The American Abroad's Guide to Canada

Working hours in Canada

Navigating working time regulations in Canada involves understanding a framework influenced by federal or provincial/territorial jurisdiction. Federal rules apply to specific industries, while most employees are governed by provincial or territorial employment standards. These regulations set requirements for hours, overtime, and rest periods to protect employees. Employers must comply with relevant standards, accurately track employee hours, and ensure compensation and rest entitlements meet legal minimums to avoid legal issues.

Working in Canada as an expat

Canada maintains a well-regulated work environment that ensures fair conditions, employee rights, and work-life balance. Employees are protected by labor laws that govern working hours, overtime, breaks, and rest periods. The employment system features robust legal protections for both local and foreign workers, with specific standards differing by jurisdiction and industry. Foreign employees must comply with relevant laws and work permit conditions.

Regular Working Hours

(The Standard Workweek by Labor Law)

Day Shift

The standard working hours under Canadian labor law are 8 hours per day and 40 hours per week. When a week includes a public holiday, the standard weekly working hours are reduced by 8 hours for each public holiday, reflecting the employee’s entitlement to the holiday without increasing their total expected working hours for that week. A day shift is typically scheduled during standard daytime business hours. Depending on the employer and industry, it commonly runs between 8:00 AM and 5:00 PM, although the exact start and finish times may vary.

Exemptions From The Standard Working Hours

In Canada, certain occupations and industries are exempt from the standard hours of work provisions under the Canada Labour Code because of the unique nature of their operations. These exemptions may apply to sectors such as road transportation (trucking), railway transportation, marine shipping, air transportation, and certain employees in broadcasting and telecommunications. Workers in these federally regulated industries may have different rules governing their hours of work, overtime, and scheduling to accommodate continuous operations, public safety, or operational requirements.

Night Shift

A night shift generally refers to work performed during the evening or overnight hours. Employees who work night shifts are entitled to the same employment protections as other workers, including required rest periods, meal and rest breaks, and overtime pay where applicable under the relevant employment laws and regulations. Canadian employment standards generally do not require employers to pay a higher wage solely because an employee works night shifts or weekends. Instead, employees are usually paid their regular rate of pay, with additional compensation provided only when they qualify for overtime under the applicable employment standards legislation.

Overtime Work

Overtime work is defined as hours worked beyond 8 hours per day or 40 hours per week, varying with employment standards. Employees eligible for overtime generally earn at least 1.5 times their regular wage. In some cases, employers and employees can agree to offer paid time off instead of overtime pay, provided it meets legal requirements. Certain positions, like managers, may be exempt from these regulations. In Canada, the standard overtime rate is 1.5 times regular pay, with specific thresholds depending on the jurisdiction.

Flexible Work

(Adaptable Workforce): Flexible work arrangements adjust employment terms to improve work-life balance, featuring provisions like enhanced leaves and holiday substitutions. These arrangements benefit both employees and employers by lowering absences and boosting health and satisfaction, especially for millennials and those with family duties. Employees can request such arrangements after six months, detailing their request in writing, which employers must respond to within 30 days. Employers can approve, partially approve, propose alternatives, or deny requests, with denials requiring justification and protections against reprisals in place for employees. Complaints can be raised with the Canada Industrial Relations Board if necessary.

Hybrid or Remote Work

Employers are increasingly providing hybrid or fully remote work options, allowing employees to work partially or entirely from home based on company policies and job requirements.

Flexible Working Hours

Flexible working hours involve adjustments to where, when, and how many hours an employee works, allowing for arrangements like part-time, job shares, or modified schedules. These arrangements enable employees to tailor their work schedules to their personal needs while employers can offer options like compressed workweeks or staggered hours, promoting work-life balance and ensuring smooth business operations.

Part time Work

Part-time work refers to employment in which an employee works fewer hours than a full-time employee performing similar work. Although part-time employees work reduced hours, they are generally entitled to the same fundamental workplace protections under applicable employment laws, including minimum wage, overtime where applicable, workplace health and safety, and protection from discrimination.

Weekend or Sunday Work

Weekend or Sunday work may be required depending on the nature of the industry and the terms of an employee’s employment agreement. While many employees are generally entitled to at least one full day of rest each week, which is often scheduled on a Sunday, employers may require weekend work in industries that operate continuously or provide essential services, provided the applicable employment standards are observed.

Working Age in Canada

The minimum working age in Canada varies by province and territory. In most jurisdictions, young people may begin working between the ages of 14 and 16, depending on local employment standards. However, restrictions often apply to the type of work, working hours, and occupations that minors may perform to ensure their health, safety, and education are protected.

Notes for Workers

Working Hours Record

Employers in Canada are required to maintain accurate records of the hours worked by their employees to ensure compliance with employment standards. Employees may have the right to refuse overtime work in certain circumstances, particularly when it conflicts with family responsibilities or other protections provided under applicable employment laws. In general, the maximum working time is limited to 48 hours per week, unless an exception or authorized agreement permits employees to work additional hours.

