the employer shall without delay pay to the employee",
          "maintenance_note": "s. 19(a) and (b). Vacation pay is deemed to be wages (s. 18)."
        },
        "wages_basis": {
          "rule": "Vacation pay is a percentage of the wages you earned during the year of employment the vacation belongs to: four per cent while your entitlement is two weeks, six per cent once it is three weeks. It is deemed to be wages for every purpose of the Act.",
          "source": "nu_lsa_s15",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Definition of \"vacation pay\" in s. 15; s. 18 deems it wages."
        }
      },
      "holidays": {
        "count": {
          "value": 11,
          "unit": null,
          "source": "nu_lsa_s1",
          "validity": {
            "from": "2022-06-13",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Eleven general holidays, including Nunavut Day, which no other jurisdiction has.",
          "maintenance_note": "Definition of \"general holiday\" in s. 1, as amended by S.Nu. 2022, c.7, s.1, in force 13 June 2022, which added the National Day for Truth and Reconciliation. Victoria Day appears as \"the day fixed by the Governor General for observance of the birthday of the reigning sovereign\"."
        },
        "list": {
          "source": "nu_lsa_s1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Good Friday",
              "date_rule": "Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "The day fixed by the Governor General for the reigning sovereign's birthday, the Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Nunavut Day",
              "date_rule": "July 9"
            },
            {
              "name": "First Monday in August",
              "date_rule": "First Monday in August"
            },
            {
              "name": "Labour Day",
              "date_rule": "First Monday in September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "Second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            }
          ],
          "note": "Nunavut Day marks the Nunavut Land Claims Agreement Act and the Nunavut Act; it is the only such holiday in Canada. Nunavut's Act does not include National Indigenous Peoples Day.",
          "maintenance_note": "Only the National Day for Truth and Reconciliation (\"observed on September 30\") and the August Monday carry a date in the Act. Nunavut Day's July 9 date comes from the Nunavut Day Act, not from this Act; the rest are the ordinary calendar rules."
        },
        "pay_formula": {
          "rule": "If your wages are worked out on a time basis, holiday pay is what you would have earned at your regular rate for your normal hours. If they are worked out any other way, it is your daily wage averaged over the four weeks you worked immediately before the week the holiday falls in. Work the holiday and you get at least time and a half for the hours worked on top of the holiday pay, or a substituted paid day off no later than your next vacation or the end of the job.",
          "source": "nu_lsa_s24",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "be paid at least the equivalent of his or her daily wages, based on the average of his or her daily wages for the four weeks that the employee worked immediately preceding the week in which the general holiday occurs",
          "maintenance_note": "s. 24(1) and (2); s. 25(1) for working the holiday; s. 26 for double time on another non-working day that week."
        },
        "qualifying": {
          "rule": "You are not paid for a general holiday you did not work if you have not worked at least 30 days for that employer in the previous twelve months, if you were called in that day and did not report, if without the employer's consent you did not work your last regular working day before or after the holiday, or if you are on pregnancy or parental leave. If the holiday falls on a day you do not work, the employer must either pay you for it or give you a paid day off before your next vacation or the end of the job.",
          "source": "nu_lsa_s28",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 28(a)-(d); s. 25(2) for a holiday on a non-working day. Availability at the employer's call counts as employment for this Part (s. 29)."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "When your employment is terminated, the employer has ten days from the termination to pay all the wages you earned. Vacation pay is owed without delay under its own section, so it should not wait for that ten-day mark.",
          "source": "nu_lsa_s50",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Where the employment of an employee is terminated, the employer shall, within 10 days after the termination of the employment, pay to the employee all wages earned by the employee.",
          "maintenance_note": "s. 50(3) for wages; s. 19 for vacation pay."
        },
        "days_after_termination": {
          "value": 10,
          "unit": "days",
          "source": "nu_lsa_s50",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "days_after_quit": {
          "value": 10,
          "unit": "days",
          "source": "nu_lsa_s50",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Section 50(3) covers any termination of employment, so the same ten days apply when you resign."
        },
        "what_is_included": {
          "rule": "The ten-day payment covers all wages earned. Vacation pay, holiday pay and termination pay are each deemed by the Act to be wages, so they are owed and enforced the same way, and unpaid wages become a lien and secured debt against the employer's property in favour of the Labour Standards Board.",
          "source": "nu_lsa_s50",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 18 (vacation pay), s. 27 (holiday pay) and s. 14.10 (termination pay) all deem those amounts to be wages; s. 54(1) for the lien and priority."
        }
      },
      "complaint": {
        "deadline": {
          "value": null,
          "unit": null,
          "source": "nu_lsa_s53",
          "quote": "the Labour Standards Officer may, at any time, (c) make a certificate in which shall be set out the wages owing",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Nunavut's Act sets no deadline for reporting unpaid wages: the Labour Standards Officer may act at any time. The only time limit in the Act is two years for a prosecution.",
          "maintenance_note": "INTEGRATOR: value is deliberately null because no filing deadline exists in the statute, not because it is unverified. I read the whole Act; the only limitation period is s. 70 (two years for a prosecution). If a null value breaks a compare table, render it as \"no statutory deadline\" from complaint.rule rather than inventing a number. The Labour Standards Compliance Office may apply its own practice; that is not in the Act."
        },
        "rule": {
          "rule": "You report unpaid wages to the Labour Standards Officer, who may at any time issue a certificate setting out what is owed and mail it to the employer, which then has 30 days to answer. The Labour Standards Board investigates, holds any hearing it thinks advisable, and either confirms the certificate or cancels it and issues another. A confirmed certificate can be filed with the Nunavut Court of Justice and enforced as a judgment, and a point of law can be appealed to a judge within 30 days.",
          "source": "nu_lsa_s53",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "s. 53(1)-(5). Inspectors can also settle underpayments of minimum wage, overtime, vacation pay or holiday pay by written agreement, payable within five days (s. 43(1)). Prosecutions must start within two years (s. 70)."
        }
      }
    },
    "federal": {
      "name": "Federally regulated workplaces",
      "abbr": "FED",
      "kind": "federal",
      "slug": "federal",
      "statute": {
        "name": "Canada Labour Code, Part III",
        "short_name": "Canada Labour Code",
        "source": "fed_clc",
        "regulator_name": "Labour Program, Employment and Social Development Canada",
        "regulator_url": "https://www.canada.ca/en/employment-social-development/corporate/portfolio/labour.html",
        "claim_url": "https://www.canada.ca/en/services/jobs/workplace/federal-labour-standards/filing-complaint.html"
      },
      "coverage": {
        "rule": "Part III covers work in or connected with a federal work, undertaking or business, and Crown corporations that are not government departments. The Code's own list of federal works includes shipping and navigation, interprovincial and international railways, canals, telegraphs and other connecting works, interprovincial ferries, aerodromes, aircraft and air transportation, radio broadcasting, and banks. If your employer is on that side of the line, your provincial employment standards Act does not apply to you at all. Managers are outside the hours-of-work Part and the unjust-dismissal Part, but they still get notice, severance, vacation and general holidays.",
        "source": "fed_clc_s167",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "A work of a local or private nature in Yukon, the Northwest Territories or Nunavut is not covered by Part III even though the territory is federal ground; territorial employment standards apply there instead.",
        "maintenance_note": "Application from s. 167(1); the definition of 'federal work, undertaking or business' from s. 2; manager carve-outs from s. 167(2) (Division I, hours of work) and s. 167(3) (Division XIV, unjust dismissal). The s. 2 list is expressly non-exhaustive: it opens with 'any work, undertaking or business that is within the legislative authority of Parliament'. Telecommunications, interprovincial trucking, grain elevators and First Nations band councils are federal in practice through that general words plus other statutes, not through a named paragraph of s. 2, so do not present them as quoted from the Code."
