Newfoundland and Labrador Labour Standards: A 2026 Employer Guide

Newfoundland and Labrador's Labour Standards Act (RSN 1990, c. L-2) sets the floor for employment conditions. As of April 1, 2025, the minimum wage is $16.35 , indexed annually to the Canada Consumer Price Index and rounded to the nearest $0.05. Employers should anticipate an increase to approximately $16.35 per hour effective April 1, 2026 , as confirmed by the provincial government. Hours of work and overtime: The standard work week is 40 hours . Hours beyond 40 in a week attract overtime at 1.5 times the employee's regular rate. By written agreement, an employer and employee may substitute 1.5 hours of paid time off for each overtime hour worked. Every employee is entitled to at least 24 consecutive hours of rest per week , preferably on Sunday. If called in to work, an employee must receive a minimum of 3 hours' pay . Vacation: After 15 continuous years with the same employer, employees earn 3 weeks (6% of gross earnings); otherwise the entitlement is 2 weeks (4%). public holidays include New Year's Day, Good Friday, Memorial Day (July 1), Labour Day, Thanksgiving, Remembrance Day, and Christmas Day, among others listed in the Act. Termination notice: The Act prescribes graduated notice periods based on length of service, ranging from one week (after three months of continuous service) up to two weeks or more for longer-tenured employees. Employers may provide pay in lieu of notice. Group termination provisions impose additional obligations when 50 or more employees are terminated within a four-week period. Full details are published in the Newfoundland and Labrador Labour Standards Act. Two significant pieces of legislation — Bill 82 and Bill 101 — amended the Labour Standards Act effective December 4, 2024 , introducing new unpaid job-protected leaves and expanding reservist protections. Employers must update policies accordingly. Long-Term Illness, Injury, or Organ Donation Leave: Up to 27 weeks unpaid leave within a 52-week period. Eligibility requires 30 days of continuous employment . Employees must provide 2 weeks' written notice and a medical certificate . Extended Leave for Illness Arising from a Criminal Offence: Up to 104 weeks unpaid leave within a 104-week period for employees who suffer illness or injury as a direct result of a criminal offence. Compassionate Care Leave remains at up to 28 weeks within a 52-week period for employees caring for a gravely ill family member. Reservist Leave (expanded): Extended to 24 months within a 60-month period; no limit applies during declared national emergencies. Eligibility reduced from 6 to 3 months continuous employment. Notice requirement reduced from 60 to 30 days . All leaves are job-protected : employers must reinstate the employee to the same or a comparable position upon return. Failure to comply may result in complaints to the Labour Standards Division and potential orders for compensation. Every NL employer with workers in the province must register with WorkplaceNL , the workers' compensation authority. For 2026, the maximum assessable earnings are set at $80,935 per worker . Employers in the construction sector should note the construction levy of $0.10 per $100 of assessable payroll . Premiums are calculated by industry classification and experience rating; employers must file annual payroll returns accurately and on time to avoid penalties (w workplacenl.ca). Occupational Health and Safety: Under the Occupational Health and Safety Act (SNL 2022, c. O-2.01), employers must maintain a safe workplace, establish joint health and safety committees where required, report serious incidents, and comply with applicable regulations. Details are available through the relevant government website. Employer Compliance Checklist: Review wage rates before April 1, 2026, and adjust payroll to meet the new indexed minimum wage once officially confirmed. Update leave policies to reflect the Bills 82 & 101 amendments — particularly the new long-term illness/injury leave and expanded reservist leave. Verify WorkplaceNL registration , confirm your industry rate group, and submit accurate payroll reports by the filing deadline. Post required notices — the Labour Standards Act requires employers to display a summary of employee rights in a conspicuous location. Maintain records — payroll, hours, overtime, and leave records must be kept for the periods prescribed by the Act.