Build a Alberta employee policy manual around your organization, workplaces, workforce and operating procedures.
Applicable policy modules are selected from the facts you provide. Legal-content updates are checked against official government or regulator sources and CanLII before an approved edition is published.
Policy modules available for Alberta organizations
Hours of Work & Overtime Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 2
Establishes rules for standard hours, daily and weekly overtime thresholds, rest periods, and overtime compensation in accordance with Alberta's Employment Standards Code.
Alberta requires overtime pay at 1.5× after 8 hours/day or 44 hours/week. A clear policy prevents costly miscalculations and ensures compliance with Alberta's unique daily overtime threshold.
- Standard hours: 8 hours/day, 44 hours/week
- Overtime rate: 1.5× regular pay after daily or weekly threshold
- Rest periods: minimum 30-minute break after 5 consecutive hours
- Averaging agreements permitted with employee consent
- Compressed work week arrangements allowed
- Records must be maintained for 3 years
Minimum Wage & Pay Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 1; Minimum Wage Order
Defines minimum wage obligations, pay frequency, deductions, and record-keeping requirements under Alberta's Employment Standards Code.
Alberta's general minimum wage remains $15.00 per hour and has not changed since October 2018. Employers must ensure proper pay practices, authorized deductions, and accurate payroll records aligned with the Employment Standards Code.
- General minimum wage: $15.00/hr
- Student minimum wage: $13.00/hr for employees under 18, but only for the first 28 hours worked in a week when school is in session; hours beyond 28 in a school week must be paid at the general minimum wage of $15.00/hr
- Pay statements required each pay period
- Deductions only as authorized by legislation or written consent
- Payroll records retained for at least 3 years
- Regular pay periods must not exceed one month
Vacation & Vacation Pay Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 5
Outlines vacation entitlements, vacation pay calculations, and scheduling requirements for Alberta employees.
Alberta law mandates 2 weeks (4%) vacation after 1 year and 3 weeks (6%) after 5 years of employment. A documented policy ensures proper accrual, scheduling, and payout of vacation entitlements.
- 2 weeks vacation (4% of earnings) after 1 year
- 3 weeks vacation (6% of earnings) after 5 years
- Vacation must be taken within 12 months of being earned
- Employer sets vacation schedule with reasonable notice
- Vacation pay owing on termination
- Vacation cannot be waived by agreement
General Holidays (Statutory Holidays) Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 4
Addresses the 9 Alberta statutory holidays, eligibility for general holiday pay, and premium pay for employees who work on a general holiday.
Alberta recognizes 9 general holidays. Employers must understand eligibility rules, averaging period calculations, and premium pay obligations to avoid underpayment.
- 9 general holidays: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day
- Eligible employees receive average daily wage
- Employees working on a general holiday earn 1.5× for hours worked plus holiday pay
- Employees must have worked 30+ days in the preceding 12 months to qualify
- Substitution agreements may be arranged in writing
- Part-time employees are eligible if they meet qualifying criteria
Termination of Employment Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 8
Establishes notice periods, termination pay, group termination requirements, and just cause provisions under Alberta's Employment Standards Code.
Alberta's termination notice scale (1–8 weeks based on service length) differs from other provinces. Proper documentation protects against wrongful dismissal claims and ensures legislative compliance.
- Notice required: 1 week (90 days–2 years), 2 weeks (2–4 years), 4 weeks (4–6 years), 5 weeks (6–8 years), 6 weeks (8–10 years), 8 weeks (10+ years)
- Termination pay in lieu of notice permitted
- No notice required during probationary period (first 90 days)
- Just cause termination requires documented evidence
- Group termination (50+ employees) requires additional notice to the Minister
- All outstanding wages and vacation pay due within 3 days of termination
Occupational Health & Safety Policy
Occupational Health and Safety Act, SA 2020, c. O-2.2
Defines workplace health and safety responsibilities, hazard identification, incident reporting, and compliance with Alberta's OHS Act.
Alberta's OHS Act imposes duties on employers, supervisors, and workers. The province's oil & gas, mining, and construction sectors face elevated risk, making a robust OHS policy essential.
- Joint Health and Safety Committee (JHSC) required at 20+ employees
- Health and safety representative required at 5–19 employees
- Hazard assessments must be conducted regularly
- Right to refuse unsafe work without reprisal
- Incident reporting obligations to OHS
- Employer must ensure adequate training, equipment, and supervision
- Violence and harassment prevention included under OHS
Workplace Harassment & Violence Prevention Policy
Occupational Health and Safety Act, SA 2020, c. O-2.2, Part 4
Establishes procedures for preventing and addressing workplace harassment and violence in compliance with Alberta's OHS Act.
Alberta's OHS Act requires employers to develop and implement harassment and violence prevention plans. Failure to comply can result in OHS orders, fines, and increased liability.
- Written harassment prevention plan required
- Covers physical violence, threats, bullying, and sexual harassment
- Investigation procedures must be documented
- Complainant and respondent rights protected
- Workers must report incidents; employers must investigate
- Training for all workers and supervisors
- Annual review of prevention plan recommended
Human Rights & Anti-Discrimination Policy
Alberta Human Rights Act, RSA 2000, c. A-25.5
Prohibits discrimination and harassment based on protected grounds and establishes accommodation obligations in the workplace.