      },
      "notice": {
        "qualifying_service": {
          "value": 3,
          "unit": "months",
          "source": "fed_clc_s230",
          "quote": "The applicable number of weeks for the purposes of subsections (1) and (2) is (a) two weeks, if the employee has completed at least three consecutive months of continuous employment with the employer…",
          "validity": {
            "from": "2024-02-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Federal notice starts at two weeks, not one: three months of continuous employment already buys the full two weeks.",
          "maintenance_note": "The graduated schedule in s. 230(1.1) was enacted by 2018, c. 27, s. 485. The Justice Laws point-in-time page for section 230 is headed 'Version of section 230 from 2024-02-01 to 2024-06-19', which fixes the coming-into-force date at 1 February 2024. The current version of the section runs from 2024-06-20 (2024, c. 17, s. 249 added subsection (1.01))."
        },
        "schedule": {
          "source": "fed_clc_s230",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "service_from_years": 0.25,
              "service_to_years": 3,
              "weeks": 2
            },
            {
              "service_from_years": 3,
              "service_to_years": 4,
              "weeks": 3
            },
            {
              "service_from_years": 4,
              "service_to_years": 5,
              "weeks": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 6,
              "weeks": 5
            },
            {
              "service_from_years": 6,
              "service_to_years": 7,
              "weeks": 6
            },
            {
              "service_from_years": 7,
              "service_to_years": 8,
              "weeks": 7
            },
            {
              "service_from_years": 8,
              "service_to_years": null,
              "weeks": 8
            }
          ],
          "note": "Two weeks from three months of continuous employment, then one more week for each completed year from three years, to a ceiling of eight weeks.",
          "maintenance_note": "Section 230(1.1) is written as seven 'at least X consecutive years' rules that overlap; the bands above are how they resolve, since the highest applicable paragraph governs. There is nothing in the Code between paragraph (a) (three months) and paragraph (b) (three years), so the first band runs from three months to three years at two weeks."
        },
        "formula": {
          "rule": "The employer must give written notice, pay wages in lieu at your regular rate for your regular hours, or mix the two so the weeks add up. The number of weeks is two once you have three consecutive months of continuous employment, and then rises by one week at each of three, four, five, six, seven and eight consecutive years, stopping at eight weeks.",
          "source": "fed_clc_s230",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The duty to give notice or pay in lieu stands whether or not you also file an unjust dismissal complaint (s. 230(1.01))."
        },
        "pay_in_lieu": {
          "rule": "Wages in lieu of notice are paid at your regular rate of wages for your regular hours of work, for at least the number of weeks the schedule gives you. If your hours are not averaged, the regulation fixes your regular weekly hours as the hours you actually worked, overtime excluded, in the four complete weeks before termination, divided by four; if your hours are averaged, the figure is 40 hours a week.",
          "source": "fed_clc_s230",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Regular-hours rules from Canada Labour Standards Regulations ss. 31(1) and 32(1). A complete week for that count is one with no general holiday, no vacation and no other absence (CLSR s. 31(3))."
        },
        "during_notice": {
          "rule": "Once written notice is given, the employer cannot cut your wage rate or change any other term or condition of employment without your written consent, and must keep paying your regular rate for your regular hours until the date in the notice. If you stay on more than two weeks past that date, the employer has to start over and give fresh notice before it can end the job, unless it dismisses you for just cause or you agree in writing.",
          "source": "fed_clc_s231",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "You must also be given a written statement of your vacation benefits, wages, severance pay and other pay: at least two weeks before the termination date if you got notice, or by the termination date if you were paid in lieu (s. 230(2.2)).",
          "maintenance_note": "Fresh-notice rule from s. 232."
        },
        "exclusions": {
          "rule": "Division X, the individual termination rules, does not apply at all where the job ends by dismissal for just cause. That is the only exclusion in the Code itself: there is no carve-out for fixed-term contracts, construction work or probation.",
          "source": "fed_clc_s229_1",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "This Division does not apply to an employee whose termination of employment is by way of dismissal for just cause.",
          "note": "Certain lay-offs are treated as not being a termination at all, which is a different thing from an exclusion: see the temporary lay-off rule."
        },
        "employee_notice": {
          "rule": "The Code sets no notice period for an employee who resigns from a federally regulated job.",
          "source": "fed_clc_s230",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Verified by reading Divisions IX, X and XI of Part III in full: every notice duty in them is on the employer."
        },
        "temporary_layoff": {
          "rule": "A lay-off is not treated as a termination if it lasts three months or less, if it is caused by a strike or lockout, or if it lasts 12 months or less and a minimum work guarantee in a collective agreement makes it mandatory. Beyond three months it still does not count as a termination where the employer told you in writing at or before the lay-off that you would be recalled on a fixed date or within a fixed period no more than six months away and then actually recalled you, or where you keep receiving agreed payments, pension or group-insurance contributions or supplementary unemployment benefits, or where you hold recall rights under a collective agreement for a lay-off of no more than 12 months.",
          "source": "fed_clsr_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Outside those cases, laying you off counts as terminating your employment for notice, group termination and severance pay (Canada Labour Code ss. 212(4), 230(3) and 235(2)(a)).",
          "maintenance_note": "CLSR s. 30(1)(a) to (f) in full. Any period of re-employment shorter than two weeks is ignored when measuring the length of the lay-off (CLSR s. 30(2)). Subsections (1.1) and (1.2) were repealed by SOR/2020-138, s. 1."
