Saskatchewan: the official figures for 2026

These are all the figures of jurisdictions.saskatchewan in the data file: nine loose figures and six tables with 22 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.saskatchewan`

Figures in `jurisdictions.saskatchewan`
Key	Value	Source	Validity	Status
`saskatchewan.notice.qualifying_service` 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.	13 weeks	The Saskatchewan Employment Act, s. 2-60 — Notice required	—	Verified Reviewed 2026-09-06
`saskatchewan.notice.temporary_layoff_minimum` 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.	6 days	The Saskatchewan Employment Act, s. 2-1 — Interpretation of Part II (layoff, wages, pay instead of notice)	—	Verified Reviewed 2026-09-06
`saskatchewan.severance.exists` Saskatchewan has no separate statutory severance pay.	No	The Saskatchewan Employment Act, S.S. 2013, c. S-15.1	—	Verified Reviewed 2026-09-06
`saskatchewan.group_termination.threshold` 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.	25 employees	The Saskatchewan Employment Act, s. 2-62 — Notice of group termination	From 2026-01-01	Verified Reviewed 2026-09-06
`saskatchewan.group_termination.window`	4 weeks	The Saskatchewan Employment Act, s. 2-62 — Notice of group termination	—	Verified Reviewed 2026-09-06
`saskatchewan.holidays.count` Saskatchewan calls them public holidays and has ten. Only British Columbia, Yukon, the Northwest Territories and Nunavut name more, with eleven each.	10	The Saskatchewan Employment Act, s. 2-30 — Public holidays	—	Verified Reviewed 2026-09-06
`saskatchewan.final_pay.days_after_termination`	14 days	The Saskatchewan Employment Act, s. 2-33 — Paydays	—	Verified Reviewed 2026-09-06
`saskatchewan.final_pay.days_after_quit` Saskatchewan uses the same 14 days whether you were dismissed or you resigned.	14 days	The Saskatchewan Employment Act, s. 2-33 — Paydays	—	Verified Reviewed 2026-09-06
`saskatchewan.complaint.deadline` 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.	12 months	The Saskatchewan Employment Act, s. 2-89 — Time limits for claims to the director of employment standards	—	Verified Reviewed 2026-09-06

Table `saskatchewan.notice.schedule.rows`
`service_from_years`	`service_to_years`	`weeks`
0.25 years	1 year	1 week
1 year	3 years	2 weeks
3 years	5 years	4 weeks
5 years	10 years	6 weeks
10 years	—	8 weeks

Source: The Saskatchewan Employment Act, s. 2-60 — Notice required. Reviewed on September 6, 2026.

Table `saskatchewan.notice.employee_notice.rows`
`service_from_years`	`service_to_years`	`weeks`
0.25 years	—	2 weeks

Source: The Saskatchewan Employment Act, s. 2-63 — Employee notice re termination. Reviewed on September 6, 2026.

Table `saskatchewan.notice.temporary_layoff_limits.rows`
`label`	`max_value`	`max_unit`	`window_value`	`window_unit`	`condition`	`source`	`quote`
No limit in the Act	—	—	—	—	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.	sk_sea_s2_60	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

Source: The Saskatchewan Employment Act, s. 2-60 — Notice required. Reviewed on September 6, 2026.

Table `saskatchewan.group_termination.schedule.rows`
`employees_from`	`employees_to`	`weeks`
25	49	4 weeks
50	99	8 weeks
100	—	12 weeks

Source: The Employment Standards Regulations, 2025, s. 6-2 — Notice re group terminations. Reviewed on September 6, 2026.

Table `saskatchewan.vacation.schedule.rows`
`service_from_years`	`service_to_years`	`weeks`	`pay_percent`
0 years	10 years	3 weeks	5.77%
10 years	—	4 weeks	7.69%

Source: The Saskatchewan Employment Act, s. 2-24 — Annual vacation periods and common date. Reviewed on September 6, 2026.

Table `saskatchewan.holidays.list.rows`
`name`	`date_rule`
New Year's Day	January 1
Family Day	Third Monday in February
Good Friday	Friday before Easter Sunday
Victoria Day	Monday before May 25
Canada Day	July 1
Saskatchewan Day	First Monday in August
Labour Day	First Monday in September
Thanksgiving Day	Second Monday in October
Remembrance Day	November 11
Christmas Day	December 25

Source: The Saskatchewan Employment Act, s. 2-30 — Public holidays. Reviewed on September 6, 2026.