Labour Standards Division

Government of Newfoundland

and Labrador

Newfoundland and Labrador - Labour Standards

Table of Contents

Introduction 1

Benefit Eligibility 2

Hours of Work

 Hours of Work 8

 Overtime 9

 Breaks 10

 Meetings and Extra Duties 10

Wages & Tips

 Wages 11

 Deductions 12

 Vacation Pay 12

 Tips or Gratuities 13

Annual Vacation, Public Holidays & Other Leave

 Annual Vacation 14

 Public Holidays 15

 Sick/Family Responsibility Leave 16

 Pregnancy Leave 17

 Parental Leave 18

 Adoption Leave 19

 Bereavement Leave 20

 Compassionate Care Leave 21

 Critical Illness Leave 22

 Crime-Related Child Death or Disappearance Leave 24

 Reservist Leave 26

 Family Violence Leave 27

 Communicable Disease Emergency Leave 29

Termination of Employment

 Notice Period 31

 Termination without Notice 32

 Termination and Pay 33

 Group Termination 33

Employment of Children 35

Records 36

Last updated: April 2024

Newfoundland and Labrador - Labour Standards

Introduction

The Labour Standards Act (the Act) is designed to provide fundamental protection to individual

workers and create a “level playing field” for employers in the labour market by establishing standard

employment practices. The Labour Standards Act requires all employers establish conditions of

employment that meet at least the legislated minimum standards in areas such as hours of work,

minimum wage, leave entitlements, termination of employment, paid public holidays, vacation, etc.

The minimum employment standards for the province of Newfoundland and Labrador are outlined in

this booklet.

This booklet answers some of the most commonly asked questions on the practical application of the

Labour Standards Act. It is meant as a ready reference for general information only. The reader is

encouraged to contact the Labour Standards Division, at any of the numbers listed at the back of this

booklet, for clarification on any of the topics presented or to ensure the content is current.

It is important to note the legislation does not prohibit terms and conditions of employment that are

more beneficial than those set out in the Act. If employer practices, or terms in a collective agreement

provide greater employment benefits, then those terms and conditions will govern the employment

relationship.

Readers should be aware that the Labour Standards Act applies only in circumstances where a

person is employed under a contract of service. This means the employer has the ability to control

and direct how the employee carries out their duties. The legislation requires, upon hire, every

employee receive a statement from their employer which outlines basic terms and conditions of

employment such as the hours of work, rate of pay, vacation entitlements and termination date, if

hired for a fixed term.

To review the Labour Standards Act please visit:

http://assembly.nl.ca/Legislation/sr/statutes/l02.htm

If you have any questions regarding how your personal information is collected or used, you may

contact the ATIPP Coordinator. A listing of all departmental coordinators and their contact information

can be found at: www.atipp.gov.nl.ca/info/coordinators.html

Newfoundland and Labrador - Labour Standards

Benefit Eligibility

The minimum standards of employment apply to all employees regardless of the number of hours

worked each week. The Labour Standards Act does not differentiate between full-time and part-time

employees; however, some of the provisions depend on the length of time an employee has been

employed with the same employer. Additional information on the benefits listed below can be found in

the respective sections of this booklet.

BENEFIT

QUALIFIERS

ENTITLEMENT

Paid Public Holidays

 New Year’s Day

 Good Friday

 Memorial/Canada

Day

 Labour Day

 Remembrance Day

 Christmas Day

If holiday worked

no qualifiers.

If holiday not worked

Employee must:

(a) have been employed for at least 30

days.

(b) work the scheduled shifts before and

after the holiday.

Pay at twice regular rate or another

day off with pay within 30 days or

additional vacation day – employee’s

choice.

Employee receives an average day’s

pay at their regular rate.

If a holiday falls on the employee’s

normal day off, they receive the next

work day off with pay or another day

which the employee and employer

agree on.

Vacation Pay

Employee must be employed for at least

5 days with the same employer.

Employees with 15 years of continuous

employment or more with the same

employer.

4% of gross income.

6% of gross income.

Vacation Pay to be paid within 1 week

of the termination of the employment

or the day immediately before

beginning vacation.

Vacation Time

Employed 12 months and worked 90% of

their regular hours in the preceding 12

months.

Employed 15 years continuous

employment with the same employer.

2 weeks annual vacation.

3 weeks annual vacation.

Sick/Family

Responsibility Leave

Employed by the same employer for at

least 30 days.

7 days unpaid leave per year.

Newfoundland and Labrador - Labour Standards

BENEFIT

QUALIFIERS

ENTITLEMENT

Pregnancy Leave

Employed at least 20 consecutive weeks

with the same employer.

Employee to give 2 weeks written notice

to the employer together with a medical

certificate from a medical practitioner or

nurse practitioner. Leave cannot start

earlier than 17 weeks before the

expected birth date.

17 weeks unpaid leave.

Employee to give employer at least 4

weeks written notice, if she intends to

return to work prior to the end of 17

weeks.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Parental Leave

Employed at least 20 consecutive weeks

with the same employer.

Where Pregnancy Leave is taken,

Parental Leave has to be taken

immediately after the Pregnancy Leave,

unless the child has yet to come into the

care/custody of the parent.

61 weeks unpaid leave.

Employee to give employer at least 4

weeks written notice, if they intend to

return to work prior to the end of

parental leave.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Adoption Leave

Employed at least 20 consecutive weeks

with the same employer.

Employee to give 2 weeks written notice

to employer of intent to take leave.

17 weeks unpaid leave.

Employee to give employer at least 4

weeks written notice, if they intend to

return to work prior to the end of 17

weeks.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Newfoundland and Labrador - Labour Standards

BENEFIT

QUALIFIERS

ENTITLEMENT

Bereavement Leave

On the death of the spouse, child,

grandchild, mother or father, brother or

sister, grandparent or mother-in-law,

father-in-law, sister-in-law, brother-in-

law, son-in-law, or daughter-in-law of the

employee.

Employed for at least 30 days with the

same employer.

Employed for less than 30 days with the

employer.

1 day off with pay and 2 days without

pay.

2 days without pay.

Compassionate Care

Leave

Employed at least 30 days with the same

employer.