        },
        "temporary_layoff_limits": {
          "source": "fed_clsr_s30",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Any spell of re-employment shorter than two weeks is ignored when the length of a lay-off is measured (s. 30(2)).",
          "maintenance_note": "Canada Labour Standards Regulations current to 2026-06-21, last amended 2025-12-12. Subsections 30(1.1) and (1.2) were repealed by SOR/2020-138, s. 1.",
          "rows": [
            {
              "label": "Basic limit",
              "max_value": 3,
              "max_unit": "months",
              "window_value": null,
              "window_unit": null,
              "condition": null,
              "source": "fed_clsr_s30",
              "quote": "the term of the lay-off is three months or less"
            },
            {
              "label": "With a written recall date",
              "max_value": 6,
              "max_unit": "months",
              "window_value": null,
              "window_unit": null,
              "condition": "Your employer told you in writing, at or before the lay-off, that you would be recalled on a fixed date or inside a fixed period no more than six months away, and then actually recalled you.",
              "source": "fed_clsr_s30",
              "quote": "notifies the employee in writing at or before the time of the lay-off that he will be recalled to work on a fixed date or within a fixed period neither of which shall be more than six months from the date of the lay-off"
            },
            {
              "label": "With recall rights under a collective agreement",
              "max_value": 12,
              "max_unit": "months",
              "window_value": null,
              "window_unit": null,
              "condition": "You keep recall rights under a collective agreement for the whole of the lay-off.",
              "source": "fed_clsr_s30",
              "quote": "the term of the lay-off is more than three months but not more than 12 months and the employee, throughout the term of the lay-off, maintains recall rights pursuant to a collective agreement"
            },
            {
              "label": "Under a minimum work guarantee",
              "max_value": 12,
              "max_unit": "months",
              "window_value": null,
              "window_unit": null,
              "condition": "The lay-off is compulsory under a minimum work guarantee in a collective agreement.",
              "source": "fed_clsr_s30",
              "quote": "the term of the lay-off is 12 months or less and the lay-off is mandatory pursuant to a minimum work guarantee in a collective agreement"
            },
            {
              "label": "While payments or benefits continue",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "Past three months the lay-off is still not a termination while you keep receiving payments your employer agreed to, or pension or group insurance contributions, or supplementary unemployment benefits.",
              "source": "fed_clsr_s30",
              "quote": "the employee continues during the term of the lay-off to receive payments from his employer in an amount agreed on by the employee and his employer"
            },
            {
              "label": "Strike or lockout",
              "max_value": null,
              "max_unit": null,
              "window_value": null,
              "window_unit": null,
              "condition": "A lay-off caused by a strike or a lockout is not a termination, however long it lasts.",
              "source": "fed_clsr_s30",
              "quote": "the lay-off is a result of a strike or lockout"
            }
          ]
        },
        "temporary_layoff_effect": {
          "rule": "Outside the cases the Regulations carve out, laying you off counts as terminating your employment. Notice or wages in lieu, group termination notice and severance pay are all owed, and they run from the lay-off itself.",
          "source": "fed_clc_s230",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "Except where otherwise prescribed by regulation, an employer shall, for the purposes of this Division, be deemed to have terminated the employment of an employee when the employer lays off that employee.",
          "deemed_date": "first_day"
        }
      },
      "severance": {
        "exists": {
          "value": true,
          "unit": null,
          "source": "fed_clc_s235",
          "validity": {
            "from": "2012-12-15",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The federal jurisdiction is one of only two in Canada with a statutory severance pay separate from notice or wages in lieu; the other is Ontario. It is paid on top of the notice entitlement.",
          "maintenance_note": "The Justice Laws point-in-time page 'Version of section 235 from 2012-12-15 to 2024-06-19' carries the same two-days and five-days wording as the current text, so the figures have applied at least since 15 December 2012. The current version of the section begins 2024-06-20, when 2024, c. 17, s. 250 added subsection (1.1)."
        },
        "conditions": {
          "rule": "You are owed severance pay if your employer ends your employment and you have completed twelve consecutive months of continuous employment. The only exception in the section is a dismissal for just cause. A lay-off counts as a termination for this purpose unless the regulation says otherwise.",
          "source": "fed_clc_s235",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Severance pay is owed whether or not you also file an unjust dismissal complaint (s. 235(1.1)).",
          "maintenance_note": "The old s. 235(2)(b), which took severance pay away from employees entitled to a pension or to certain employer severance plans, was repealed by 2011, c. 24, s. 167. Do not repeat the pension exclusion: it is gone from the current text."
        },
        "service_minimum": {
          "value": 12,
          "unit": "months",
          "source": "fed_clc_s235",
          "quote": "An employer who terminates the employment of an employee who has completed twelve consecutive months of continuous employment by the employer shall, except where the termination is by way of dismissal for just cause, pay to the employee the greater of…",
          "validity": {
            "from": "2012-12-15",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "formula": {
          "rule": "Severance pay is the greater of two amounts: two days' wages at your regular rate for your regular hours for each completed year of continuous employment, and five days' wages at that same rate. Only whole completed years count, so the five-day floor is what you get from twelve months right up until you complete three years; from three completed years on, the two-days-a-year figure is the larger one.",
          "source": "fed_clc_s235",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "There is no maximum. Unlike Ontario, the federal formula counts only completed years, not leftover months: at two years and nine months you still have two completed years.",
          "maintenance_note": "For an employee whose hours are not averaged, a day's regular hours is the hours actually worked, overtime excluded, in the four complete weeks before termination divided by 20; for averaged hours it is eight hours (CLSR ss. 31(2) and 32(2))."
        },
        "per_year": {
          "value": 2,
          "unit": "days",
          "source": "fed_clc_s235",
          "quote": "two days wages at the employee's regular rate of wages for his regular hours of work in respect of each completed year of employment that is within the term of the employee's continuous employment by the employer",
          "validity": {
            "from": "2012-12-15",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "minimum": {
          "value": 5,
          "unit": "days",
          "source": "fed_clc_s235",
          "quote": "five days wages at the employee's regular rate of wages for his regular hours of work.",
          "validity": {
            "from": "2012-12-15",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The five-day floor is what every employee with one or two completed years of service receives, because two days a year does not overtake five days until the third completed year."
        },
        "maximum": {
          "value": null,
          "unit": "days",
          "source": "fed_clc_s235",
          "validity": {
            "from": "2012-12-15",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Canada Labour Code sets no ceiling on severance pay. Ontario caps its severance pay at 26 weeks; the federal formula just keeps adding two days a year.",
          "maintenance_note": "Value null means 'no maximum exists', verified by reading Division XI (ss. 235 to 237) in full. Do not render this as a number."
        }
      },
      "group_termination": {
        "threshold": {
          "value": 50,
          "unit": "employees",
          "source": "fed_clc_s212",
          "quote": "Any employer who terminates, either simultaneously or within any period not exceeding four weeks, the employment of a group of 50 or more employees … within a particular industrial establishment … shall … give notice to the Head, in writing, of his intention to so terminate at least 16 weeks before…",
          "validity": {
            "from": "2021-01-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "The current version of s. 212 begins 2021-01-01, when the previous version (in force from 2013-12-12) ended; that change replaced 'Minister' with 'Head'. The 50-employee threshold and the 16 weeks are older than that."
        },
        "window": {
          "value": 4,
          "unit": "weeks",
          "source": "fed_clc_s212",
          "validity": {
            "from": "2021-01-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The 50 terminations must be simultaneous or fall inside any four-week period at the same industrial establishment."
        },
        "schedule": {
          "source": "fed_clc_s212",
          "status": "verified",
          "reviewed": "2026-09-06",
          "unit": "weeks",
          "rows": [
            {
              "employees_from": 50,
              "employees_to": null,
              "weeks": 16
            }
          ],
          "note": "The federal rule has no tiers: 16 weeks of notice to the Head of Compliance and Enforcement whether 50 people or 5,000 lose their jobs."
        },
        "rule": {
          "rule": "Sixteen weeks before the first termination, the employer must notify the Head of Compliance and Enforcement in writing, and immediately copy that notice to the Minister of Employment and Social Development, the Canada Employment Insurance Commission and any union; employees with no union get the notice directly or see it posted at the workplace. This is on top of the individual notice under section 230, not instead of it. Each affected employee must also get a written statement of vacation benefits, wages, severance pay and other pay no later than two weeks before their termination date, and the employer must set up a joint planning committee.",
          "source": "fed_clc_s212",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The joint planning committee requirement can be displaced where a collective agreement contains its own settled procedure or where the terminations result from technological change (s. 229).",
          "maintenance_note": "Statement of benefits from s. 213(2); joint planning committee from ss. 214 to 217."
