On Dec. 4, 2024, the Government of Saskatchewan introduced Bill 5, proposing amendments to the Saskatchewan Employment Act (SEA). While the proposed changes are not seen as major shifts in policy, we are aware of them and watching how they may affect GSU members.
While there are positive changes for working people, the majority of the changes benefit the employers. As with most Bills that move through the Legislature or House of Commons, press releases report highlights, but there is not always a clear indication whether changes are good or bad. We are reviewing Bill 5 and will monitor its progress, including any amendments. If it becomes law, we will review the regulations and assess how the changes will be implemented.
The following is a summary of the proposed changes in Bill 5:
- Increased group termination notice threshold from 10 to 25 employees.
- Employers can define a “day” for overtime purposes (calendar day or 24 hours).
- Relaxed meal break and work schedule change notice requirements for non-unionized workplaces with employee consent.
- Elimination of the requirement for two consecutive days off for retail sector employees.
- Employers can deduct for salary advances, voluntary training, and housing allowances with employee consent.
- Increased long-term sick leave duration from 12 to 27 weeks.
- Expanded bereavement leave provisions (access within 6 months, death of “like” family, pregnancy loss).
- New 16-week unpaid interpersonal violence leave.
- Protection of employee tips from employer withholding/deduction.
- Director of Employment Standards empowered to reinstate employees or provide compensation for discriminatory actions.
- Reduced frequency of Act reviews from 5 to 10 years.
- Part-time employees can participate in modified work arrangements with overtime pay after a set number of hours (not just 8).
- Clarification on various provisions (cash payment of wages, vacation pay calculation).
Even if the proposed changes to the SEA pass, GSU members might not face some of the negative impacts. This is because provincial labour law sets minimum standards for workers, while your GSU collective agreement provides greater protections and benefits. These enhanced terms and conditions make your collective agreement especially valuable.
While not all the proposed changes may directly impact GSU members, they could affect others in your family. That’s why it’s important to stay informed about these changes and their potential impact on all workers in Saskatchewan.
GSU remains dedicated to protecting members’ rights, promoting fair workplaces, and advocating for all workers. We will continue to monitor Bill 5 as it moves through the legislature and provide updates on its potential effects.