Employee must provide a copy of a

medical certificate from a medical

practitioner or nurse practitioner

confirming a family member has serious

medical with a significant risk of death

within 26 weeks.

Employee must provide the employer

with at least 2 weeks written notice of the

intended amount and date leave will

begin, unless there is a valid reason why

that notice cannot be given.

Up to 28 weeks of unpaid leave to be

taken within 52 weeks to provide care

or support to a family member.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Critical Illness Leave

Employed by the same employer for at

least 30 days.

Employee must provide a copy of a

medical certificate from a medical

practitioner or nurse practitioner

confirming a critical illness which

requires care or support from the

employee.

Employee must provide the employer

with at least 2 weeks written notice of the

intended amount and date leave will

begin, unless there is a valid reason why

that notice cannot be given.

Up to 37 weeks of unpaid leave to

provide care or support for a critically

ill child.

Up to 17 weeks of unpaid leave to

provide care or support for a critically

ill adult.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Newfoundland and Labrador - Labour Standards

BENEFIT

QUALIFIERS

ENTITLEMENT

Crime-Related Child

Death or

Disappearance Leave

An employee who is a parent of a child

under the age of 18 who has

disappeared or died and it is probable,

considering the circumstances, that the

child disappeared or died as a result of a

crime under the federal Criminal Code.

Employee has not been charged with the

crime necessitating the leave.

Employed by the same employer for at

least 30 days.

Must provide reasonable verification of

the necessity of the leave as soon as

possible.

Employee must provide the employer

with at least 2 weeks written notice of the

intended amount and date leave will

begin, unless there is a valid reason why

that notice cannot be given.

Up to 52 weeks of unpaid leave in

relation to the disappearance of a

child and up to 104 weeks of unpaid

leave in relation to the death of a

child; however, the duration of the

leave must be limited to that which is

reasonably necessary in the

circumstances.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Reservist Leave

Is a member of the Canadian Forces

Reserves.

Has been employed in civilian

employment with same employer for at

least 6 consecutive months.

Is required to be absent from work for

Canadian Forces service.

Provides 60 days written notice (or less

in special circumstances) of the intended

date leave will begin and the anticipated

date service will end.

The employer has not been exempted by

the Director of Labour Standards from

having to provide the leave.

Unpaid leave for the required period

of Canadian Forces service.

Reinstated to employment terms and

conditions that are not less beneficial

than those that existed before the

leave began.

A second or additional unpaid service

leave may be granted, if a period of at

least 1 year has elapsed from the date

the employee returned to work from

the most recent service leave.

Newfoundland and Labrador - Labour Standards

BENEFIT

QUALIFIERS

ENTITLEMENT

Family Violence

Leave

Employed by the same employer for at

least 30 days.

Employee or a person to whom the

employee is a parent or caregiver has

been directly or indirectly subjected to, a

victim of, impacted or seriously affected

by family violence or has witnessed

family violence by:

 a person who is or has been a family

member

 a person who is or has been in an

intimate relationship or who is living or

has lived with the employee

 a person who is the parent of a child

with the employee

 a person who is or has been a

caregiver to the employee

 any other person who is a member of

a class of persons prescribed in the

regulations

May be required to provide reasonable

verification of the necessity of the leave.

3 days off with pay and 7 days without

pay in a year.

Employee receives an average day’s

pay at their regular rate.

Upon return to work, be placed in

same or similar position with same

duties, benefits and wages.

Communicable

Disease Emergency

Leave

 the employee is under individual

medical investigation, supervision

or treatment;

 the employee is acting in

accordance with an order under

the Public Health Protection and

Promotion Act;

 the employee is in isolation or

quarantine or is subject to a

control measure, including self-

isolation, and the quarantine,

isolation or control measure was

implemented as a result of

information or directions related

to a designated communicable

disease issued by the Chief

Medical Officer of Health or the

Government;

 the employee is under a direction

given by his or her employer in

response to a concern of the

employer that the employee may

expose other individuals in the

Newfoundland and Labrador - Labour Standards

workplace to a designated

communicable disease;

 the employee is providing care or

support to a qualifying individual

for a reason related to a

designated communicable

disease that concerns that

individual including a school or

child care service closure; and

 the employee is directly affected

by travel restrictions related to a

designated communicable

disease and, under the

circumstances cannot reasonably

be expected to travel back to the

province.

Notice of Termination

of Employment

(some exceptions

apply such as the

construction industry)

Employed with the same employer for:

Less than 3 months.

3 months or more but less than 2 years.

2 years or more but less than 5 years.

5 years or more but less than 10 years.

10 years or more but less than 15 years.

15 years or more.

No notice required.

1 week written notice or 1 weeks pay

in lieu of notice.

2 weeks written notice or 2 weeks pay

in lieu of notice.

3 weeks written notice or 3 weeks pay

in lieu of notice.

4 weeks written notice or 4 weeks pay

in lieu of notice.

6 weeks written notice or 6 weeks pay

in lieu of notice.

Newfoundland and Labrador - Labour Standards

Hours of Work

What is a work week?

A work week is a period of 7 continuous days used by the employer or, if the employer

doesn't designate a week, a period of 7 continuous days beginning after midnight on a

Saturday.

How many days can an employee be required to work each week?

Employees must be granted 24 consecutive hours off work in each week of

employment. Where possible, the day off should be a Sunday. There are exceptions in

the case of:

 employees in undertakings excluded by regulation (the present regulation

provides for the exclusion of employees covered by collective agreements,

employees employed in a remote area and crew members of ferry boats)

 employees of employers exempted under Section 22 of the Labour Standards

Act

 employees engaged in emergency work

How many hours a week can an employee work?

The regulation has set 40 hour as the “standard working hours” in a week. Time worked

in excess of 40 hours is overtime and these hours must be paid at the minimum

overtime rate.

Overtime provisions do not apply to agricultural employees.

How many hours a day (24 hour period) can an employee be required to work?

Except in the case of an emergency that constitutes an imminent hazard to life or

property, an employer shall permit an employee to take and an employee shall take not

less than 8 consecutive hours off work in each unbroken 24 hour period of employment.

These 8 hours are in addition to the breaks required during the work day.

