Termination Pay in Alberta: Minimum Notice/Pay + Termination Letter Tips

Under Alberta's Employment Standards Code , the Alberta termination pay notice period an employer must provide depends entirely on the employee's length of service. Employers must give written termination notice, termination pay in lieu of notice, or a combination of both. No notice or pay is required if the employee has been employed for 90 days or less. Here is the complete statutory notice schedule, aligned with monitored government sources from the Alberta government's termination and lay-off page: More than 90 days but less than 2 years: 1 week 2 years but less than 4 years: 2 weeks 4 years but less than 6 years: 4 weeks 6 years but less than 8 years: 5 weeks 8 years but less than 10 years: 6 weeks 10 years or more: 8 weeks These are the minimum statutory requirements. Employment contracts, company policies, or common law principles may require longer notice periods. For a deeper comparison of statutory minimums versus common law entitlements, see our guide on Alberta severance vs common law . This guide applies to provincially regulated employers in Alberta . Federally regulated industries (banking, telecommunications, interprovincial transportation, etc.) fall under the Canada Labour Code and have different rules. The Alberta termination pay notice period table is the single most important reference for any employer ending an employment relationship. Let's break down each tier and what it means in practice. Tier 1: Employment of 90 Days or Less — No Notice Required If an employee has worked for you for 90 days or less, no termination notice and no termination pay are required under the Employment Standards Code . This effectively functions as a probationary threshold, though the Code does not use the word "probation." Employers should still document the termination in writing for their records. Tier 2: More Than 90 Days but Less Than 2 Years — 1 Week Once an employee passes the 90-day mark, they are entitled to a minimum of 1 week of written termination notice or 1 week of termination pay in lieu. This is the most common tier for newer employees and applies to a large portion of Alberta's workforce. Tier 3: 2 Years but Less Than 4 Years — 2 Weeks Employees who have been with the organization for at least 2 years but less than 4 years are entitled to 2 weeks of notice or pay. This is also the tier where many employers begin to consider whether additional common law notice may apply. Tier 4: 4 Years but Less Than 6 Years — 4 Weeks At the 4-year mark, the notice requirement jumps to 4 weeks. Note the jump from 2 weeks to 4 weeks — there is no 3-week tier in Alberta's legislation. Tier 5: 6 Years but Less Than 8 Years — 5 Weeks Employees with 6 or more years of service but less than 8 years are entitled to 5 weeks of notice or pay in lieu. Tier 6: 8 Years but Less Than 10 Years — 6 Weeks At the 8-year mark, the minimum notice increases to 6 weeks. Tier 7: 10 Years or More — 8 Weeks (Maximum Statutory Notice) The maximum statutory termination notice in Alberta is 8 weeks, which applies to employees with 10 or more years of service. There is no further increase beyond this point under the Employment Standards Code , regardless of how long the employee has worked for the employer. However, common law notice can be significantly higher — sometimes reaching 24 months or more for long-tenured, senior employees. Alberta's Employment Standards Code allows employers to provide written termination notice, termination pay instead of notice, or a combination of both. What Is Termination Pay in Lieu of Notice? Instead of requiring an employee to work through the statutory notice period, an employer may provide termination pay and end the employment immediately, or combine working notice with termination pay. For example, if an employee with 5 years of service is entitled to 4 weeks of notice, the employer can: Provide 4 weeks of working notice Provide termination pay instead of the full 4 weeks of notice Provide a combination of working notice and termination pay that totals the required minimum Important Rules During the Notice Period Under Alberta's employment standards rules, an employer cannot reduce earnings or any other terms or conditions of employment during the termination notice period. Employees also cannot be required to use certain entitlements during the notice period, subject to the exceptions stated by the Alberta government. In particular: Banked overtime cannot be required during the notice period, unless otherwise agreed in writing Vacation cannot be required during the notice period, unless the employer had already informed the employee in writing to take annual vacation before notice was given General holidays cannot be required when the employee has not taken the day off as a holiday If you want to explain how termination pay is calculated, that explanation should be tied to a current Alberta government source or the applicable legislation. One of the most common misconceptions among Alberta emp