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If you’re running a business or managing a team in Saskatchewan, you may have already heard of Bill 5… but did you know that these amendments to the Saskatchewan Employment Act will be enforced as soon as the calendar turns to 2026?
Yep, that’s right: as of January 1, 2026, there are some new parameters you’ll need to keep in mind when it comes to scheduling, overtime, employment leaves, modified work arrangements, time off and more (you can find the full list of changes here: https://www.saskatchewan.ca/government/news-and-media/2025/may/13/employment-standards-amendments-pass).
Today, we’re taking a closer look at employment leaves in Saskatchewan. Bill 5 includes the expansion of both parameters and timelines for several different types of leave so that your employees can take the time they need to recover and eventually return as their best selves.
- Sick leave: Per Section 2-40, employers can no longer request a sick note unless an employee “has been absent for more than five consecutive working days or has been absent twice for two or more days in the preceding 12 months.” Long-term sick leave has also been extended from 12 to 27 weeks.
- Extension of available leave in cases of interpersonal violence: Section 2-56.1 adds a new 16 week unpaid interpersonal violence leave to the existing 10 day leave (which includes five paid days and five unpaid days).
- Leave for loss of pregnancy: Employees who experience a loss of pregnancy up to 20 weeks before the estimated due date are now eligible for maternity leave, per Section 2-49. New pregnancy loss parameters are now also covered as part of bereavement leave – more on that below.
- Bereavement leave: The period of time during which an employee can access bereavement leave has been extended – where it was previously within a week before or after the funeral, it’s now accessible anytime within six months of a death (Section 2-55). This same amendment also permits leave “for the death of a person the employee considers to be ‘like’ family and for the loss of a pregnancy of an employee or an employee’s immediate family.”
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How Payworks can help you navigate changes to leave legislation
When new HR legislation is introduced, your first step needs to be synthesizing those changes into your own employee policy handbook. Don’t have one? We’ve got you covered! In addition to a network of experts and resources, Payworks’ HR Advisory Services can equip you with a comprehensive template to develop your very own Employee Policy Handbook that addresses everything from conduct and benefits to health and safety, corporate policies and more.
Once those changes have been made, it’s time to bring your team into the loop! Payworks’ Self Service keeps leaders and employees connected by making it easy to share important company documents. Bonus: you’ll even know whether or not they actually looked at it, thanks to Read & Acknowledge and e-signature functionality.
But what happens when it’s time to put policy into practice? If you’re feeling out of your depth when it comes to helping your employees navigate challenging personal circumstances like the ones described above, you can exhale… because you’re not alone. Payworks’ HR Advisory Services also connects you with confidential advice from industry experts. Think of it as adding an on-call pro to your team (but without expanding your headcount!).
Curious to learn more about how Payworks can save you time and stress in managing your team (no matter how quickly legislation changes)? Connect with our crew at sales@payworks.ca and find out just how simple it can be. Connect with our crew and find out just how simple it can be: https://www.payworks.ca/landing-pages/campaigns/book-a-demo.
These articles are produced by Payworks as an information service. They are not intended to substitute professional legal, regulatory, tax, or financial advice. Readers must rely on their own advisors, as applicable, for such advice.