If an employee reports for a previously scheduled 8 hour shift and finds the shift

cancelled, what payment are they entitled to receive?

If the employee reports for any shift of 3 hours or more and it is cancelled, they must

receive payment for at least 3 hours.

If an employee works 2 hours a day, what should they be paid?

An employee scheduled to work 2 hours must be paid for the 2 hours worked.

Newfoundland and Labrador - Labour Standards

If co-workers want to switch shifts, what impact may this have on overtime

payments?

If an employer approves a written request from 1 or more employees and this change

results in affected employee(s) working more than 40 hours in a week, the employer is

not required to pay overtime to the employees involved.

What happens if an employee is called in to work and is not required to work at

least 3 hours?

The employer shall either let the employee work at least 3 hours or pay the employee

for any unworked portion of the 3 hours at the minimum wage rate or the minimum

overtime wage rate, whichever is appropriate.

Overtime

When is overtime to be paid?

Overtime is to be paid when an employee works in excess of the standard working

hours which has been set as 40 hours per week.

Exemptions to overtime may be granted where:

 an employer approves a written request from 1 or more employees to switch

shifts

 an employee is employed in farming, raising of livestock, or as a live-in

housekeeper or baby-sitter where there is an arrangement for time off

Can overtime be banked?

An employee may receive 1½ hours of paid time off work for each hour of overtime

worked instead of overtime pay where:

 an employee and employer agree to do so

 the time off shall be taken within 3 months of the date the overtime is earned

unless the employer and employee agree to extend the time period

 payment or time off must be finalized within 12 months of the date the overtime is

earned

 if the employment ends before the time off is taken, the employer shall pay the

employee for all overtime hours worked within 7 days of termination

Newfoundland and Labrador - Labour Standards

Breaks

How many breaks or meal periods are employees entitled to receive?

Subject to some exceptions in the regulation, an employer shall permit an employee to

take an unbroken rest period of 1 hour following each consecutive 5 hours of

employment. Different rest periods may be established through a written

employer/employee contract or a collective agreement. Unless the employer maintains

the right of direction and control during a rest period, the employee does not have to be

paid for their break.

Meetings and Extra Duties

Are employees required to be paid for attending meetings or duties that cannot

be completed during their "normal" work day?

Employees are required to be paid for time they spend at the workplace at the

employer’s request.

Examples of when employees should be paid are:

 attending a meeting that may be scheduled before the work day begins or at the

end of the work day and requires mandatory attendance

 staying beyond the scheduled shift to conclude business such as closing cash,

general cleaning, locking up, etc.

 attending training required by the employer

Newfoundland and Labrador - Labour Standards

Wages and Tips

Wages

What is the current minimum wage?

The current minimum wage rate is $15.60 per hour.

Future adjustments to the minimum wage rate will be based on the annual Consumer

Price Index for Canada. The new rate will be announced annually by government on April

What is the minimum overtime wage rate?

The current minimum overtime wage rate is $23.40 per hour.

Future adjustments to the minimum overtime wage rate will be based on the annual

Consumer Price Index for Canada. The new rate will be announced annually by

government on April 1.

When should employees be paid?

The employer must pay an employee not less frequently than half monthly. All wages

owing must be paid within 7 days of the end of the pay period.

How is an employee to be paid?

The employer must pay the wages:

 at the place of employment during regular working hours

 at the employee's normal residence

 by mail

 personal delivery

 by direct deposit into the employee's bank account with the employee’s consent

The wage must be paid in a lawful Canadian currency or

 by cheque

 money order

 by direct deposit into the employee's bank account

Newfoundland and Labrador - Labour Standards

Deductions

What can be deducted from wages?

 Income Tax

 Canadian Pension Plan contributions

 Employment Insurance contributions

 Overpayment of wages

 Deductions for a group benefit plan in which the employee participates

 Savings plan deductions

 Overpayment on unused portions of travel advances

 Rental charges when the employee occupies the employer’s premises

 Sums deducted or withheld by court order

Can deductions be made from an employee's wages for cash shortages, bad

cheques, or charge cards?

The employer cannot deduct these charges from wages.

Can an employee be required to pay for uniforms?

An employer shall not require an employee to pay for a uniform where the uniform is

unique to the employer's business operation and is identified with the employer’s

operation (logo).

If an employee damages an employer's product, property, or has an outstanding

account with the employer, can the employer recover this loss by deducting from

the employee's wages?

No, if an employee owes the employer for any of the above, the employer would have to

take alternate measures to recover the sums owed.

Vacation Pay

Who gets vacation pay?

An employee who has been employed for 5 work days or more.

How is vacation pay calculated?

Vacation pay is calculated as 4% of gross wages, including commissions and overtime

for employees who have worked less than 15 continuous years with the same employer.

Vacation pay is calculated as 6% of gross earnings for employees with 15 years or

more of continuous employment with the same employer.

Newfoundland and Labrador - Labour Standards

When must an employee receive vacation pay?

At least 1 day before going on vacation or within one week of termination. Employers

also can pay vacation pay each pay period as long as the employee is advised and the

amount of vacation pay is indicated in the employer's payroll.

If an employee does not qualify for an annual vacation, there is still an entitlement to

vacation pay provided the employee has been employed by the employer for at least 5

work days.

An employee who qualifies for vacation pay must be paid the vacation pay within 1

week of the termination of employment.

Are there any deductions to be taken from vacation pay?

Vacation pay is subject to all statutory deductions for example:

 Employment Insurance contributions

 Income Tax

 Canada Pension Plan contributions

Tips or Gratuities

Does an employee have to share a tip with an employer, a manager or supervisor

of the employee or an employer's representative?

No, tips or gratuities are the property of the employee to whom or for whom they are

given.

Where a surcharge or other charge is paid instead of a tip or gratuity, does this

amount belong to the employee?

Yes, the amount paid shall be considered to be a tip or gratuity and is the property of

the employee to whom or for whom it is given.

Can an employer make deductions from a surcharge or other charge which is

paid instead of a tip or gratuity, or where the amount of the tip or gratuity is

itemized on the record of a credit card or debit card payment?

Yes, the employer may deduct for statutory deductions.

