Cross-jurisdictional comparison

Cross-jurisdictional comparison

Promoting Family-Friendly Workplace

A federal Employment Insurance grant is available for eligible applicants who are taking time away from work to cope with the death or disappearance of a child or children, as a result of a probable Criminal Code offence. Applicants may receive up to 52 weeks of income support for the death of a child and up to 104 weeks of income support for the disappearance of a child. See how Alberta compares

Parents who are taking time away from work to provide care or support to a critically ill child may be eligible for up to 35 weeks of federal EI benefits during a 52-week period. A critically ill child is defined as a child who has a life-threatening illness or injury, that can include various acute phases of illness and for which continued parental support is required. See how Alberta compares

In situations where an employee is unable to work due to personal sickness or injury, employees may be eligible for income support from the federal Employment Insurance benefit, but there is currently no legislated job protection under employment standards in Alberta. See how Alberta compares

The federal Employment Insurance program offers a range of temporary benefits to eligible employees for family-related circumstances including up to 15 weeks of income support for Maternity benefits and up to 35 weeks of income support for Parental benefits. Alberta requires employees to work for 52 weeks (one year) for their employer before they can be eligible for most job protected leaves, including maternity and parental leaves. See how Alberta compares

Compassionate Care Leave allows eligible employees to take an unpaid, job-protected leave from work when acting as the primary caregiver for a gravely ill family member. The federal Employment Insurance program offers up to 26 weeks of income support for Compassionate Care Leave. See how Alberta compares

Employees may need to take time off work occasionally to attend to family responsibilities or emergencies such as family illness, bereavement or personal sickness or injury. To ensure employees are able to access the leave when the need arises, all Canadian jurisdictions apart from Alberta provide job protection for specific types of short-term family responsibility or emergency leaves. See how Alberta compares

Modernizing and Simplifying Existing Standards

In Alberta, an employee can receive overtime pay after eight hours of work per day or 44 hours per week, whichever is greater. As compensation for overtime, employers and employees can agree to “banking” arrangements instead of receiving overtime pay. An additional issue with respect to overtime agreements involves how long the time can be banked for. See how Alberta compares

Eligibility for General Holiday Pay and calculation of compensation for working on General Holidays is being reviewed. See how Alberta compares

Employment standards in Alberta sets limitations on the deductions which employers are allowed to make from an employee’s pay. Deductions that employers can take from an employee’s earnings are limited to those required by law, such as federal and provincial tax; contributions to the Canada Pension Plan; premiums for Employment Insurance or a garnishee of the court (i.e. child support); authorized by a collective agreement (e.g. union agreements); or personally authorized in writing by the employee. See how Alberta compares

Employers in Alberta must provide the Minister of Labour with four weeks’ written notice when intending to terminate the employment of 50 or more employees at a single location within a four-week period. The notice must specify the number of employees who will be affected and the effective date of terminations. See how Alberta compares

Some jurisdictions set graduated notice requirements based on the number of employees being terminated at a single location. See how Alberta compares

Section 4 - Enforcement and Administration

Monetary penalties vary across jurisdictions for individuals or corporations who are guilty of an offence under employment standards legislation. There are several elements that can vary in a system of administrative penalties, including whether the penalty is mandatory or optional, progressive or individual, and stacking or limited. See how Alberta compares

Created:
Modified: 2017-03-17
PID: 15631