        }
      },
      "vacation": {
        "schedule": {
          "source": "fed_clc_s184",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "service_from_years": 1,
              "service_to_years": 5,
              "weeks": 2,
              "pay_percent": 4
            },
            {
              "service_from_years": 5,
              "service_to_years": 10,
              "weeks": 3,
              "pay_percent": 6
            },
            {
              "service_from_years": 10,
              "service_to_years": null,
              "weeks": 4,
              "pay_percent": 8
            }
          ],
          "note": "Federally regulated employees reach four weeks of vacation and 8 per cent vacation pay at ten consecutive years with the same employer. Saskatchewan also reaches four weeks at ten years, at 7.69 per cent; no other jurisdiction goes past three weeks.",
          "maintenance_note": "Weeks from s. 184; percentages from s. 184.01. Both sections were enacted by 2018, c. 27, s. 454; the Justice Laws point-in-time pages are headed 'Version of section 184 from 2019-09-01' and 'Version of section 184.01 from 2019-09-01'."
        },
        "pay_on_termination": {
          "rule": "Within 30 days of the day you stop being employed, the employer must pay any vacation pay still owing for a completed year of employment, plus the applicable percentage of the wages you earned in the part-year since your last vacation pay was paid.",
          "source": "fed_clc_s188",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "When an employee ceases to be employed, the employer shall pay to the employee within 30 days … (a) any vacation pay then owing … and (b) the applicable percentage, under section 184.01, of the wages of the employee during any part of the completed portion of their year of employment…"
        },
        "wages_basis": {
          "rule": "Vacation pay is 4 per cent of the wages you earned in the year of employment the vacation is for, 6 per cent once you have completed five consecutive years with the same employer, and 8 per cent at ten consecutive years. Vacation pay counts as wages for every purpose of the Code.",
          "source": "fed_clc_s184_01",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Percentages from s. 184.01; vacation pay deemed to be wages by s. 186. A year of employment can be the anniversary year or a common year the employer sets under the regulations (s. 183)."
        }
      },
      "holidays": {
        "count": {
          "value": 10,
          "unit": null,
          "source": "fed_clc_s166",
          "validity": {
            "from": "2021-08-03",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Ten general holidays: more than most provinces, though British Columbia, Yukon, the Northwest Territories and Nunavut each name eleven. Family Day and the provincial August holidays are not on it.",
          "maintenance_note": "Counted from the closed list in the s. 166 definition of 'general holiday'. The tenth, the National Day for Truth and Reconciliation, was added by 2021, c. 11: the Justice Laws point-in-time page shows the previous version of s. 166 running to 2021-08-02, so the current list has applied since 3 August 2021."
        },
        "list": {
          "source": "fed_clc_s166",
          "status": "verified",
          "reviewed": "2026-09-06",
          "rows": [
            {
              "name": "New Year's Day",
              "date_rule": "January 1"
            },
            {
              "name": "Good Friday",
              "date_rule": "The Friday before Easter Sunday"
            },
            {
              "name": "Victoria Day",
              "date_rule": "The Monday before May 25"
            },
            {
              "name": "Canada Day",
              "date_rule": "July 1"
            },
            {
              "name": "Labour Day",
              "date_rule": "The first Monday in September"
            },
            {
              "name": "National Day for Truth and Reconciliation",
              "date_rule": "September 30"
            },
            {
              "name": "Thanksgiving Day",
              "date_rule": "The second Monday in October"
            },
            {
              "name": "Remembrance Day",
              "date_rule": "November 11"
            },
            {
              "name": "Christmas Day",
              "date_rule": "December 25"
            },
            {
              "name": "Boxing Day",
              "date_rule": "December 26"
            }
          ],
          "maintenance_note": "Names verbatim from s. 166. Only the National Day for Truth and Reconciliation has its date written into the definition ('which is observed on September 30'); the other date rules come from the federal Holidays Act and ordinary usage, not from the Canada Labour Code. If New Year's Day, Canada Day, the National Day for Truth and Reconciliation, Remembrance Day, Christmas Day or Boxing Day falls on a Saturday or Sunday that is a non-working day, the holiday moves to the working day immediately before or after (s. 193(2))."
        },
        "pay_formula": {
          "rule": "Holiday pay for each general holiday is at least one twentieth of the wages, overtime excluded, that you earned with that employer in the four-week period immediately before the week the holiday falls in. If you are paid wholly or partly by commission and have at least 12 weeks of continuous employment, it is one sixtieth of the wages, overtime excluded, earned in the 12 weeks before.",
          "source": "fed_clc_s196",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer shall, for each general holiday, pay an employee holiday pay equal to at least one twentieth of the wages, excluding overtime pay, that the employee earned with the employer in the four-week period immediately preceding the week in which the general holiday occurs.",
          "note": "If you have to work the holiday you also get at least time and a half for the hours worked (s. 197(1))."
        },
        "qualifying": {
          "rule": "There is no minimum length of service and no attendance test: every employee is entitled to a holiday with pay on each general holiday that falls while they are employed. The old 30-day qualifying rule was repealed in 2019. The only employees who can lose the pay are those in a continuous operation who are called in and do not show up, or who make themselves unavailable when their conditions of employment required them to be available.",
          "source": "fed_clc_s192",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "If the holiday falls on a day you do not normally work, you get the day off with pay at another time, or it is added to your annual vacation (s. 193(1)).",
          "maintenance_note": "The old 30-day requirement was in s. 196(3) and the old first-day-worked test in s. 197(3); both were repealed by 2018, c. 27, ss. 458 and 459, in force 2019-09-01. Do not repeat a 30-day federal qualifying period: it no longer exists. The continuous-operation exception is s. 196(4)."
        }
      },
      "final_pay": {
        "deadline": {
          "rule": "Ordinary wages are paid on the employer's regular pay day. Anything else the Code entitles you to, including wages in lieu of notice and severance pay, must be paid within 30 days of the day the entitlement arose. Vacation pay has its own 30-day clock, running from the day you stop being employed.",
          "source": "fed_clc_s247",
          "status": "verified",
          "reviewed": "2026-09-06",
          "quote": "an employer shall (a) pay to any employee any wages to which the employee is entitled on the regular pay-day of the employee …; and (b) pay any wages or other amounts to which the employee is entitled under this Part within thirty days from the time when the entitlement … arose.",
          "maintenance_note": "Vacation pay deadline from s. 188. Section 247 has no earlier version on the Justice Laws point-in-time database, so no validity start date is claimed for it."
        },
        "days_after_termination": {
          "value": 30,
          "unit": "days",
          "source": "fed_clc_s247",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Thirty days runs from the moment the entitlement arose, which for wages in lieu of notice and severance pay is the end of the employment.",
          "maintenance_note": "Section 247 carries the citation '1977-78, c. 27, s. 21' and has no previous version on Justice Laws, so its start date could not be fixed from the point-in-time consolidation."
        },
        "days_after_quit": {
          "value": 30,
          "unit": "days",
          "source": "fed_clc_s188",
          "validity": {
            "from": "2019-09-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "The Code uses the same 30-day deadline whether you quit or the employer ended the job. Quitting removes the notice and severance entitlements, but not the vacation pay: section 188 applies whenever an employee ceases to be employed."
