In early December, SGEU submitted a comprehensive set of recommendations to the provincial government as part of the Saskatchewan Employment Standards Review.

These recommendations are grounded in the lived experiences of more than 20,000 SGEU members who deliver vital public services in every corner of the province, from health care and education to community services, corrections and public administration. They are rooted in a simple belief: employment standards should reflect the realities of modern work and protect everyone who contributes to our communities and economy.

Work has changed—our laws need to change too

Global events, rapid technology change and rising costs of living have transformed the way people work. Yet Saskatchewan’s labour legislation has not always kept on pace. Too many workers are struggling to balance work and family life, manage rising expenses or access basic protections others take for granted.

SGEU’s submission calls on the provincial government to modernize employment standards so they promote well-being, fairness and stability; not just for workers, but for families, communities and employers.

Here are key changes SGEU is calling for:

The Right to Disconnect

Smartphones and email have made it easier than ever to stay connected, and harder than ever to truly clock out. Many workers feel the pressure to be “always on,” even outside normal working hours. SGEU is recommending that The Saskatchewan Employment Act be amended to clearly protect a worker’s right to disconnect, including the right to refuse overtime. Setting reasonable boundaries helps reduce burnout, stress and work-life imbalance, while supporting healthier and more productive workplaces.

Fair Protection for Gig Economy Workers

Gig work is rapidly expanding, especially among newcomers, racialized workers and vulnerable populations. Too often, these workers fall outside basic employment protections. SGEU is calling for gig workers to be covered by employment standards, including:

  • Minimum wage protections
  • Timely and reliable payment
  • Clear employer responsibility for health and safety
  • Access to meaningful dispute resolution

No worker, regardless of job type or immigration status, should fall through the cracks.

Introduce 12 Days of Paid Sick Leave

No worker should have to choose between their health and their paycheque. SGEU recommends establishing 12 employer-paid, job-protected sick days for all Saskatchewan workers. Paid sick leave keeps workplaces healthier, reduces the spread of illness, supports caregivers and women in the workforce and strengthens public health overall.

Raise the Minimum Wage to a Living Wage

While minimum wage is now indexed to inflation, it still falls far short of the cost of living. Current living wages in Saskatchewan’s urban centers are well above $18/hour, while rental wages exceed $22/hour. SGEU is calling for changes to how minimum wage is calculated so that workers can meet basic needs like housing, food and transportation and not fall further behind as costs continue to rise.

More Vacation Time, Sooner

Today’s workforce is more mobile than ever, and long-term retention depends on meaningful benefits. SGEU recommends that workers become eligible for four weeks of vacation after seven years, rather than the current ten. Modern workplaces need updated standards that support employee retention, mental health and work-life balance.

Make September 30 a Statutory Holiday

The National Day for Truth and Reconciliation is an important opportunity for reflection, learning, and honouring those affected by residential schools. SGEU recommends making September 30 a statutory holiday in Saskatchewan, bringing the province in line with many major institutions that already recognize the day. Providing all workers with time to learn and reflect is a meaningful step toward reconciliation.

Modernize Bereavement Leave

Families today look different from those of a decade ago. We recommend updating the definition of “close family member” and increasing bereavement leave from five to seven days, ensuring workers have adequate time to grieve, travel and manage family responsibilities.

Strengthen Leave for Interpersonal and Sexual Violence

Current legislation provides only 10 days of leave, not all of it paid. SGEU recommends:

  • Increasing leave to 14 days, all paid
  • Adding explicit protections for workers who witness or are affected by violence
  • Ensuring access to trauma-informed supports

These changes would help survivors obtain the medical, legal and counselling support they need.

Respecting Workers’ Choices Through Card-Check Certification

SGEU supports adopting a card-check model, which certifies a union when a majority of workers sign membership cards, without requiring a second secret ballot vote. This reduces the opportunity for employer interference and ensures workers’ choices are respected.

Ending the Use of Replacement Workers

To promote fair bargaining and reduce lengthy disputes, SGEU recommends banning replacement workers during strikes or lockouts. This approach encourages good-faith negotiations, improves safety and supports healthier long-term workplace relationships.

Equal Pay for Work of Equal Value

SGEU recommends building strong pay-equity protections into The Saskatchewan Employment Act to ensure that women, people with disabilities and workers in non-traditional arrangements receive equal compensation for work of equal value. This is essential for reducing persistent wage gaps and promoting inclusive workplaces.

SGEU’s submission reflects a vision for Saskatchewan where employment standards are fair, modern and responsive to the realities workers face today. Strong labour laws help create safer workplaces, healthier communities and a more stable economy for everyone.