The Alberta Human Rights Act protects employees from discrimination on grounds including race, colour, ancestry, place of origin, religious beliefs, gender, gender identity, gender expression, age, physical and mental disability, marital status, family status, source of income, and sexual orientation.
- Protection across 15 grounds of discrimination
- Duty to accommodate to the point of undue hardship
- Applies to recruitment, employment terms, and termination
- Complaints filed with the Alberta Human Rights Commission
- Employers must take reasonable steps to prevent discrimination
- Includes protection against reprisal for filing complaints
Privacy & Personal Information Policy
Access to Information Act (ATIA) & Protection of Privacy Act (POPA), effective June 11, 2025; Personal Information Protection Act (PIPA), SA 2003, c. P-6.5
Governs the collection, use, disclosure, and protection of employee personal information under Alberta's privacy legislation. As of June 11, 2025, Alberta replaced FOIP with the Access to Information Act (ATIA) and Protection of Privacy Act (POPA) for public bodies.
Alberta has both ATIA/POPA (for public bodies, replacing the former FOIP Act) and PIPA (for private sector) — one of few provinces with its own private-sector privacy law. Employers must understand which regime applies and ensure compliance.
- ATIA/POPA applies to public bodies (replaced FOIP June 2025); PIPA applies to private-sector organizations
- Consent required for collection, use, and disclosure of personal information
- Employees have the right to access their personal information
- Information must be collected for a reasonable purpose
- Safeguards must protect personal information
- Breach notification requirements under PIPA
- Privacy impact assessments recommended for new systems
Maternity & Parental Leave Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 7
Outlines maternity and parental leave entitlements, eligibility requirements, and job protection provisions under Alberta's Employment Standards Code.
Alberta provides 16 weeks maternity leave and 62 weeks parental leave. Employers must ensure job-protected leave, proper notice handling, and compliance with reinstatement obligations.
- Maternity leave: up to 16 weeks (birth mothers)
- Parental leave: up to 62 weeks
- Combined maternity and parental leave may not exceed 78 weeks
- Employee must have 90 days of employment to qualify
- Written notice required at least 6 weeks before leave start
- Job protection: return to same or comparable position
- Benefits continuation during leave
Compassionate Care & Bereavement Leave Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 7.1
Defines compassionate care leave for employees caring for gravely ill family members and bereavement leave provisions.
Alberta provides 27 weeks of compassionate care leave and 3 days of bereavement leave. A clear policy ensures employees understand their entitlements and employers maintain compliance.
- Compassionate care leave: up to 27 weeks
- Requires medical certificate indicating serious medical condition with significant risk of death
- Bereavement leave: 3 days upon death of a family member
- Job protection guaranteed during leave
- 90 days of employment required to qualify
- Leave may be taken in one or more periods
Personal & Family Responsibility Leave Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 7.2
Addresses unpaid personal and family responsibility leave entitlements under Alberta's Employment Standards Code.
Alberta provides 5 days of unpaid personal and family responsibility leave per year. Employers need documented procedures for requesting and approving this leave.
- 5 days unpaid leave per calendar year
- For health of the employee, family care, or education-related responsibilities
- 90 days of employment required to qualify
- Employer may request reasonable verification
- Job protection during leave
- Cannot be carried over to next year
Domestic Violence Leave Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 7.3
Provides leave entitlements for employees affected by domestic violence, including protected time for safety planning, legal proceedings, and support services.
Alberta provides 10 days of domestic violence leave. Employers must understand their obligations to support affected employees while maintaining confidentiality.
- 10 days of leave per calendar year
- Applies to employees experiencing domestic violence
- Also covers employees whose dependent child is affected
- 90 days of employment required to qualify
- Confidentiality protections for affected employees
- Employer may request reasonable verification
- Job-protected leave
Critical Illness Leave Policy
Employment Standards Code RSA 2000, c. E-9, Part 2, Division 7.4
Outlines leave entitlements for employees caring for a critically ill family member, including both adult and child provisions.
Alberta provides up to 36 weeks of critical illness leave for care of a critically ill child and 16 weeks for a critically ill adult. Documented policies ensure proper administration.
- Up to 36 weeks for critically ill child
- Up to 16 weeks for critically ill adult
- Medical certificate required
- 90 days of employment required to qualify
- Job protection during leave period
- Leave may be shared among eligible family members
Workplace Accommodation & Return-to-Work Policy
Alberta Human Rights Act, RSA 2000, c. A-25.5; Workers' Compensation Act, RSA 2000, c. W-15
Establishes procedures for accommodating employees with disabilities, injuries, or medical conditions and managing return-to-work processes.
Alberta employers have a duty to accommodate under the Alberta Human Rights Act and obligations under the Workers' Compensation Act. A structured process reduces liability and supports employee retention.