        },
        "what_is_included": {
          "rule": "Unpaid wages on the regular pay day, then within 30 days: wages in lieu of any notice not given, severance pay if you completed twelve consecutive months, vacation pay for any completed year still owing plus the applicable percentage of your part-year wages, and any holiday pay outstanding. Vacation pay and holiday pay both count as wages for every purpose of the Code.",
          "source": "fed_clc_s247",
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "Vacation pay deemed wages by s. 186; holiday pay deemed wages by s. 200."
        }
      },
      "complaint": {
        "deadline": {
          "value": 6,
          "unit": "months",
          "source": "fed_clc_s251_01",
          "quote": "in the case of a complaint of non-payment of wages or other amounts to which the employee is entitled under this Part, six months from the last day on which the employer was required to pay those wages or other amounts under this Part",
          "validity": {
            "from": "2019-09-01",
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "For money owed, the six months run from the last day the employer was supposed to pay, not from your last day of work. For anything else, they run from the day the subject-matter of the complaint arose.",
          "maintenance_note": "The six-month rule was already in the version of s. 251.01 in force from 2019-09-01, which is what the Justice Laws point-in-time page shows. The current version of the section begins 2021-01-01 (the 'Head' renaming)."
        },
        "rule": {
          "rule": "You complain in writing to the Head of Compliance and Enforcement at the Labour Program. The Head can extend the six months where you complained in time to a government official who turned out to have no authority and you believed they did. You cannot run a wage complaint and an unjust dismissal complaint on substantially the same facts at once, but a complaint that is only about money you are owed, including wages in lieu of notice and severance pay, is allowed and simply waits until the dismissal complaint is withdrawn or resolved.",
          "source": "fed_clc_s251_01",
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "A separate and stronger route exists: an unjust dismissal complaint under Division XIV, open to an employee who has completed twelve consecutive months of continuous employment, is not a manager and is not covered by a collective agreement. It must be filed within 90 days of the dismissal, and the Board can order reinstatement. An employer that pays the statutory notice and severance does not close that door.",
          "maintenance_note": "Overlap rules from s. 251.01(3.1) and (4); extension from s. 251.01(3). Unjust dismissal from s. 240(1), (1.01) and (2), read in the current consolidation; the manager exclusion is s. 167(3)."
        }
      }
    }
  },
  "ei": {
    "parameters": {
      "benefit_rate_percent": {
        "value": 55,
        "unit": "%",
        "source": "ei_act_s14",
        "quote": "The rate of weekly benefits payable to a claimant is 55% of their weekly insurable earnings",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Regular benefits are paid at 55% of average weekly insurable earnings, up to the weekly maximum.",
        "maintenance_note": "EI Act s. 14(1). No expiry date in the Act; read in the consolidation current to 2026-06-21."
      },
      "max_insurable_earnings": {
        "value": 68900,
        "unit": "CAD/year",
        "source": "ei_mie_2026",
        "validity": {
          "from": "2026-01-01",
          "to": "2026-12-31"
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Earnings above this ceiling are neither insured nor counted when the weekly benefit is worked out. The ceiling was $65,700 in 2025.",
        "maintenance_note": "Set for each year by the formula in EI Act s. 4(2)-(4) and announced by the Canada Employment Insurance Commission; confirmed on the ESDC notice and in the CEIC release of 12 September 2025. Replace every January."
      },
      "max_weekly_benefit": {
        "value": 729,
        "unit": "CAD/week",
        "source": "ei_mie_2026",
        "validity": {
          "from": "2026-01-01",
          "to": "2026-12-31"
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The most any claimant can be paid in a week of regular benefits in 2026, before the family supplement. It was $695 in 2025.",
        "maintenance_note": "Read as a figure on the official ESDC notice and repeated on the Service Canada benefit-amount page; it follows EI Act s. 17 (55% of $68,900 divided by 52 = $728.75, rounded to the nearest dollar under s. 6(2)). Stored as a verified figure, not as a derived node, so the site never publishes an arithmetic guess."
      },
      "waiting_period": {
        "value": 1,
        "unit": "weeks",
        "source": "ei_act_s13",
        "quote": "A claimant is not entitled to be paid benefits in a benefit period until, after the beginning of the benefit period, the claimant has served a waiting period of one week of unemployment for which benefits would otherwise be payable.",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "One unpaid week at the start of a claim, like a deductible. A temporary measure waives it for benefit periods that begin on or before 10 October 2026: see ei.parameters.temporary_measures.waiting_period_waived.",
        "maintenance_note": "EI Act s. 13. Check the waiver in EI Regulations s. 77.996 whenever the temporary measures are extended or allowed to lapse."
      },
      "qualifying_period": {
        "value": 52,
        "unit": "weeks",
        "source": "ei_act_s8",
        "quote": "the qualifying period of an insured person is the shorter of (a) the 52-week period immediately before the beginning of a benefit period under subsection 10(1)",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The window whose insurable hours are counted: normally the 52 weeks before the claim, or the time since the last claim, whichever is shorter.",
        "maintenance_note": "EI Act s. 8(1). Subsections 8(2)-(7) allow the window to be extended for illness, injury, quarantine, pregnancy, and a few other reasons."
      },
      "hours_min": {
        "value": 420,
        "unit": "hours",
        "source": "ei_act_s7",
        "quote": "has had during their qualifying period at least the number of hours of insurable employment set out in the following table in relation to the regional rate of unemployment that applies to the person.",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The lowest requirement anywhere in Canada: 420 insurable hours, in a region where unemployment is above 13%.",
        "maintenance_note": "Bottom row of the table in EI Act s. 7(2). Full table at ei.hours_by_rate."
      },
      "hours_max": {
        "value": 700,
        "unit": "hours",
        "source": "ei_act_s7",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The highest requirement: 700 insurable hours, in a region where unemployment is 6% or under.",
        "maintenance_note": "Top row of the table in EI Act s. 7(2)."
      },
      "weeks_min": {
        "value": 14,
        "unit": "weeks",
        "source": "ei_act_sched1",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The shortest run of regular benefits Schedule I produces: 14 weeks, for someone with just enough hours in a region at 6% unemployment or under.",
        "maintenance_note": "Lowest cell of Schedule I (row 700-734 hours, first rate column)."
      },
      "weeks_max": {
        "value": 45,
        "unit": "weeks",
        "source": "ei_act_sched1",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The longest run of regular benefits Schedule I produces. A temporary measure can add 20 weeks on top of it for long-tenured workers until 10 October 2026.",
        "maintenance_note": "Highest cell of Schedule I. The 20 extra weeks come from EI Regulations s. 77.999(4)(a), which raises the s. 12(2) maximum, so the ceiling is 65 weeks while that measure lasts."
      },
      "best_weeks_min": {
        "value": 14,
        "unit": null,
        "source": "ei_act_s14",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "In the regions with the highest unemployment, the weekly benefit is worked out over the 14 best-paid weeks.",
        "maintenance_note": "Bottom row of the divisor table in EI Act s. 14(2). Full table at ei.best_weeks_by_rate."
      },
      "best_weeks_max": {
        "value": 22,
        "unit": null,
        "source": "ei_act_s14",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "In the regions with the lowest unemployment, the weekly benefit is worked out over the 22 best-paid weeks, so weak weeks drag the average down further.",
        "maintenance_note": "Top row of the divisor table in EI Act s. 14(2)."
