Federally regulated workplaces: the official figures for 2026

These are all the figures of jurisdictions.federal in the data file: 12 loose figures and five tables with 27 rows, each with the statute it comes from, when it took effect and how far it has been verified.

Updated September 6, 2026 · Figures verified against the statutes of each jurisdiction · see all figures and their sources

It is one of the 14 pages of the Jurisdictions block, inside official figures. The raw data is in legal-data-2026.json.

Verified: Read in the primary source: the consolidated text of the statute or regulation itself.
Secondary source: The rule and the starting figures are official, but the resolved figure is not published by any authority: we work it out and show the arithmetic.
Not yet verified: We have not been able to confirm it against the primary source yet. It appears here for transparency and is not published as a firm figure on any other page of the site: the production build stops if anyone tries.

`jurisdictions.federal`

Figures in `jurisdictions.federal`
Key	Value	Source	Validity	Status
`federal.notice.qualifying_service` Federal notice starts at two weeks, not one: three months of continuous employment already buys the full two weeks.	3 months	Canada Labour Code, s. 230 — Employer's duty to give notice or wages in lieu	From 2024-02-01	Verified Reviewed 2026-09-06
`federal.severance.exists` 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.	Yes	Canada Labour Code, s. 235 — Severance pay, minimum rate	From 2012-12-15	Verified Reviewed 2026-09-06
`federal.severance.service_minimum`	12 months	Canada Labour Code, s. 235 — Severance pay, minimum rate	From 2012-12-15	Verified Reviewed 2026-09-06
`federal.severance.per_year`	2 days	Canada Labour Code, s. 235 — Severance pay, minimum rate	From 2012-12-15	Verified Reviewed 2026-09-06
`federal.severance.minimum` 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.	5 days	Canada Labour Code, s. 235 — Severance pay, minimum rate	From 2012-12-15	Verified Reviewed 2026-09-06
`federal.severance.maximum` 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.	None	Canada Labour Code, s. 235 — Severance pay, minimum rate	From 2012-12-15	Verified Reviewed 2026-09-06
`federal.group_termination.threshold`	50 employees	Canada Labour Code, s. 212 — Notice of group termination	From 2021-01-01	Verified Reviewed 2026-09-06
`federal.group_termination.window` The 50 terminations must be simultaneous or fall inside any four-week period at the same industrial establishment.	4 weeks	Canada Labour Code, s. 212 — Notice of group termination	From 2021-01-01	Verified Reviewed 2026-09-06
`federal.holidays.count` 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.	10	Canada Labour Code, s. 166 — Definition of general holiday	From 2021-08-03	Verified Reviewed 2026-09-06
`federal.final_pay.days_after_termination` 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.	30 days	Canada Labour Code, s. 247 — Payment of wages	—	Verified Reviewed 2026-09-06
`federal.final_pay.days_after_quit` 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.	30 days	Canada Labour Code, s. 188 — Vacation pay when employment ends	From 2019-09-01	Verified Reviewed 2026-09-06
`federal.complaint.deadline` 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.	6 months	Canada Labour Code, s. 251.01 — Making of complaint and time limit	From 2019-09-01	Verified Reviewed 2026-09-06

Table `federal.notice.schedule.rows`
`service_from_years`	`service_to_years`	`weeks`
0.25 years	3 years	2 weeks
3 years	4 years	3 weeks
4 years	5 years	4 weeks
5 years	6 years	5 weeks
6 years	7 years	6 weeks
7 years	8 years	7 weeks
8 years	—	8 weeks

Source: Canada Labour Code, s. 230 — Employer's duty to give notice or wages in lieu. Reviewed on September 6, 2026.

Table `federal.notice.temporary_layoff_limits.rows`
`label`	`max_value`	`max_unit`	`window_value`	`window_unit`	`condition`	`source`	`quote`
Basic limit	3	months	—	—	—	fed_clsr_s30	the term of the lay-off is three months or less
With a written recall date	6	months	—	—	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.	fed_clsr_s30	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
With recall rights under a collective agreement	12	months	—	—	You keep recall rights under a collective agreement for the whole of the lay-off.	fed_clsr_s30	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
Under a minimum work guarantee	12	months	—	—	The lay-off is compulsory under a minimum work guarantee in a collective agreement.	fed_clsr_s30	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
While payments or benefits continue	—	—	—	—	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.	fed_clsr_s30	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
Strike or lockout	—	—	—	—	A lay-off caused by a strike or a lockout is not a termination, however long it lasts.	fed_clsr_s30	the lay-off is a result of a strike or lockout

Source: Canada Labour Standards Regulations, s. 30 — Lay-offs that are not termination. Reviewed on September 6, 2026.

Table `federal.group_termination.schedule.rows`
`employees_from`	`employees_to`	`weeks`
50	—	16 weeks

Source: Canada Labour Code, s. 212 — Notice of group termination. Reviewed on September 6, 2026.

Table `federal.vacation.schedule.rows`
`service_from_years`	`service_to_years`	`weeks`	`pay_percent`
1 year	5 years	2 weeks	4%
5 years	10 years	3 weeks	6%
10 years	—	4 weeks	8%

Source: Canada Labour Code, s. 184 — Annual vacation with pay. Reviewed on September 6, 2026.

Table `federal.holidays.list.rows`
`name`	`date_rule`
New Year's Day	January 1
Good Friday	The Friday before Easter Sunday
Victoria Day	The Monday before May 25
Canada Day	July 1
Labour Day	The first Monday in September
National Day for Truth and Reconciliation	September 30
Thanksgiving Day	The second Monday in October
Remembrance Day	November 11
Christmas Day	December 25
Boxing Day	December 26

Source: Canada Labour Code, s. 166 — Definition of general holiday. Reviewed on September 6, 2026.