|Tuesday||Jan-01||New Year's Day|
|Monday||Feb-18||Family Day||3rd Monday in February. Statutory holiday in several provinces|
|Friday||Apr-19||Good Friday||Friday before Easter Sunday. Statutory|
|Monday||May-20||Victoria Day||Monday on or before May 24. Statutory|
|Monday||Sep-02||Labour Day||First Monday in September|
|Monday||Oct-14||Thanksgiving||2nd Monday in October. Statutory|
|Thursday||Dec-26||Boxing Day||Statutory in Ontario and federal jurisdictions. Optional in Alberta|
|Tuesday||Dec-31||New Year's Eve||Quebec Govt. Only|
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13% standard rate.
An employer is only required to provide a written notice to a worker who has been employed over 3 months. Notice period depends on length of employment: 3 months – 1 year = 1-week notice 1 – 3 years = 2 weeks’ notice 3 – 4 years = 3 weeks’ notice 4 – 5 years = 4 weeks’ notice 5 – 6 years = 5 weeks’ notice 6 – 7 years = 6 weeks’ notice 7 – 8 years = 7 weeks’ notice 8 or more years = 8 weeks’ notice
Employee must give a minimum of two week written notice.
Severance pay is the employees regular work week wage multiplied by the sum of the number of completed years of employment and the number of completed months, divided by 12 for a year that is not completed. A max of 26 weeks severance pay is given.
If worker does not receive adequate notice of their termination, they are to receive pay in lie.
General minimum wage is $14.00 CAD hourly
The Canada Pension Plan (CPP) is 10.2% split equally between employee and your employer. It is a 9.9% for the base, or original CPP, and 0.3% for the CPP enhancement which began to be phased in on January 1, 2019.
Employees are entitled 2 weeks of vacation for every 12 months of consecutive work in the company. Vacation pay is at least 4% of the “gross” wages earned during those 12 months. After 5 years of work at the company, vacation time is extended to 3 weeks
Employees are entitled to up to three full days of job protected unpaid sick leave each year, without the option to carry over to the next year. This is the case for full or part-time employees. The three days of leave do not have to be taken consecutively.
There is no provision for paid leave in Canada, however expeting mothers are entitled to up to 17 weeks of unpaid leave. After this period mothers can choose to take "parental leave" consecutively following, or wait up to 78 weeks to take.
See parental leave
New parents are all entitled to elave after the birth of their child. Birth mothers recieve 61 weeks to be taken after materinty leaev as finihsed. All others recieve 63 weeks leave.
1. Peronal emergency leave: 10 days for personal illness, injury or medical emergency, or that of a family memember. 2. Family medical leave: unpaid leave of up to 8 weeks in a 26 week period.
Full time work is considered 48 hours weekly and 8 hours daily.
Overtime is allowed up to 60 hours weekly which must be agreed to in writing in advance. Employers are required to provide at least 11 consecutive hours of rest and 24 consecutive non working hours weekly. Overtiem pay is paid for every hour after 44 hours weekly at a rate of at least 1.5 times regular wage rate.
In Ontario most employees are covered by the Employment Standard Act which provides minimum rights, responsibilities and standards for employees and employers in most workplaces.
These standards include: hours worked & overtime ,minimum wage, employment termination, holidays, leave, severance pay, vacation, tips & gratuity.
However, certain industries and jobs are not completely covered by the Employment Standard act. These employees who are not covered by all parts are known as “exemptions”. Employees can also be covered by special rules that change how the act applies to them.
Before hiring an employee it’s important to know if their job places them under the full Employment standard act, exemptions, or special rule changes. By not properly determining your employee’s status and classifying them correctly, can lead to regulation issues and payroll complications. For instance, a main payroll issue that can arise is overtime pay.The ministry of labor in Ontario requires that employees receive overtime unless their job description fits the criteria as exempt from overtime provisions. So if you believed your employee was exempt, but is in fact not, you would then be obligated to pay them 1.5 times the regular rate or 1.5 hours of vacation for each hour of work exceeding the weekly 44 hours in addition to their usual pay. They will also be required to fill in time-sheets for attendance by the hour and paid bi-weekly.
Other employment standards differ depending on job or industry, so in order to avoid complications see the full list of jobs that have exemptions and special rules applied to them. As well as industries and jobs that are not covered by the Employment Standards Act.
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