      },
      "premium_rate_employee": {
        "value": 1.63,
        "unit": "%",
        "source": "ei_ceic_2026_rate",
        "validity": {
          "from": "2026-01-01",
          "to": "2026-12-31"
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "$1.63 for every $100 of insurable earnings, outside Quebec. Employers pay 1.4 times that, $2.28 per $100.",
        "maintenance_note": "Set each year by the Canada Employment Insurance Commission and announced in September for the following year; the 2026 rate was set on 12 September 2025 (down one cent from 2025)."
      },
      "premium_rate_quebec": {
        "value": 1.3,
        "unit": "%",
        "source": "ei_ceic_2026_rate",
        "validity": {
          "from": "2026-01-01",
          "to": "2026-12-31"
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Workers in Quebec pay a lower EI rate, $1.30 per $100, because the province runs its own parental insurance plan; their maximum for 2026 is $895.70, and their employers pay $1.82 per $100.",
        "maintenance_note": "Same CEIC release. Only the premium differs in Quebec: regular EI benefits, hours and weeks are federal and identical."
      },
      "max_annual_premium_employee": {
        "reference": "ei.parameters.max_insurable_earnings",
        "percent": 1.63,
        "derived": true,
        "unit": "CAD",
        "source": "ei_ceic_2026_rate",
        "validity": {
          "from": "2026-01-01",
          "to": "2026-12-31"
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The most an employee outside Quebec pays in EI premiums in 2026, once earnings reach the ceiling.",
        "maintenance_note": "1.63% of $68,900 = $1,123.07, which is the figure published in the CEIC release of 12 September 2025 ($45.59 more than 2025). Kept as a derived node per CONTRACT 4.4; the announced value matches to the cent."
      },
      "family_supplement_max_percent": {
        "value": 80,
        "unit": "%",
        "source": "ei_act_s16",
        "quote": "The amount of the increase in the claimant’s rate of weekly benefits shall not exceed the prescribed percentage of the claimant’s weekly insurable earnings or, if no percentage is prescribed, 25%.",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "A claimant with children in a low-income family can be paid up to 80% of average weekly insurable earnings instead of 55% - still capped at the weekly maximum.",
        "maintenance_note": "The 80% is the 55% rate of EI Act s. 14(1) plus the family-supplement ceiling of 25% in EI Regulations s. 34(6)(d) (EI Act s. 16(4) sets the same limit when no percentage is prescribed). Service Canada states the 80% figure directly."
      },
      "family_supplement_income_ceiling": {
        "value": 25921,
        "unit": "CAD",
        "source": "ei_regs_s34",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Net family income limit for the family supplement. Above it there is no supplement; the closer the income is to it, the smaller the supplement.",
        "maintenance_note": "Last column of the table in EI Regulations s. 34(5) ($25,751 to $25,921). The claimant or their partner must also be receiving the Canada Child Benefit. The amount has not been indexed; check s. 34(5) at each review."
      },
      "apply_within": {
        "value": 4,
        "unit": "weeks",
        "source": "ei_apply",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "secondary",
        "reviewed": "2026-09-06",
        "note": "Apply within four weeks of the last day worked. Applying later can cost weeks of benefits, and waiting for a record of employment or for severance to run out is not a reason to delay.",
        "maintenance_note": "Service Canada guidance, not a figure in the Act. The statutory rule is EI Act s. 10(4): a late initial claim can be backdated only if the claimant qualified on the earlier day and had good cause for the delay throughout. Marked secondary because the four weeks come from the department's page, not from the statute."
      },
      "roe_deadline": {
        "rule": "When the job ends, the employer must fill in a record of employment and get it to the Commission. On paper, the employee's copy and the Commission's copy go out within five days of the later of the first day of the interruption of earnings and the day the employer learns of it. Filed electronically, it goes to the Commission within five days of the end of the pay period in which that first day fell, or within 15 days of that first day where the employer runs 13 or fewer pay periods a year, whichever comes first.",
        "source": "ei_regs_s19_3",
        "quote": "the employee's copy shall be delivered to the insured person not later than five days after the later of (i) the first day of the interruption of earnings, and (ii) the day on which the employer becomes aware of the interruption of earnings",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Do not wait for the record of employment before applying. Service Canada can take the claim without it, and applying late can cost weeks of benefits.",
        "maintenance_note": "EI Regulations s. 19(2) requires the record; s. 19(3) sets the paper deadlines and s. 19(3.1) the electronic ones. Most employers now file electronically through ROE Web, so 19(3.1) is the usual rule. s. 19(5) lets a claimant give a statement of hours and earnings where the employer never delivered the record or lost its files.",
        "paper_days": {
          "value": 5,
          "unit": "days",
          "source": "ei_regs_s19_3",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Paper record of employment: five days, counted from the later of the first day without earnings and the day the employer became aware of it."
        },
        "electronic_days_after_pay_period": {
          "value": 5,
          "unit": "days",
          "source": "ei_regs_s19_3",
          "quote": "five days after the end of the pay period during which the first day of the employee’s interruption of earnings fell",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Electronic record of employment: five days after the end of the pay period in which the job ended."
        },
        "electronic_days_infrequent_payroll": {
          "value": 15,
          "unit": "days",
          "source": "ei_regs_s19_3",
          "quote": "if there are 13 or fewer pay periods per year under the employer’s pay cycle, 15 days after the first day of the interruption of earnings",
          "validity": {
            "from": null,
            "to": null
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "Where the employer pays monthly or less often (13 or fewer pay periods a year), the electronic record is due 15 days after the first day without earnings, if that comes first."
        }
      },
      "benefit_period_length": {
        "value": 52,
        "unit": "weeks",
        "source": "ei_act_s10",
        "quote": "Except as otherwise provided in subsections (10) to (15) and section 24, the length of a benefit period is 52 weeks.",
        "validity": {
          "from": null,
          "to": null
        },
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "The window in which the weeks of benefits must be drawn: 52 weeks from the Sunday of the week the job ended or the week the claim was made, whichever is later. It is not the number of weeks payable - that comes from Schedule I - and unused weeks are lost when it closes.",
        "maintenance_note": "EI Act s. 10(2), with s. 10(1) fixing the start. Subsections 10(10) to (15) extend it in listed situations, and EI Regulations s. 77.999(2)-(3) currently extend it by 20 weeks for long-tenured workers to a ceiling of 104 weeks, until 10 October 2026."
      },
      "insurable_hours_definition": {
        "rule": "An hour of insurable employment is an hour actually worked and paid. For hourly-paid workers the count is simply the hours worked and remunerated. For everyone else, the employer's evidence of the hours actually worked governs; if the employer cannot establish them with certainty, employer and worker may agree on a reasonable number, and where no reasonable agreement is reached the Canada Revenue Agency sets it by comparison with similar work.",
        "source": "ei_regs_s9_1",
        "quote": "Where a person's earnings are paid on an hourly basis, the person is considered to have worked in insurable employment for the number of hours that the person actually worked and for which the person was remunerated.",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "An hour of overtime counts as one hour, not one and a half. Paid leave counts as the hours normally worked. Where the hours simply are not known, total earnings are divided by the provincial minimum wage in force on 1 January of the year the earnings were payable, capped at seven hours a day and 35 hours a week.",
        "maintenance_note": "EI Regulations s. 9.1 (hourly pay), s. 10(1)-(3) (evidence, agreement, ruling by the Minister of National Revenue), s. 10(4)-(5) (minimum-wage divisor with the 7-hour/35-hour cap), s. 10.01 (on-call and standby), s. 10.1 (paid leave and non-working days) and s. 10.2 (overtime counts as one hour; a fraction of an hour is rounded up to a whole hour). s. 11 deems 35 hours a week in a few special cases."
