Sixth: termination of employment. Employers must provide written notice of termination or pay in lieu of notice, based on the employee’s length of service. The minimum notice periods are set by provincial employment standards. In cases of mass layoffs or company closure, severance pay may also be required.
Seventh: labour standards enforcement. If your employer violates the law (e.g., not paying overtime, not deducting EI/CPP, not paying minimum wage), you can file a confidential complaint with your province’s employment standards branch. They will investigate, and you are protected from retaliation.
Eighth: record of employment. Every time you leave a job, your employer must issue a Record of Employment (ROE), which is needed for EI and also serves as proof of employment for future jobs, mortgages, or applications.
Ninth: rest periods. Between shifts, you are entitled to a minimum rest period, usually at least 8 or 11 consecutive hours, depending on the province. After 5 consecutive hours of work, you are generally entitled to a 30-minute unpaid meal break.
Tenth: don’t forget about unions. While union density is lower than in some European countries, unions are still active in many sectors (healthcare, education, manufacturing, public service). If your workplace is unionized, your union can help resolve conflicts. Membership dues are typically a small percentage of your pay.
Knowing your rights isn’t “complaining.” It’s the foundation of fair work. And in Canada, everyone deserves that.
