The Key Components to Setting Up Payroll: Part 5.9 – Personal Days

4 mins read

This article is written to provide you with a summary of what paid personal days are and how your company can administer them.

Canadian employers are not required to pay or offer their employees paid personal days by law. The Saskatchewan Employment Act does not have any legislation on personal days and does not deem them a job-protected leave. It is important to remember that Saskatchewan does have legislation relating to other leaves which provides protection against discriminatory action to employees who are absent from work due to family, service, medical, interpersonal violence, and so forth matters. We will discuss these in a future article series.

Paid Personal Days

In order to remain competitive in the market, many businesses are providing their employees with paid personal days. Since employment standards does not require businesses to provide this to employees, it is considered an added benefit to an employee’s Total Rewards (TR) package.

If you are interested in adding this benefit to your employee’s TR package, it is up to your discretion how many days are provided and how the guideline will be administered in your business. Just like any other benefit or guideline to your business, when developing a paid Personal Leave Guideline, make certain there is equity amongst all levels of the organization. This can be easily accomplished by ensuring:

    • The guideline’s regulations apply to all eligible employees
    • There are no exceptions to disciplinary actions with violations to the guideline
    • The guideline’s regulations do not segregate certain groups

Since there is no regulated number of paid personal days an employer is required to give, it is worth mentioning that most businesses provide up to 3 paid personal days annually, and in some instances up to 5 days!

Since employers are allowed to deviate from the minimum set forth by Employment Standards, it is crucial that any adjustments do not result in a reduction of any of the employee’s rights and meets or exceeds the minimum standard.

Now that you understand that there is no specific legislation around paid personal days and have been introduced to the additional benefit program, it is time to develop a Personal Leave Guideline for your company. We have included a downloadable template and example for you to use below.

The main purpose of having a Personal Leave Guideline implemented in your company is to provide clarification to the employees as to how these days are handled and administered, including company expectations.

Please stay tuned for the next part of this series when we discuss Flex Days.

Download the Setting Up Payroll: Part 5.9 – Personal Leave Guideline Template.

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Visit our Resource Library for all available downloads.

If you require assistance with any of the guides, forms or templates, please contact a BIG representative.

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