      },
      "severance_allocation": {
        "rule": "Money an employer pays because the job ended - severance, pay in lieu of notice, unused vacation pay, a closure bonus - normally counts as earnings and is spread over the weeks after the last day worked, at the rate of a normal working week, so EI does not start until that money runs out. A temporary measure suspends that treatment for claims and allocations that begin on or before 10 October 2026.",
        "source": "ei_regs_s36",
        "quote": "all earnings paid or payable to a claimant by reason of a lay-off or separation from an employment shall, regardless of the period in respect of which the earnings are purported to be paid or payable, be allocated to a number of weeks that begins with the week of the lay-off or separation",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Allocation delays benefits; it does not reduce the total number of weeks payable.",
        "maintenance_note": "EI Regulations s. 36(9)-(11) for the allocation, s. 35(2) for what counts as earnings, and s. 77.997 for the suspension in force until 10 October 2026. When s. 77.997 lapses, this becomes the operative rule again and every EI page and the calculator's EI bridge must say so."
      },
      "working_while_on_claim": {
        "rule": "Once benefits are running, a claimant who works keeps part of the pay: 50 cents of benefits are withheld for every dollar earned, until earnings pass 90% of the weekly insurable earnings used to set the benefit. Every dollar above that line is deducted in full.",
        "source": "ei_act_s19",
        "quote": "there shall be deducted from benefits payable in that week the amount equal to the total of (a) 50% of the earnings that are less than or equivalent to 90% of the claimant’s weekly insurable earnings, and (b) 100% of the earnings that are greater than 90% of the claimant’s weekly insurable earnings",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Working part-time while on EI almost always leaves the claimant better off, but every dollar must be declared.",
        "maintenance_note": "EI Act s. 19(2). This was Pilot Project No. 20 (EI Regulations s. 77.99) until 2018 and is now permanent in the Act itself; earnings in the waiting period are dealt with separately under s. 19(1)."
      },
      "quit_or_misconduct": {
        "rule": "There are no regular benefits for someone who quit without just cause or was dismissed for misconduct, until they work enough insurable hours in a new job to qualify all over again. Just cause is a legal test, not the employer's opinion: harassment, unsafe conditions, a big cut in pay or hours and other listed circumstances can all amount to it.",
        "source": "ei_act_s30",
        "quote": "A claimant is disqualified from receiving any benefits if the claimant lost any employment because of their misconduct or voluntarily left any employment without just cause",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Being fired is not by itself misconduct. Misconduct means conduct that was wilful or so reckless it amounts to that; poor performance is not misconduct.",
        "maintenance_note": "EI Act s. 30(1) for the disqualification and s. 29(c) for the fourteen listed circumstances that can amount to just cause. Never advise on how a claim will be decided: Service Canada decides, with a right of reconsideration and appeal."
      },
      "quit_just_cause_circumstances": {
        "rule": "Quitting does not always end an EI claim. There is just cause where the claimant had no reasonable alternative to leaving, judged against everything that was going on. The Act lists fourteen circumstances that count, and the list is open at the end. Having a good personal reason is not the same as having no reasonable alternative: the test asks what else the claimant could realistically have done first.",
        "source": "ei_act_s29",
        "quote": "just cause for voluntarily leaving an employment or taking leave from an employment exists if the claimant had no reasonable alternative to leaving or taking leave, having regard to all the circumstances, including any of the following:",
        "status": "verified",
        "reviewed": "2026-09-06",
        "note": "Service Canada decides whether the test is met, and the decision can be reconsidered and appealed. Nothing on this site predicts the outcome of a claim.",
        "maintenance_note": "EI Act s. 29(c), subparagraphs (i) to (xiv), transcribed in the order of the statute. Each item is a short restatement, not the statutory wording; the paragraph number is kept so a page can cite it. s. 29(b.1) also treats three refusals as voluntary leaving: refusing work offered instead of an expected layoff, refusing to resume a job, and refusing to continue after the business is transferred to another employer.",
        "items": [
          {
            "paragraph": "29(c)(i)",
            "text": "sexual or other harassment"
          },
          {
            "paragraph": "29(c)(ii)",
            "text": "having to move with a spouse, common-law partner or dependent child to another residence"
          },
          {
            "paragraph": "29(c)(iii)",
            "text": "discrimination on a prohibited ground under the Canadian Human Rights Act"
          },
          {
            "paragraph": "29(c)(iv)",
            "text": "working conditions that are a danger to health or safety"
          },
          {
            "paragraph": "29(c)(v)",
            "text": "having to care for a child or a member of the immediate family"
          },
          {
            "paragraph": "29(c)(vi)",
            "text": "reasonable assurance of another job in the immediate future"
          },
          {
            "paragraph": "29(c)(vii)",
            "text": "a significant change to the terms about wages or salary"
          },
          {
            "paragraph": "29(c)(viii)",
            "text": "excessive overtime, or the employer refusing to pay for overtime"
          },
          {
            "paragraph": "29(c)(ix)",
            "text": "significant changes in work duties"
          },
          {
            "paragraph": "29(c)(x)",
            "text": "antagonism with a supervisor, where the claimant is not mainly responsible for it"
          },
          {
            "paragraph": "29(c)(xi)",
            "text": "employer practices that are contrary to law"
          },
          {
            "paragraph": "29(c)(xii)",
            "text": "discrimination in employment because of membership in a workers' association, organization or union"
          },
          {
            "paragraph": "29(c)(xiii)",
            "text": "undue pressure from the employer to leave the job"
          },
          {
            "paragraph": "29(c)(xiv)",
            "text": "any other reasonable circumstances that are prescribed"
          }
        ]
      },
      "temporary_measures": {
        "status": "verified",
        "reviewed": "2026-09-06",
        "source": "ei_regs_s77995",
        "note": "Three temporary EI measures are in force in September 2026. They were introduced in 2025 as Pilot Project No. 24 and extended to 10 October 2026. They change what most guides say about severance and the waiting period, so every EI and severance page must be checked against this node.",
        "maintenance_note": "EI Regulations ss. 77.995 to 77.999, as amended by SOR/2025-115, SOR/2025-205 and SOR/2026-64. HARD DEADLINE: re-read these sections before 10 October 2026. If they are not extended again, the waiting period and the allocation of separation money come back for claims beginning after that date, and the site must switch its wording the same week.",
        "in_force_until": "2026-10-10",
        "waiting_period_waived": {
          "rule": "The one-week unpaid waiting period is waived for benefit periods that begin between 30 March 2025 and 10 October 2026, so benefits can start from the first week of the claim.",
          "source": "ei_regs_s77996",
          "quote": "The Commission may waive the waiting period in respect of any benefit period that begins during the period beginning on March 30, 2025 and ending on October 10, 2026.",
          "validity": {
            "from": "2025-03-30",
            "to": "2026-10-10"
          },
          "status": "verified",
          "reviewed": "2026-09-06"
        },
        "separation_earnings_not_allocated": {
          "rule": "Severance, pay in lieu of notice, vacation pay and other money paid because the job ended are not treated as earnings, and so do not delay or reduce benefits, where the benefit period begins between 30 March 2025 and 10 October 2026, or where the allocation would have started in that window.",
          "source": "ei_regs_s77997",
          "quote": "The earnings paid or payable to a claimant by reason of a lay-off or separation from an employment do not constitute earnings for the purposes referred to in subsection 35(2)",
          "validity": {
            "from": "2025-03-30",
            "to": "2026-10-10"
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "note": "This is the single most important EI fact for a reader who has just been paid severance: while the measure lasts, the severance does not push the EI start date back."
