Saskatchewan Severance Pay Calculator
Estimate the statutory minimum termination pay in Saskatchewan from your length of service and weekly pay.
Below the minimum service of 13 weeks, there may be no statutory entitlement.
Saskatchewan termination pay rules
Saskatchewan's Employment Act requires written notice of termination (or pay instead of notice) once an employee has more than 13 consecutive weeks of service. The amount scales from one week to a maximum of eight weeks. There is no separate statutory 'severance pay' on top of this notice entitlement.
- 1 week after more than 13 consecutive weeks but one year or less of employment.
- 2 weeks after more than 1 year but three years or less.
- 4 weeks after more than 3 years but five years or less.
- 6 weeks after more than 5 years but ten years or less.
- 8 weeks after more than 10 years of employment.
- During the notice period an employer cannot reduce the employee's pay rate or normal hours of work.
- No statutory notice is owed in the first 13 weeks of employment, or where there is just cause for dismissal.
- Larger group terminations (10 or more employees in a 4-week period) trigger separate, longer group-notice rules.
Saskatchewan adds no separate severance on top of this notice scale, and an employee with at least 13 weeks of service who resigns must themselves give two weeks' written notice. As elsewhere in Canada, common-law reasonable notice for non-unionized employees is frequently far higher than the statutory minimum — often around a month per year of service. Confirm with an employment lawyer before a dismissal.
Termination pay by length of service
| Completed service | Weeks' pay |
|---|---|
| 13 weeks+ | 1 week |
| 1+ years | 2 weeks |
| 3+ years | 4 weeks |
| 5+ years | 6 weeks |
| 10+ years | 8 weeks |
Frequently asked questions
It is based on length of service — broadly one week's pay per year, up to a maximum of 8 weeks. You generally qualify after 13 weeks of employment. The calculator multiplies the weeks owed by your weekly pay.
No. This is the statutory minimum set by employment standards. Non-unionized employees can often claim common-law reasonable notice instead, which is frequently much higher — sometimes around a month of pay per year of service. The statutory amount is a floor, not a ceiling.
Yes. Employers can usually provide the equivalent period of written working notice, pay in lieu, or a combination. Termination pay is what is owed when sufficient notice is not given.
The statutory termination entitlement is capped at 8 weeks' pay. Additional entitlements (such as Ontario's separate ESA severance pay or common-law notice) can exceed this.