Newfoundland and Labrador - Labour Standards

Annual Vacation, Public Holidays and Other Leave

Annual Vacation

Who qualifies for annual vacation?

To qualify for an annual vacation, an employee must have been employed with the

employer for at least 12 continuous months and have worked at least 90% of the

available working hours.

How many weeks of vacation does an employee receive?

An employee with less than 15 years of continuous service with the same employer,

vacation time is 2 weeks per year.

An employee with 15 or more years of continuous service with the same employer,

vacation time is 3 weeks per year.

When can vacation be taken by an employee?

The employer shall give the employee at least 2 weeks written notice of when vacation

is to commence.

An employee who has less than 15 years of continuous employment with the same

employer is entitled to 2 weeks vacation.

The employee shall be permitted to take in either:

 1 unbroken 2 week period

 2 unbroken periods of 1 week

An employee who has 15 years or more of continuous employment with the same

employer is entitled to 3 weeks vacation.

The employee shall be permitted to take the vacation time in either

 1 unbroken period of 3 weeks

 2 unbroken periods of 2 weeks and 1 week respectively

 unbroken periods of 1 week

The employee must be permitted to take this vacation within 10 months of the time they

qualify for it.

Can the employer cancel an employee's vacation if it was previously agreed to?

The employer may cancel an employee's vacation. If the employer and employee agree

to the vacation in writing and the employer cancels the vacation they must compensate

the employee for reasonable expenses that cannot be recovered by the employee as a

result of the vacation being cancelled.

Newfoundland and Labrador - Labour Standards

Public Holidays

How many paid public holidays are there?

There are 6 public holidays throughout the year, they are:

 New Year’s Day

 Good Friday

 Memorial Day (Canada Day)

 Labour Day

 Remembrance Day

 Christmas Day

Additional days may be proclaimed by the Lieutenant Governor-in-Council.

Different holidays may be set by collective agreements in substitution for those days

designated under the Labour Standards Act.

If an employee works on a paid public holiday, what are they entitled to receive?

An employee who works on a paid public holiday is entitled to receive wages at twice

their regular rate for the hours worked on the holiday or an additional day off with pay

within 30 days or an additional vacation day. Employees do not have to meet any

qualifiers to receive this benefit.

What if the employee works a lesser number of hours on the paid public holiday

than they would normally have worked?

If an employee is required to work less hours on a paid public holiday than they would

normally work, the employer is required to pay the employee at their regular rate of pay

for the actual hours worked plus a regular day’s pay.

Is an employee entitled to pay on a paid public holiday if they do not work on the

paid holiday?

Yes, if an employee has been employed by the employer for at least 30 calendar days

prior to the paid holiday and works their scheduled shift before and after the paid

holiday. The employee is entitled to an average day's pay for the paid public holiday

even though no work was performed on the day.

How is an employee to be compensated if a public holiday falls on a day the

employee would normally be scheduled off work?

The employee shall not be required to work either on the first working day immediately

after the public holiday or another day mutually agreed to by the employee and

employer and this day shall be a paid day for the employee.

Newfoundland and Labrador - Labour Standards

How is the employee who works shifts of varying hours and who does not work

on the paid public holiday to be paid?

If an employee has been employed by the employer for at least 30 calendar days prior

to the paid holiday and works their scheduled shift before and after the paid holiday, the

employee is entitled to be paid for the paid public holiday.

To establish the rate at which the employee must be paid requires multiplying the

employee’s hourly rate of pay by the average number of hours worked in a day by the

employee in the 3 weeks immediately preceding the holiday.

Sick/Family Responsibility Leave

Who is entitled to sick/family responsibility leave?

An employee who has been employed with the same employer for a continuous period

of 30 days is entitled to 7 days unpaid sick or family responsibility leave in a year.

Does the employee have to provide a note to the employer for sick leave?

An employee must provide a note to their employer, signed by a medical practitioner or

nurse practitioner, if on sick leave for 3 consecutive days or more.

Does the employee have to provide a note to the employer for family

responsibility leave?

An employee must provide a written statement outlining the nature of the family

responsibility leave where the employee is absent from work for 3 consecutive days or

more.

Is an employer required to keep an employee’s information relating to sick/family

responsibility leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of sick/family

responsibility leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s sick/family responsibility leave with the consent of the employee.

Information may also be disclosed when required by the Labour Standards Act or other

legislation.

Newfoundland and Labrador - Labour Standards

Pregnancy Leave

Who is eligible for pregnancy leave?

A pregnant employee who has been employed by the same employer for at least 20

consecutive weeks.

How much notice of their intention to take pregnancy leave must an employee

give to their employer?

At least 2 weeks written notice must be given. As well, the employee must provide the

employer with a certificate from a medical practitioner or nurse practitioner stating the

estimated birth date.

How long can pregnancy leave last?

Up to 17 weeks of unpaid leave.

When does pregnancy leave begin?

Leave cannot start earlier than 17 weeks before the expected birth date.

What if the employee is forced to stop work because of miscarriage or still birth?

The employee is entitled to 17 weeks after the pregnancy leave began or 6 weeks after

the still birth or miscarriage, whichever is later.

Is written notice required if the employee wants to end pregnancy leave early or

does not intend to take parental leave?

Yes, 4 weeks written notice must be given before the employee returns to work.

What happens when the employee returns to work from pregnancy leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking pregnancy leave.

What effect does being on pregnancy leave have on an employee’s entitlements

under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on pregnancy

leave does not count with respect to the accumulation of time for the purposes of notice

of termination, vacation entitlement, or other benefits under the Act.

Is an employer required to keep an employee’s information relating to pregnancy

leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of pregnancy leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s pregnancy leave with the consent of the employee. Information may also

be disclosed when required by the Labour Standards Act or other legislation.

Newfoundland and Labrador - Labour Standards

Parental Leave

Who is eligible for parental leave?

An employee who has been employed by the same employer for at least 20 consecutive

weeks and who is the parent of a child.

Can an employee take pregnancy leave, go back to work for a time and then take

parental leave?

No. Where an employee takes pregnancy leave, the parental leave must begin when

the pregnancy leave ends, unless the child has not come into the care of the parent for

the first time.

How long can parental leave last?