        },
        "extra_weeks_long_tenured": {
          "rule": "Long-tenured workers whose benefit period begins between 15 June 2025 and 10 October 2026 get 20 extra weeks of regular benefits, to a ceiling of 65 weeks. A long-tenured worker is one who was paid fewer than 36 weeks of regular benefits in the previous 156 weeks and paid at least 30% of the maximum annual employee premium in 7 of the last 10 years.",
          "source": "ei_regs_s77999",
          "validity": {
            "from": "2025-06-15",
            "to": "2026-10-10"
          },
          "status": "verified",
          "reviewed": "2026-09-06",
          "maintenance_note": "EI Regulations s. 77.999: subsection (2) extends the benefit period by 20 weeks, (4)(a) raises the Schedule I maximum by 20 weeks and (4)(b) reads the 50-week combined cap in EI Act s. 12(6) as 70 weeks."
        }
      }
    },
    "hours_by_rate": {
      "source": "ei_act_s7",
      "unit": "hours",
      "status": "verified",
      "reviewed": "2026-09-06",
      "note": "Insurable hours needed in the qualifying period to draw regular benefits, by the unemployment rate of the claimant's EI economic region. The rate in force for each region is in data/ei-regions.json.",
      "maintenance_note": "Table in EI Act s. 7(2). Bands are open at the bottom and closed at the top: 'more than 6% but not more than 7%'. rate_from is exclusive, rate_to inclusive, except the first row where 0 to 6 is inclusive at both ends. A claimant with a violation on a previous claim needs more hours (s. 7.1); the site does not model that.",
      "rows": [
        {
          "rate_from": 0,
          "rate_to": 6,
          "hours": 700
        },
        {
          "rate_from": 6,
          "rate_to": 7,
          "hours": 665
        },
        {
          "rate_from": 7,
          "rate_to": 8,
          "hours": 630
        },
        {
          "rate_from": 8,
          "rate_to": 9,
          "hours": 595
        },
        {
          "rate_from": 9,
          "rate_to": 10,
          "hours": 560
        },
        {
          "rate_from": 10,
          "rate_to": 11,
          "hours": 525
        },
        {
          "rate_from": 11,
          "rate_to": 12,
          "hours": 490
        },
        {
          "rate_from": 12,
          "rate_to": 13,
          "hours": 455
        },
        {
          "rate_from": 13,
          "rate_to": null,
          "hours": 420
        }
      ]
    },
    "best_weeks_by_rate": {
      "source": "ei_act_s14",
      "unit": "weeks",
      "status": "verified",
      "reviewed": "2026-09-06",
      "note": "How many of the best-paid weeks in the qualifying period are averaged to set the weekly benefit. The higher the regional unemployment rate, the fewer weeks are averaged, which usually raises the benefit.",
      "maintenance_note": "Divisor table in EI Act s. 14(2) - in the Act, not in the Regulations. The same table sets the 'calculation period' in s. 14(4). If a claimant has fewer weeks with earnings than the divisor, the divisor is still used, so the average is dragged down.",
      "rows": [
        {
          "rate_from": 0,
          "rate_to": 6,
          "weeks": 22
        },
        {
          "rate_from": 6,
          "rate_to": 7,
          "weeks": 21
        },
        {
          "rate_from": 7,
          "rate_to": 8,
          "weeks": 20
        },
        {
          "rate_from": 8,
          "rate_to": 9,
          "weeks": 19
        },
        {
          "rate_from": 9,
          "rate_to": 10,
          "weeks": 18
        },
        {
          "rate_from": 10,
          "rate_to": 11,
          "weeks": 17
        },
        {
          "rate_from": 11,
          "rate_to": 12,
          "weeks": 16
        },
        {
          "rate_from": 12,
          "rate_to": 13,
          "weeks": 15
        },
        {
          "rate_from": 13,
          "rate_to": null,
          "weeks": 14
        }
      ]
    },
    "weeks_schedule": {
      "source": "ei_act_sched1",
      "unit": "weeks",
      "status": "verified",
      "reviewed": "2026-09-06",
      "quote": "shall be determined in accordance with the table in Schedule I by reference to the regional rate of unemployment that applies to the claimant and the number of hours of insurable employment of the claimant in their qualifying period",
      "note": "Schedule I of the Employment Insurance Act: how many weeks of regular benefits are payable, read from the insurable hours down the side and the regional unemployment rate across the top. An empty cell means the hours are below what that region requires, so no regular benefits are payable at all.",
      "maintenance_note": "All 41 hour bands and 12 rate bands transcribed from the official consolidation and checked line by line against two Justice Laws pages (FullText.html and page-27.html) on 2026-09-06; 456 filled cells, lowest 14, highest 45. The 'weeks' array is positional: one entry per entry of rate_bands, null where the schedule is blank. Beware of the near-identical weeks-based table inside Schedule II (interim provisions), which is not this one.",
      "rate_bands": [
        {
          "from": 0,
          "to": 6
        },
        {
          "from": 6,
          "to": 7
        },
        {
          "from": 7,
          "to": 8
        },
        {
          "from": 8,
          "to": 9
        },
        {
          "from": 9,
          "to": 10
        },
        {
          "from": 10,
          "to": 11
        },
        {
          "from": 11,
          "to": 12
        },
        {
          "from": 12,
          "to": 13
        },
        {
          "from": 13,
          "to": 14
        },
        {
          "from": 14,
          "to": 15
        },
        {
          "from": 15,
          "to": 16
        },
        {
          "from": 16,
          "to": null
        }
      ],
      "rows": [
        {
          "hours_from": 420,
          "hours_to": 454,
          "weeks": [
            null,
            null,
            null,
            null,
            null,
            null,
            null,
            null,
            26,
            28,
            30,
            32
          ]
        },
        {
          "hours_from": 455,
          "hours_to": 489,
          "weeks": [
            null,
            null,
            null,
            null,
            null,
            null,
            null,
            24,
            26,
            28,
            30,
            32
          ]
        },
        {
          "hours_from": 490,
          "hours_to": 524,
          "weeks": [
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            null,
            null,
            null,
            null,
            null,
            23,
            25,
            27,
            29,
            31,
            33
          ]
        },
        {
          "hours_from": 525,
          "hours_to": 559,
          "weeks": [
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          ]
        },
        {
          "hours_from": 560,
          "hours_to": 594,
          "weeks": [
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          ]
        },
        {
          "hours_from": 595,
          "hours_to": 629,
          "weeks": [
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        },
        {
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        },
        {
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        },
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        {
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        },
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}