Right to Disconnect (RTD)

The federal government plans to mandate federally regulated private-sector employers and federal Crown corporations to implement a Right to Disconnect (RTD) policy by 2026. This policy, developed in consultation with employees or their unions, will establish rules for work-related communication outside of scheduled hours, including exceptions and their justifications. Employers cannot retaliate against employees who inquire about or exercise their rights under this policy. While the amendments do not create a substantive right to disconnect, they require employers to address after-hours communication. Organizations should start assessing their current practices and preparing for compliance once the legislation takes effect.

Meal Breaks

Employees in Canada are generally entitled to an unpaid 30-minute meal break after every 5 consecutive hours of work. However, if an employee is required to remain available to the employer or perform work during the meal break, the break must be treated as paid working time in accordance with applicable employment standards.

Daily Rest

Employees in Canada are generally entitled to at least 8 consecutive hours of rest between work shifts. This minimum daily rest period is intended to provide employees with adequate time to rest and recover before beginning their next scheduled shift, helping to support their health, safety, and overall well-being.

Other Types of Break

Medical Breaks

Employees are entitled to take unpaid breaks for medical reasons whenever they are necessary. If an employer requests written documentation, the employee must provide a certificate from a qualified healthcare practitioner indicating the required frequency and duration of the breaks, as well as the period during which the medical breaks are needed.

Nursing Breaks

Employees who are breastfeeding or expressing milk are entitled to take the unpaid breaks necessary to do so during the workday. These breaks are provided to support nursing employees while balancing their work responsibilities, in accordance with applicable employment standards.

Weekly Rest

Employees in Canada are generally entitled to at least one full day of rest each week. Whenever practical, this weekly rest day is scheduled on Sunday, although the specific day may vary depending on the employer’s operational needs, the nature of the work, or the terms of the employment agreement

New Update on 2026

New Leave Entitlements

Amendments effective December 12, 2025, introduce new leave entitlements for federally regulated employees, including pregnancy loss leave (up to eight weeks for stillbirth and three days for other losses, with first three days paid for qualifying employees) and enhanced bereavement leave (up to eight weeks for child loss). A new unpaid, job-protected leave for child placement via adoption or surrogacy will provide up to 16 weeks and will coincide with related Employment Insurance amendments, with the exact date to be determined.

Gender Equality

Equal Treatment and Temporary Help Agency Protections are set for implementation following amendments aimed at ensuring wage equality among employees performing similar work, regardless of employment status. Proposed regulations published in February 2025 will prohibit wage discrepancies based on status while allowing exceptions for seniority or merit. Employees will have the right to request wage reviews within 90 days, while protections for temporary help agency (THA) workers will prevent unfair practices. Employers should review compensation practices and prepare internal processes for compliance ahead of the provisions taking effect.

Sick leave in Canada

Employees in federally regulated workplaces in Canada are entitled to up to 10 days of paid medical leave per calendar year under the Canada Labour Code, with leave beginning to accrue after 30 days of continuous employment. Sick leave entitlements differ across provinces and territories. For example, British Columbia provides up to five paid sick days, Prince Edward Island offers up to three paid sick days, while provinces such as Ontario and Alberta generally provide unpaid, job-protected sick leave. If an employee exhausts their available sick leave and remains unable to work due to illness, they may qualify for Employment Insurance (EI) sickness benefits, which can provide income support for up to 26 weeks, subject to eligibility requirements.

Who pays for sick leave?

Some employers offer their own paid sick leave or short-term disability benefits as part of their employee benefits package. Before applying for Employment Insurance (EI) sickness benefits, employees should first confirm whether their employer provides a workplace sick leave or disability plan that may offer income support during their absence from work. Most employees in Canada are covered by provincial or territorial employment standards rather than the Canada Labour Code. As a result, access to paid sick leave varies depending on the province or territory where an employee works. While some jurisdictions provide paid sick leave, others offer only unpaid, job-protected leave, resulting in significant differences in sick leave entitlements across the country.

Condition before receiving the sickness benefits

Under the Canada Labour Code, paid sick leave is earned gradually rather than provided all at once. After completing 30 consecutive days of employment with the same employer, employees become entitled to their first three days of paid sick leave. They then earn one additional paid sick day at the beginning of each month in which they complete another month of continuous employment, up to a maximum of 10 paid sick days per calendar year. To qualify for Employment Insurance (EI) sickness benefits, applicants must meet several eligibility requirements. They must provide a medical certificate confirming that they are unable to work because of an illness, injury, or quarantine, and their regular weekly earnings must have decreased by more than 40% for at least one week. In addition, applicants must have accumulated at least 600 insured hours of work during the 52 weeks before their claim or since the start of their previous claim, whichever period is shorter.