Up to 61 weeks of unpaid leave.

How much notice of their intention to take parental leave does an employee have

to give their employer?

At least 2 weeks written notice must be given.

When does parental leave end?

61 weeks after it began or 96 weeks after the day the child is born or comes into the

care and custody of the parent for the first time.

Can an employee return to work before the end of their parental leave?

Yes, however, 4 weeks written notice has to be given to the employer before the

employee can return to work.

What happens when the employee returns to work from parental leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking parental leave.

What effect does being on parental leave have on an employee’s entitlements

under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on parental leave

does not count with respect to the accumulation of time for the purposes of notice of

termination, vacation entitlement, or other benefits under the Act.

Is an employer required to keep an employee’s information relating to parental

leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of parental leave.

Newfoundland and Labrador - Labour Standards

An employer or a person employed by an employer may disclose information relating to

an employee’s parental leave with the consent of the employee. Information may also

be disclosed when required by the Labour Standards Act or other legislation.

Adoption Leave

Who is eligible for adoption leave?

An employee who has been employed by the same employer for at least 20 consecutive

weeks.

How much notice of their intention to take adoption leave must an employee give

to their employer?

At least 2 weeks notice in writing or if the child comes into their custody sooner than

expected, written notice of having taken adoption leave within 2 weeks of having

stopped work.

How long can adoption leave last?

Up to 17 weeks of unpaid leave.

Are adoptive parents entitled to parental leave?

Adoptive parents are entitled to 61 weeks parental leave.

Can an employee return to work before the end of the 17 weeks?

Yes, however, 4 weeks written notice has to be given to the employer before the

employee can return to work.

What happens when the employee returns to work from adoption leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking adoption leave.

What effect does being on adoption leave have on an employee’s entitlements

under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on adoption leave

does not count with respect to the accumulation of time for the purposes of notice of

termination, vacation entitlement, or other benefits under the Act.

Is an employer required to keep an employee’s information relating to adoption

leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of adoption leave.

Newfoundland and Labrador - Labour Standards

An employer or a person employed by an employer may disclose information relating to

an employee’s adoption leave with the consent of the employee. Information may also

be disclosed when required by the Labour Standards Act or other legislation.

Bereavement Leave

Who is eligible for bereavement leave?

Bereavement leave must be provided to an employee in the event of the death of the

employee's:

 spouse

 child

 grandchild

 mother or father

 brother or sister

 mother-in-law or father -in-law

 grandparent

 sister-in-law or brother-in-law

 son-in-law or daughter-in-law

How many days of bereavement leave can an employee take?

An employee who has been employed with the same employer for at least 30 days shall

be given 3 days of bereavement leave consisting of 1 day paid leave and 2 days unpaid

leave.

If an employee has been employed for less than 30 days, the employee is entitled to 2

days of unpaid leave.

Is an employer required to keep an employee’s information relating to

bereavement leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of bereavement

leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s bereavement leave with the consent of the employee. Information may

also be disclosed when required by the Labour Standards Act or other legislation.

Newfoundland and Labrador - Labour Standards

Compassionate Care Leave

What is compassionate care leave?

Compassionate care leave enables an employee to receive up to 28 weeks of unpaid

leave to be taken within 52 weeks to provide care to a family member who has a serious

medical condition and a significant risk of death.

Who is eligible for compassionate care leave?

An employee who has been employed by the same employer for at least 30 days

qualifies for compassionate care leave.

For which family members can an employee take compassionate care leave?

An employee may take compassionate care leave to care for any of the following family

members of either the employee’s family or their spouses or co-habiting partner’s

family:

 child or step child

 wife, husband, cohabiting partner

 parent or step-parent

 siblings or step-siblings

 grandparents or step-grandparents

 grandchildren and their spouse or cohabiting partner

 “in-laws” either married or cohabiting

 aunts, uncles, nephews, nieces and their spouses or cohabiting partners

 current or former wards, and current or former guardians and their spouse or co-

habiting partner

Other than relatives or family members, are there other individuals for whom an

employee may take compassionate care leave?

Yes, an employee may take compassionate care leave to care for an individual not

related to them by blood, adoption, marriage, or cohabiting partnership, whom the

employee or the individual considers to be like a close relative.

How much notice of their intention to take compassionate care leave must an

employee give?

At least 2 weeks written notice is to be given to the employer before compassionate

care leave is to begin. This notice should indicate the length of leave intended to be

taken.

A medical certificate from a medical practitioner or nurse practitioner is to be provided

stating the family member has a serious medical condition with a significant risk of

death within 26 weeks from the date the certificate is issued, or the day the leave

began, if leave began before the certificate was issued.

Newfoundland and Labrador - Labour Standards

Must an employee give written notice to change compassionate care leave?

At least 2 weeks written notice is to be provided to the employer for any change to the

intended length of leave, unless there is a valid reason why notice cannot be given.

Does an employee have to take all 28 weeks at one time?

No, the leave may be broken up but it must be taken in minimum blocks of 1 week.

What happens when the employee returns to work from compassionate care

leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking compassionate care leave.

What effect does being on compassionate care leave have on an employee’s

entitlements under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on

compassionate care leave does not count with respect to the accumulation of time for

the purposes of notice of termination, vacation entitlement, or other benefits under the

Act.

Is an employer required to keep an employee’s information relating to

compassionate care leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of compassionate

care leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s compassionate care leave with the consent of the employee. Information

may also be disclosed when required by the Labour Standards Act or other legislation.

Critical Illness Leave

What is critical illness leave?

An unpaid leave of absence to provide care or support to a critically ill family member.

How long can critical illness leave last?

37 weeks to provide care or support to the critically ill child who is a family member;

however, the employee must limit the duration of the leave to that which is reasonably

necessary in the circumstances.

17 weeks to provide care or support to the critically ill adult who is a family member;

however, the employee must limit the duration of the leave to that which is reasonably

necessary in the circumstances.

Newfoundland and Labrador - Labour Standards

Who is eligible for critical illness leave?

An employee who has been employed by the same employer for at least 30 days

qualifies for critical illness leave.

For which family members can an employee take critical illness leave?

