Termination Notice Calculator

Notice by Length of Service

Periods of work no more than 90 days apart are counted together.

Pay in Lieu of Notice

Pay in lieu is the wages for regular hours for each week of notice not given. If wages vary, the weekly figure is the average of wages for regular hours in the last 13 weeks the employee worked. Overtime, general holiday pay and vacation pay are left out. An employer may combine working notice and pay. Vacation and banked overtime cannot be forced into the notice period.

When Notice Is Not Owed

• Just cause
• A definite term or task of 12 months or less that ends
• Laid off after refusing reasonable alternative work
• Refused work available through a seniority system
• No work because of a strike or lockout
• On call and free to accept or refuse work
• A contract that cannot be performed for reasons beyond the employer's control
• Seasonal work ending at the end of the season
• Did not return within 7 days of a written recall from layoff
• Employed on a construction site, or in brush clearing for some utility work

When a Layoff Becomes a Termination

A layoff of more than 90 days within a 120-day period ends the employment, and termination pay is owed. This does not apply if, by agreement, the employer keeps paying wages or benefits, or a collective agreement gives recall rights.

Group Terminations

50 or more employees at one location within 4 weeks: the employer gives the Minister written notice at least 4 weeks ahead. Each employee still gets the individual notice above; the group notice adds no weeks for the employee.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Notice by Length of Service

British Columbia calls this compensation for length of service.

Pay in Lieu of Notice

The weekly amount is the regular wages earned in the last 8 weeks of normal or average hours, divided by 8. Overtime is left out, and weeks with no work, or with only vacation or statutory holiday pay, are skipped. This 8-week method applies to everyone, not only to varying hours.

When Notice Is Not Owed

• The employee quits, retires or is dismissed for just cause
• On call for temporary periods the employee can accept or refuse
• A definite term, or specific work of up to 12 months (unless the work continues 3 months or more past the end)
• A contract that cannot be performed because of an unforeseeable event (not bankruptcy or insolvency)
• Construction sites, for an employer whose main business is construction
• Refused reasonable alternative employment
• A teacher employed by a board of education

When a Layoff Becomes a Termination

A temporary layoff is up to 13 weeks in any 20 consecutive weeks. A longer layoff is a termination that started on the first day of the layoff. An employer may lay off only if the employment contract provides for it or the nature of the work implies it. Otherwise, any layoff is a termination.

Group Terminations

50 or more employees at one location within 2 months: 8 weeks for 50 to 100, 12 weeks for 101 to 300, 16 weeks for 301 or more. Notice goes to each employee, any union and the minister. Pay may replace this notice. This is in addition to the individual compensation above, so the calculator adds the two.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Notice by Length of Service

Pay in Lieu of Notice

Pay in lieu is the wages for regular hours for each week of notice. The Code does not say how to average varying hours. The Manitoba fact sheet uses the average regular weekly earnings over the last 6 months, without overtime or vacation pay. The calculator uses the last 26 weeks for those 6 months.

When Notice Is Not Owed

• Probation under a collective agreement, up to 1 year
• A fixed term ends, or a specific task of up to 12 months is done
• Employed in the construction industry
• Controls whether to accept work and is not penalized for refusing (temporary help workers have their own rules)
• A frustrated contract
• A strike or lockout, as set by regulation
• Just cause
• The employee gave written notice to quit or retire
• The business is sold and the employee is re-employed on equal terms

When a Layoff Becomes a Termination

A layoff of more than 8 weeks within 16 weeks is a termination, counted from the first day of the layoff. It is not a termination if, by agreement, the employer keeps paying wages or pension or insurance contributions, or if regular layoffs are normal in the business and the employee was told when hired.

Group Terminations

50 or more employees within 4 weeks: notice to the minister of 10 weeks for 50 to 100, 14 weeks for 101 to 299, 18 weeks for 300 or more. Each affected employee's notice is the same group period.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Where the Guidance Differs

The fact sheet lists any specific task as an exception. The Code limits that exception to a task of up to 12 months. We follow the Code.

