Government of Saskatchewan ministries, Crown corporations and organizations are implementing contingency plans to minimize the impacts of postal service disruption.
Les ministères, sociétés d’État et organismes du gouvernement de la Saskatchewan mettent en œuvre des plans d’urgence visant à réduire les répercussions de l’interruption du service des postes.
Google Translate Disclaimer
A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:
Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.
Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).
Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.
When hiring workers, there are certain regulations employers are required to comply with. Some regulations are specific to the agriculture industry. There are also voluntary programs and best practices employers can implement to improve their ability to attract and retain the best employees and ensure they are contributing to the success of the operation.
Employers are required to comply with mandatory payroll deductions including:
For current and comprehensive details on payroll deductions, refer directly to the Canada Revenue Agency website for payroll deductions and remittances.
When starting a business or if you are self-employed, there are several other requirements business owners need to comply with. The Canada Revenue Agency offers information regarding small businesses and self-employment, which includes a checklist for new small businesses. The Government of Saskatchewan also offers information regarding starting a business.
Employment Standards
Part II of The Saskatchewan Employment Act applies to most employees and employers in the province. However, some agricultural employees are exempt from portions of the Act. There are also employment standards specific to the agricultural industry.
Recruitment Costs and Employment Agencies
The Saskatchewan Employment Act prohibits employers from passing recruitment costs onto job seekers. If employment agencies are used to assist with employee recruitment, employers must pay these costs. More information can be found on the Job Seeker Protection webpage.
Occupational Health and Safety Legislation
Provisions in The Saskatchewan Employment Act and the associated Occupational Health and Safety Regulations, 1996 apply to employers and employees in all workplaces in Saskatchewan, including farms. Specific on-farm responsibilities can be found under Farm Safety.
There are also non-government institutions that provide information and resources regarding farm safety:
The Workers' Compensation Act provides financial protection, medical benefits and rehabilitation services to workers and their dependents when a workplace injury occurs. A farm owner/operator or farm worker can be covered by Workers' Compensation in Saskatchewan; coverage is optional and an application must be made to the Saskatchewan Workers' Compensation Board.
Detailed information about Workers' Compensation, including employer responsibilities and applicable legislation, can be found on the Workers' Compensation Board website. See the "Employers" tab for information on how apply for insurance coverage.
Saskatchewan employers are required to comply with The Saskatchewan Human Rights Code and The Saskatchewan Human Rights Code Regulations. The legislation prohibits discrimination in employment on the basis of age, gender, religion, ancestry, sexual orientation, disability or family status, among other things. Employers also have the "duty to accommodate", meaning reasonable effort must be made to assist people who could otherwise be denied opportunities because of gender, disability, religion or other illegal grounds of discrimination. Provided under the Bill of Rights, everyone in Saskatchewan also has the right to freedom of expression, freedom of conscience, and free association. Additional information can be found on the Saskatchewan Human Rights Commission website.
The Immigration Services Act protects immigrants and foreign workers from exploitation. Key employer requirements and other aspects of the legislation can be found at the Protection for Immigrants and Foreign Workers webpage.
If you are a landlord of residential tenants, some provisions in The Residential Tenancies Act, 2006 and The Residential Tenancies Regulations, 2007 may apply to you. For more information regarding landlord and tenant responsibilities, visit the Office of Residential Tenancies.
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