An employee may take critical illness leave to care for any of the following family

members of either the employee’s family or their spouses or cohabiting partner’s family:

 child or step child

 spouse or cohabiting partner

 parent or step-parent

 siblings or step-siblings

 grandparents or step-grandparents

 grandchildren and their spouse or cohabiting partner

 “in-laws” either married or cohabiting

 aunts, uncles, nephews, nieces and their spouses or common-law partners

 current or former wards, and current or former guardians and their spouse or

cohabiting partner

Other than relatives or family members, are there other individuals for whom an

employee may take critical illness leave?

Yes, an employee may take critical illness leave to care for an individual not related to

them by blood, adoption, marriage, or cohabiting partnership, whom the employee or

the individual considers to be like a close relative.

What must an employee provide to verify that they are entitled to take critical

illness leave?

An employee must provide the employer with a medical certificate from a medical

practitioner or nurse practitioner as soon as possible. The certificate must:

 state that the child or adult is critically ill and requires the care or support of the

employee

 set out the period during which the child or adult requires that care or support

Must an employee give notice before beginning critical illness leave?

Yes. An employee must give written notice to his or her employer at least 2 weeks

before they intend to take the leave, unless there is a valid reason why that notice

cannot be given. The employee must include the length of leave they intend to take.

What happens when the employee returns to work from critical illness leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking critical illness leave.

Newfoundland and Labrador - Labour Standards

What effect does being on critical illness leave have on an employee’s

entitlements under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on critical illness

leave does not count with respect to the accumulation of time for the purposes of notice

of termination, vacation entitlement, or other benefits under the Act.

Is an employer required to keep an employee’s information relating to critical

illness leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of critical illness

leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s critical illness leave with the consent of the employee. Information may

also be disclosed when required by the Labour Standards Act or other legislation.

Crime-Related Child Death or Disappearance Leave

What is crime-related child death or disappearance leave?

An unpaid leave of absence for the parent of a child who has disappeared or died and it

is probable, considering the circumstances that the child disappeared or died as a result

of a crime.

Who is eligible for crime-related child death or disappearance leave?

An employee who:

 is the parent of a child who has disappeared or died and it is probable,

considering the circumstances, that the child disappeared or died as a result of a

crime

 has been employed by the same employer for at least 30 days

An employee does not qualify if they are charged with the crime necessitating that leave

of absence.

Who is considered to be a parent for the purpose of crime-related child death or

disappearance leave?

A parent is:

 a parent of a child

 the spouse or cohabitating partner of a parent of a child

 a person with whom a child has been placed for the purpose of adoption

 a foster parent of a child

Newfoundland and Labrador - Labour Standards

 a person who has the care or custody of a child, and is considered to be like a

close relative, whether or not that person is related to the child by blood or

adoption

How long can crime-related child death or disappearance leave last?

A parent may take up to 52 weeks in relation to the disappearance of a child and up to

104 weeks in relation to the death of a child; however, the employee must limit the

duration of the leave to that which is reasonably necessary in the circumstances.

What must an employee provide to their employer when taking crime-related child

death or disappearance leave?

An employee must provide the employer with reasonable verification of the necessity of

the leave as soon as possible.

Must an employee give notice before beginning crime-related child death or

disappearance leave?

Yes. An employee must give written notice to their employer at least 2 weeks before

they intend to take the leave, unless there is a valid reason why that notice cannot be

given. The employee must include the length of leave they intend to take.

What happens when the employee returns to work from crime-related child death

or disappearance leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking crime-related child death or

disappearance leave.

What effect does being on crime-related child death or disappearance leave have

on an employee’s entitlements under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on crime-related

child death or disappearance leave does not count with respect to the accumulation of

time for the purposes of notice of termination, vacation entitlement, or other benefits

under the Act.

Is an employer required to keep an employee’s information relating to crime-

related child death or disappearance leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of crime-related child

death or disappearance leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s crime-related child death or disappearance leave with the consent of the

employee. Information may also be disclosed when required by the Labour Standards

Act or other legislation.

Newfoundland and Labrador - Labour Standards

Reservist Leave

Who is eligible for reservist leave?

To qualify for the leave, an employee must:

 be a member of the reserves

 must have been employed by the employer for 6 consecutive months and

 must be required to be absent from work for the purpose of active deployment or

training for active deployment

How much notice of their intention to take reservist leave must an employee give

to their employer?

The employee must give 60 days written notice to the employer of their intention to take

the leave and of their intention to return to work, including in this notice the date the

leave is to begin and end.

In circumstances beyond the control of the employee, where the full 60 days notice

cannot be provided, the employee should give as much notice as is reasonably

practical.

Must an employee give written notice to extend reservist leave?

Notice requesting to extend the end date of the reservist leave must be in writing.

Failure to provide sufficient notice, changing the date the leave is to end, may result in a

2 week or 1 pay period delay in re-employment, whichever is longer.

How long can reservist leave last?

The leave is to cover the reservist’s period of service and may be extended beyond the

date agreed upon if required and provided that written notice is given to the employer at

least 2 weeks or 1 pay period, whichever is longer, before the end date is given.

How often can a reservist take this leave?

The employee can take additional reservist leave; however, the start date for each

additional period of service must be at least 1 year after the date that the employee

returned to work from the most recent reservist leave.

What happens when the employee returns to work from reservist leave?

Upon return to work an employee is to be placed in the same or similar position with

duties, benefits and wages they had prior to taking reservist leave.

Newfoundland and Labrador - Labour Standards

What effect does being on reservist leave have on an employee’s entitlements

under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on reservist leave

does not count with respect to the accumulation of time for the purposes of notice of

termination, vacation entitlement, or other benefits under the Act.

Does an employer have to hold the employees job?

Upon return to work an employee is to be placed in the same or similar position with the

same duties, benefits and wages that they had prior to taking reservist leave.

Can an employer refuse to grant reservist leave citing “Undue Hardship”?

This matter may be meditated by the Labour Standards Division. Contact the Division

for more information.

Is an employer required to keep an employee’s information relating to reservist

leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of reservist leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s reservist leave with the consent of the employee. Information may also

be disclosed when required by the Labour Standards Act or other legislation.

Family Violence Leave

What is family violence?

