Severance pay · Saskatchewan
Saskatchewan severance pay calculator.
What Saskatchewan law requires an employer to pay when it ends employment without cause, in dollars, and whether the package you were offered clears that minimum.
Saskatchewan sets a legal floor in the form of pay instead of notice: up to 8 weeks of pay, after more than 13 consecutive weeks of service. Saskatchewan’s page does not mention severance. It describes notice, or pay instead of notice, as the statutory entitlement.
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Statutory minimum
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Saskatchewan minimum notice and pay instead of notice
| Length of continuous service | Minimum notice, or pay in its place |
|---|---|
| 13 consecutive weeks or less | None |
| More than 13 weeks, up to 1 year | 1 week |
| More than 1 year, up to 3 years | 2 weeks |
| More than 3 years, up to 5 years | 4 weeks |
| More than 5 years, up to 10 years | 6 weeks |
| More than 10 years | 8 weeks |
How the pay is worked out
Pay instead of notice is the normal weekly wage. If wages vary, it is the average wage for the last 13 weeks worked, not including overtime.
Severance in Saskatchewan
Saskatchewan’s page does not mention severance. It describes notice, or pay instead of notice, as the statutory entitlement.
Outside Ontario and the federal jurisdiction, the statutory minimum is notice or pay in place of it. Anything above that comes from a contract or from a court. The amount of a court award is fact-specific and cannot be read off a table, so this page does not estimate it.
Near a threshold?
Provinces word their cut-offs differently (“more than”, “at least”, in days, weeks or months). This calculator uses completed months. If you are within a few days of a threshold, confirm the exact date with the employment standards office.
Source, checked 15 October 2026: Government of Saskatchewan — Individual layoff or termination.
Frequently asked questions
Is there a statutory severance pay in Saskatchewan?
Saskatchewan’s page does not mention severance. It describes notice, or pay instead of notice, as the statutory entitlement. What the law fixes is the minimum notice, or pay instead of notice in its place. That is the amount this page calculates.
How much is the minimum Saskatchewan owes me?
It depends on continuous service. After the qualifying period (more than 13 consecutive weeks) the minimum is shown in the table above, rising to a maximum of 8 weeks of pay. Enter your service and pay in the calculator for a dollar figure.
Can my employer offer less than this?
Not for a termination without cause. An employment contract can promise more than the statutory minimum but not less. If an offer is below the figure above, ask the province's employment standards office or a lawyer before signing.
Does a larger offer mean the offer is fair?
No. The statutory figure is a floor. Beyond it, courts in common-law provinces can award more under common law, which is not a formula and is not estimated here. Do not treat "above the minimum" as "fair" before getting advice.
Estimate only — not legal advice
This page estimates the statutory minimum from the province’s published employment standards guidance. It is not legal advice and not a determination of what you are owed. It does not model group terminations, temporary layoffs, fixed-term contracts, contractual terms, or common-law reasonable notice, any of which can change the answer. It stores nothing and sends nothing: the calculation runs in your browser.
For a binding answer, contact the province’s employment standards office or an employment lawyer. Do not sign a release without advice.