- Duty to accommodate to the point of undue hardship
- Interactive process to identify appropriate accommodations
- Modified duties and gradual return-to-work programs
- Medical documentation requirements
- WCB claim management procedures
- Confidentiality of medical information
- Regular review of accommodation effectiveness
Record Keeping & Employment Documentation Policy
Employment Standards Code RSA 2000, c. E-9, Part 3
Defines employer obligations for maintaining employment records, payroll documentation, and compliance records as required by Alberta legislation.
Alberta requires employers to maintain employment records for at least 3 years. Proper record-keeping supports compliance audits, dispute resolution, and employment standards investigations.
- Employment records must be kept for 3 years after termination
- Records include hours worked, wages, deductions, and leave taken
- Pay statements required each pay period
- Records must be accessible for inspection by Employment Standards officers
- Electronic records permitted if printable
- Overtime and averaging agreement records required
Workplace Conduct & Discipline Policy
Employment Standards Code RSA 2000, c. E-9; Alberta Human Rights Act, RSA 2000, c. A-25.5
Establishes expectations for employee conduct, progressive discipline procedures, and documentation standards aligned with Alberta employment law.
Alberta's relatively employer-friendly framework still requires documented, consistent discipline processes. Progressive discipline protects against wrongful dismissal claims and supports just cause termination.
- Clear code of conduct expectations
- Progressive discipline: verbal warning, written warning, suspension, termination
- Documentation required at each stage
- Right to representation during disciplinary meetings
- Consistent application across all employees
- Just cause standards aligned with Alberta case law
The preview identifies the modules selected from the saved profile. Confirm the organization's facts and procedures before employee distribution.
Alberta Employment Law at a Glance
Minimum Wage
$15.00/hr
Unchanged since October 2018
Overtime Threshold
8 hrs/day or 44 hrs/wk
Paid at 1.5× regular rate
General Holidays
9 per year
Including Family Day & Remembrance Day
Vacation Entitlement
2–3 weeks
4% after 1 yr, 6% after 5 yrs
Employment Standards Code RSA 2000, c. E-9
Governs minimum wage, hours of work, overtime, vacation, holidays, leaves, and termination for most Alberta employees.
Occupational Health and Safety Act, SA 2020, c. O-2.2
Establishes workplace health and safety duties, hazard prevention, JHSC requirements, and right to refuse unsafe work.
Alberta Human Rights Act, RSA 2000, c. A-25.5
Prohibits discrimination in employment on protected grounds and requires duty to accommodate.
Access to Information Act (ATIA) & Protection of Privacy Act (POPA), effective June 11, 2025 (replaced FOIP)
Governs how public bodies collect, use, and disclose personal information. Replaced the former FOIP Act.
Personal Information Protection Act (PIPA), SA 2003, c. P-6.5
Alberta's private-sector privacy law governing collection, use, and disclosure of personal information by private organizations.
Workers' Compensation Act, RSA 2000, c. W-15
Provides for compensation and rehabilitation of workers injured on the job through the Workers' Compensation Board (WCB).
Labour Relations Code, RSA 2000, c. L-1
Governs collective bargaining, union certification, unfair labour practices, and strikes and lockouts.
Employment Standards Regulation, Alta Reg 14/1997
Provides detailed rules and exemptions supporting the Employment Standards Code, including industry-specific provisions.
OHS Code (Alberta Regulation 191/2021)
Technical rules and standards for workplace health and safety, covering hazard-specific requirements across industries.
Leave entitlements
- Maternity Leave: 16 weeks
- Parental Leave: 62 weeks
- Compassionate Care Leave: 27 weeks
- Personal & Family Responsibility Leave: 5 days/year (unpaid)
- Bereavement Leave: 3 days
- Critical Illness Leave (Child): 36 weeks
- Critical Illness Leave (Adult): 16 weeks
- Domestic Violence Leave: 10 days/year
- Long-Term Illness Leave: Up to 27 weeks per calendar year
- Reservist Leave: Duration of service
- Citizenship Ceremony Leave: Half-day
Most leaves require 90 days of continuous employment to qualify. Job protection applies during all statutory leaves. Leaves are generally unpaid but may align with federal EI benefits where applicable.
Frequently Asked Questions — Alberta Policy Manual
What is included in a Alberta policy manual?
The exact contents depend on the company profile, workforce, locations, industry and operating choices. The preview shows the policy modules selected for the organization before a download is used.
How is legal content reviewed?
Legal-content reviews use official government or regulator sources and CanLII. A detected change is not presented as approved content until the applicable wording and source record have been reviewed.
Does the service automatically publish every detected change?
No. Monitoring can identify a possible change, but customer-facing policy wording is updated only after the source, effective date, applicability and resulting wording have been reviewed.
How quickly can I preview a manual?
Timing depends on how much required company information has been completed. The dashboard saves profile progress and identifies the answers still needed before generation.
Where can I see current pricing and download allowances?
Use the Pricing page for current public plans. After sign-in, Account → Plan & Billing is the authoritative source for the account's price, covered jurisdictions, renewal date and download allowance.
Is the manual legal advice?
No. It is a customizable workplace-policy document and information service. Organizations should obtain qualified advice for unusual facts, disputes, collective agreements or legal questions requiring professional judgment.