Family violence leave allows an employee time off from work to address issues arising

from family violence.

Family violence includes the following acts, against the employee or a person the

employee is a parent or caregiver, by a family member or someone the employee is or

has been in a relationship with:

 assault

 an intentional, reckless or threatened act or omission that causes bodily harm or

damage to property or causes a reasonable fear of bodily harm or damage to

property

 physical confinement

 sexual assault, sexual exploitation or sexual molestation or the threat of either

 conduct that causes someone to fear for his or her safety

 conduct that causes psychological or emotional harm or reasonable fear of that

harm to the individual or their child

 conduct that controls, exploits or limits an individual access to financial resources

Newfoundland and Labrador - Labour Standards

 the deprivation of food, clothing, medical attention, shelter, transportation or other

necessities of life

What can an employee use family violence leave for?

An employee can use family violence leave for either themselves or a person for whom

the employee is a parent or caregiver to seek and receive:

 medical attention, counselling or other services from a health professional for

physical, psychological or emotional harm or an injury or disability that is a result

of the family violence

 services provided by a transition house, a policing agency, the government of

Canada, the government of a province or municipality or any organization that

provides services to persons who have been directly or indirectly subjected to, a

victim of, impacted or seriously affected by family violence or have witnessed

family violence

 legal services or assistance including services or assistance with respect to his or

her participation in or the enforcement of a legal proceeding relating to or as a

result of the family violence

The employee can also use family violence leave to move his or her place of residence.

Who is eligible for family violence leave?

An employee who has been employed with the same employer for 30 days and where

the employee or a person to whom the employee is a parent or caregiver has been

directly or indirectly subjected to family violence.

How many days of family violence leave can an employee take?

An employee can use 3 days of paid leave and 7 days unpaid leave in a year for family

violence.

Does an employee have to give notice before beginning family violence leave?

Yes, an employee who intends to take family violence leave has to give written notice to

their employer. The notice should include the length of time being requested and be given

to the employer as soon as possible, before the leave is to begin, unless there is a valid

reason why the notice cannot be given.

What must an employee provide to verify that they are entitled to take family

violence leave?

An employee may be required to provide the employer with reasonable verification of

the necessity of the leave.

Can an employee be terminated because they take this leave?

No. Employers cannot terminate an employee for taking or requesting family violence

leave.

Newfoundland and Labrador - Labour Standards

What effect does being on family violence leave have on an employee’s

entitlements under the Labour Standards Act?

Unless the employer and employee agree otherwise, the period spent on family

violence leave does not count with respect to the accumulation of time for the purposes

of notice of termination, vacation entitlement, or other benefits under the Act.

Is an employer required to keep an employee’s information relating to family

violence leave confidential?

Yes, an employer or a person employed by an employer is required to keep confidential

all information that comes to their knowledge in the administration of family violence

leave.

An employer or a person employed by an employer may disclose information relating to

an employee’s family violence leave with the consent of the employee. Information may

also be disclosed when required by the Labour Standards Act or other legislation.

Communicable Disease Emergency Leave

Who is entitled to Communicable Disease Emergency Leave?

An employee is entitled to a leave of absence from employment without pay for the

following reasons related to a designated communicable disease:

 the employee is under individual medical investigation, supervision or treatment;

 the employee is acting in accordance with an order under the Public Health

Protection and Promotion Act;

 the employee is in isolation or quarantine or is subject to a control measure,

including self-isolation, and the quarantine, isolation or control measure was

implemented as a result of information or directions related to a designated

communicable disease issued by the Chief Medical Officer of Health or the

Government;

 the employee is under a direction given by his or her employer in response to a

concern of the employer that the employee may expose other individuals in the

workplace to a designated communicable disease;

 the employee is providing care or support to a qualifying individual for a reason

related to a designated communicable disease that concerns that individual

including a school or child care service closure; and

 the employee is directly affected by travel restrictions related to a designated

communicable disease and, under the circumstances cannot reasonably be

expected to travel back to the province.

Newfoundland and Labrador - Labour Standards

What must be provided to the employer to avail of Communicable Disease

Emergency Leave?

An employer may require an employee to provide reasonable evidence in the

circumstances that the employee is entitled to the leave, at a time that is reasonable in

the circumstances, but shall not require an employee to provide a certificate from a

medical practitioner or nurse practitioner as evidence.

For whom can an employee take communicable disease emergency leave to

provide care or support?

An employee is eligible for Communicable Disease Emergency Leave to provide care or

support for:

 the employee's spouse;

 a parent, step-parent or foster parent of the employee or the employee's spouse;

 a child, step-child or foster child of the employee or the employee's spouse;

 a child who is under legal guardianship of the employee or the employee's

spouse;

 a brother, step-brother, sister or step-sister of the employee;

 a grandparent, step-grandparent, grandchild or step-grandchild of the employee

or the employee's spouse;

 a brother-in-law, step-brother-in-law, sister-in-law or step-sister-in-law of the

employee; and

 a son-in-law or daughter-in-law of the employee or the employee's spouse.

Newfoundland and Labrador - Labour Standards

Termination of Employment

Notice Period

Does notice of termination of employment have to be given in writing?

Yes, the notice of termination has to be in writing if an employee has been employed for

3 months or more.

What is the period of written notice that has to be given by the employer and the

employee?

The period of notice to be given by either the employer or employee is based on

continuous years of service:

Period of employment

Amount of advance written notice

required

Less than 3 months

none

3 months up to 2 years

1 week

2 years but less than 5 years

2 weeks

5 years but less than 10 years

3 weeks

10 years but less than 15 years

4 weeks

15 or more years

6 weeks

May the vacation period form part of the notice period?

Unless both parties agree, the employer shall not require, nor shall the employee take

vacation as the notice period.

Is notice of termination required in the construction industry?

In some instances notice is not required in the construction industry.

Does notice have to be given if the employer is only temporarily laying off an

employee?

Yes, the same periods of advance written notice are required for termination of

employment and must be provided for any temporary layoff exceeding 1 week.

Newfoundland and Labrador - Labour Standards

Does the notice of termination provisions of the Labour Standards Act apply to

collective agreements and written contracts of service?