Notice by Length of Service

The same notice applies to a termination or a layoff.

Pay in Lieu of Notice

Pay in lieu is what the employee would have earned in the notice period. A dismissal for cause must give the reasons in writing; without them, it is treated as a termination.

When Notice Is Not Owed

• Dismissed for cause, with written reasons
• A definite assignment of up to 12 months ends, or a fixed term ends (unless the work continues 3 months past the end)
• Retires under a bona fide retirement plan
• Construction work in the construction industry
• Normal seasonal reduction, closure or suspension
• Refused reasonable alternative employment
• For a layoff only: 6 days or less, or an unforeseen lack of work

When a Layoff Becomes a Termination

A layoff needs the same notice as a termination, except a layoff of 6 days or less or for an unforeseen lack of work. The law does not set a point at which a layoff becomes a termination.

Group Terminations

More than 10 employees who make up at least 25 percent of the workforce, within 4 weeks: at least 6 weeks' notice to the Minister, the employees and any union. A longer collective agreement period applies instead. The calculator gives each affected employee at least 6 weeks.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more. In New Brunswick, severance pay is a common law matter.

Points to Check with the Office

• Varying hours: the law does not say how to average them. The calculator uses the average regular weekly earnings over the last 13 weeks worked, without overtime. Check with the New Brunswick Employment Standards Branch.
• Layoffs: the law sets no point at which a layoff becomes a termination. The calculator treats a layoff that needs notice like a termination: give notice or pay first. Check with the New Brunswick Employment Standards Branch.

Notice by Length of Service

Seasonal workers with 2 or more seasons of at least 5 months each count as continuously employed. A collective agreement or written contract sets its own period instead, but only if the period is the same for the employer and the employee.

Pay in Lieu of Notice

Pay in lieu is the normal wages for the notice period. Normal wages include the overtime the employee might have earned, based on the overtime worked in the month before termination. Enter that usual weekly overtime separately.

When Notice Is Not Owed

• Wilful refusal of lawful instructions, misconduct, serious neglect of duty, or a material breach that warrants summary dismissal
• A layoff of 1 week or less
• A firm non-renewable term, or a task of up to 12 months, is completed
• Rejected reasonable alternative employment
• Reached retirement age under the employer's established practice
• Destruction or breakdown of equipment, or climatic or economic conditions beyond foreseeable control
• Employed in the construction industry

When a Layoff Becomes a Termination

A temporary layoff is up to 13 weeks in any 20 consecutive weeks; paid days do not count. A longer layoff is a termination that started on the first day of the layoff. A temporary layoff of more than 1 week needs the same written notice as a termination.

Group Terminations

50 or more employees within 4 weeks: written notice of intention to each employee of 8 weeks for 50 to 199, 12 weeks for 200 to 499, 16 weeks for 500 or more, plus notice to the minister. The employer keeps the employees on or pays normal wages for that period.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Points to Check with the Office

• Varying regular hours: the law sets the overtime part but not how to average varying regular hours. The calculator uses the average regular weekly earnings over the last 13 weeks worked, plus the usual weekly overtime. Check with the Labour Standards Division.
• Group terminations: the law does not say whether the group period and the individual period run together. The calculator adds them, which gives the higher figure. Check with the Labour Standards Division.

Notice by Length of Service

Periods of work no more than 90 days apart are counted together. Notice cannot run during the employee's annual vacation.

Pay in Lieu of Notice

Termination pay is the wages and benefits the employee would have had for usual hours of work in each week of notice.

When Notice Is Not Owed

• Just cause
• Refused reasonable alternative work
• Did not return within 7 days of a written recall from layoff
• Employed in the construction industry
• Seasonal or intermittent work of less than 180 days a year
• A definite term or task of up to 365 days that ends
• Works less than 25 hours a week

When a Layoff Becomes a Termination

A temporary layoff needs written notice with the expected return date and may not run more than 45 days in 60 consecutive days, unless an Employment Standards Officer extends it. A layoff without that notice is a termination. A longer layoff is a termination on the last day of the temporary layoff, and termination pay is owed.

