End of employment in Canada

Notice periods in Canada vary depending on the length of employment and the laws of the specific province or territory where the employee and the employer are based. In general, the longer the employment relationship, the longer the notice period required (particularly for employers). We’ll provide some more details about different notice periods in Canada below.

Notice periods in Canada for federally regulated employers
Employers in federally regulated industries (e.g. banking, telecommunications, interprovincial transportation) must provide at least the following notice to their employees, depending on their length of service:

• 3 months–3 years of employment: 2 weeks.
  
• 3–4 years of employment: 3 weeks.
  
• 4–5 years of employment: 4 weeks.
  
• 5–6 years of employment: 5 weeks.
  
• 6–7 years of employment: 6 weeks.
  
• 7–8 years of employment: 7 weeks.
  
• Eight or more years of employment: 8 weeks.
  

These notice periods are set out in the Canada Labour Code. They don’t apply if the termination is for just cause. No notice is required for employees who have been engaged for less than three months.

Territorial and provincial notice periods in Canada

For non-federally regulated employers, statutory notice periods vary by region. For example, in Quebec, the Act Respecting Labour Standards sets out the following minimum notice periods:

• 3 months–1 year of employment: 1 week.
  
• 1–5 years of employment: 2 weeks.
  
• 5–10 years of employment: 4 weeks.
  
• 10 or more years of employment: 8 weeks​.
  

In British Columbia, the following notice periods apply:

• 3 months–1 year of employment: 1 week.
  
• 1–3 years of employment: 2 weeks.
  
• Three or more years of employment: 3 weeks plus one week for every additional year of employment (to a maximum of eight weeks).
  

These are just a few examples. Employers hiring in Canada should be sure to check the local requirements in their province or territory.

Notice periods in Canada for employees

Employees in Canada may or may not need to give notice to resign from their jobs. For example, there’s no statutory requirement for employees in federally regulated companies to give notice under the Canada Labour Act. However, employment contracts or collective agreements may stipulate specific notice periods (two weeks is common). In Ontario, the Employment Standards Act mandates that employees provide written notice of resignation as follows:​

• At least 1 week if employed for less than 2 years.
  
• At least 2 weeks if employed for 2 years or more.
  

In British Columbia, notice is not required. However, if an employee offers notice and the employer chooses to end the employment earlier, the employer must compensate the employee. Again, employers should check the requirements in their province or territory.

Severance pay in Canada

The requirements for severance pay also vary depending on the province or territory where the termination occurs. In general, severance pay is due when an employee is dismissed without cause after they have accrued a minimum length of service.

For example, the Canada Labour Code obliges federally‑regulated employers to pay severance to workers with at least 12 months of continuous service who are let go without cause. The amount they need to pay is the greater of:

• Two days’ wages at the employee’s regular rate of pay for each year of employment.
  
• Five days’ wages at the employee’s regular rate of pay.
  

This means that, for example, an employee who has been engaged for three years would be entitled to severance pay equal to six days’ wages.

Probationary periods in Canada

The use of probationary periods in Canada also varies by jurisdiction. Under the Canada Labour Code, the standard probationary period is three months, and several other territories and provinces match this standard. Employers should be sure to check the specific requirements in their jurisdiction.