Yes, but only if the collective agreement or the written contract of service is silent on

notice, or if the period in the agreement or contract that is required to be given is not the

same for the employer and employee.

Termination Without Notice

Can an employee quit without giving the required notice?

There are circumstances when an employee can quit without giving notice but before an

employee takes action, they should contact the Labour Standards Division. Some

examples of circumstances that would justify an employee terminating employment

without notice are:

 If the employer has

o mistreated the employee

o acted in a manner that might endanger the health or wellbeing of the

employee

o breached a material condition in the contract of service that, in the opinion of

the Director, warrants notice not being given

 the employee allows the employer to keep wages in lieu of notice

 the person has been employed for less than 3 months

When may an employer terminate employment without giving notice?

Notice of termination is not required:

Where the employee

 has willfully refused to obey a lawful instruction of the employer

 committed misconduct

 has been so neglectful of duty that the interest of the employer is adversely

affected

 has breached a material condition of the contract of service that in the opinion of

the Director or the Labour Relations Board hearing a complaint, warrants

summary dismissal

 is employed for a firm non-renewable term or for a specific task where the term

or task does not exceed 12 months and termination doesn't occur before the term

or task is completed

 has been employed for less than 3 months

 is to be laid-off for a period of 1 week or less

Newfoundland and Labrador - Labour Standards

When may an employer terminate employment without giving notice? Continued

Where the employer

 pays the equivalent normal wages, including overtime earnings, in lieu of notice

(1 to 6 weeks pay, depending on the employee’s length of employment)

 has to terminate an employee’s employment as a result of an unforeseen

economic or climatic conditions beyond the foreseeable control of the employer,

or as a result of a major breakdown or destruction of plant machinery or

equipment

Termination and Pay

When must an employee whose employment has been terminated be paid any

wages they are owed?

Within 1 week from the date of termination, an employee must be paid:

 all wages and vacation pay owing

 pay in lieu of notice, if applicable

What is pay in lieu of notice?

Pay in lieu of notice is the payment of the employee's normal wages if the appropriate

written notice (depending on the employee's years of service) is not given upon

termination.

Can an employer withhold wages if an employee terminates employment without

notice?

If an employee does not provide proper written notice, the employer may with the

employee’s consent withhold the approved amount of wages in lieu of notice. If the

employee does not agree with the wages being withheld, either party can contact the

Labour Standards Division to have the matter addressed in accordance with the Act.

Group Termination

What is a group termination of employment?

A group termination of employment is the termination of the employment of 50 or more

employees in a 4 week period.

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Are notice requirements different for a group termination?

Yes, the Act requires written notice of termination be given to each employee. The

periods of notice are:

 8 weeks for 50 to less than 200 employees

 12 weeks for 200 to less than 500 employees

 16 weeks for 500 or more employees

Written notice must also be given to the Minister responsible for the Labour Standards

Act immediately after serving notice on the employees. In that notice, the Minister must

be made aware of the number of employees involved, the period of notice involved and

the reason for the mass termination of employment. If notice is not given to the Minister,

no action can be taken by the employer to terminate the services of those employees.

Although the employer provides a notice of intention to terminate the employees, the

employer must also give the written notice of termination within the specified time limits.

Newfoundland and Labrador - Labour Standards

Employment of Children

Does the Act allow the employment of children?

Yes; however, the Labour Standards Act places some restriction on the employment of

children under the age of 16.

What restrictions are imposed by the Act on employers who employ children?

An employer is prohibited from employing a child who is under the age of 16 in

employment that is: likely to be unwholesome or harmful to the child's health or normal

development, or if it is going to hamper the child's attendance at school.

Additionally, an employer shall not employ a child under 16 to work:

 for more than 8 hours a day

 for more than 3 hours on a school day

 on a day for a period that, when added to the time required for attendance at

school on that day, totals more than 8 hours

 between 10p.m. of 1 day and 7a.m. of the following day

 in circumstances that would prevent the child from obtaining a rest period of at

least 12 consecutive hours a day

 in occupations that are prescribed as hazardous

An employer shall not employ a child under age 14 unless the work is prescribed in the

regulations under the Act. Also, an employer shall not employ a child while a strike by

employees or a lockout of employees by the employer is in progress.

What is the employer required to do prior to employing a child?

Before employing a person under the age of 16, an employer must obtain the written

consent of the parent or guardian. This consent must be kept as part of the record of the

employment and the age of the child shall be specified in the written consent.

Newfoundland and Labrador - Labour Standards

Records

Are employers required to issue a statement of earnings each pay day?

Yes, and it should contain the following information:

 the start/end dates of the pay period

 the rates of wages and number of hours worked at each rate during the period

 the gross amount of wages earned for the pay period

 the amount and purpose of each deduction made from the gross wages

 the net amount of wages to which the employee is entitled for the pay period

 if applicable, the amount of vacation pay included in the wages for the pay period

What payroll records must be kept by an employer?

Every employer must keep payroll records for each employee showing the following:

 employee name

 employee address

 birth date of the employee

 date of the start of the employment and the dates of a temporary lay-off or

termination

 rates of wages

 number of hours worked in each day

 the amount paid showing all deductions made from wages paid

 the date of annual vacation and the amount of vacation pay paid

 the dates on which each 24 hour rest period is given

The employer is required to keep these records for a period of 4 years from the date of

the last entry.

All questions concerning Record of Employment (separation slip/lay-off slip) are to be

directed to the nearest Service Canada Centre at 1∙800∙622∙6232.

What is the employer required to keep on record if they are employing a child?

Before employing a person under the age of 16, an employer must obtain the written

consent of the parent or guardian. This consent must be kept as part of the record of the

employment and the age shall be specified in the written consent.

St. John’s Office

P.O. Box 8700

Confederation Building

St. John’s, NL, A1B 4J6

Telephone: 709∙729∙2742 / 2743

Fax: 709∙729∙3528

Corner Brook Office

P.O. Box 2006

1-3 Union Street

Corner Brook, NL, A2H 6J8

Telephone: 709∙637∙2364

Fax: 709∙637∙2931

Toll Free: 1∙877∙563∙1063

E-Mail: [email protected]

Web Site: https://www.gov.nl.ca/ecc/labour/nonunion/