Group Terminations

25 or more employees within 4 weeks: a copy of the notice goes to the Employment Standards Officer and any union, 4 weeks ahead for 25 to 49, 8 weeks for 50 to 99, 12 weeks for 100 to 299, 16 weeks for 300 or more. Individual notice is still owed and can run at the same time.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Where the Guidance Differs

The government's questions page says seasonal employees are not entitled to termination pay. The regulation limits that to seasonal or intermittent work of less than 180 days a year. We follow the regulation.

Points to Check with the Office

• Varying hours: the law uses usual hours of work and gives no averaging method. The calculator uses the average regular weekly earnings over the last 13 weeks worked. Check with the Northwest Territories Employment Standards Office.

Notice by Length of Service

The same notice applies to a discharge, a suspension or a layoff.

Pay in Lieu of Notice

Pay in lieu is the pay for a normal, non-overtime work week at the regular rate, for each week of notice, paid as a lump sum at termination.

When Notice Is Not Owed

• Wilful misconduct, disobedience or neglect of duty that the employer did not condone
• A definite term or task of up to 12 months (unless the work continues 3 months past the end)
• A layoff or suspension of 6 days or less
• Reasons beyond the employer's control, where the employer used due diligence
• Offered reasonable other employment
• Retirement age based on a bona fide occupational requirement
• Employed in the construction industry

When a Layoff Becomes a Termination

A layoff of more than 6 days needs notice. If a layoff without notice becomes a termination, pay is owed as if the employee was terminated without notice on the day of the layoff. The law does not set a fixed point when that happens.

Group Terminations

10 or more employees in an establishment within 4 weeks: 8 weeks for 10 to 99, 12 weeks for 100 to 299, 16 weeks for 300 or more. This replaces the individual period. The Minister must be told in writing.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Points to Check with the Office

• Varying hours: the law refers to a normal non-overtime week but gives no averaging method. The calculator uses the average regular weekly earnings over the last 13 weeks worked. Check with Nova Scotia Labour Standards.
• Layoffs: the law sets no fixed point at which a layoff becomes a termination. The calculator treats a layoff over 6 days like a termination: give notice or pay first. Check with Nova Scotia Labour Standards.

Notice by Length of Service

Periods of work no more than 90 days apart are counted together. Notice cannot run during the employee's annual leave.

Pay in Lieu of Notice

Termination pay is the wages and benefits for usual hours of work in each week of notice.

When Notice Is Not Owed

• Just cause
• Refused reasonable alternative work
• Did not return within 7 days of a written recall from layoff
• Employed in the construction industry
• Seasonal or intermittent work of less than 180 days a year
• A definite term or task of up to 365 days that ends
• Works less than 25 hours a week

When a Layoff Becomes a Termination

A temporary layoff needs written notice with the expected return date and is up to 45 days in 60 consecutive days, or longer if the employee is recalled within a time set by a Labour Standards Officer. A layoff without that notice is a termination. A longer layoff is a termination on the last day of the temporary layoff.

Group Terminations

25 or more employees within 4 weeks: written notice to the Labour Standards Officer of 4 weeks for 25 to 49, 8 weeks for 50 to 99, 12 weeks for 100 to 299, 16 weeks for 300 or more, in addition to individual notice.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Points to Check with the Office

• Varying hours: the law uses usual hours of work and gives no averaging method. The calculator uses the average regular weekly earnings over the last 13 weeks worked. Check with the Nunavut Labour Standards Office.

Notice by Length of Service

Service is counted to the day notice is given, or to the last day if no notice is given. Periods of employment no more than 13 weeks apart are counted together. Vacation cannot be part of the notice period unless the employee agrees.

Pay in Lieu of Notice

Termination pay is a lump sum of regular wages for a regular work week for each week of notice, and the employer must keep up benefit plan contributions for the period. With no regular work week, the weekly figure is the average regular wages for the weeks worked in the 12 weeks before termination. Vacation pay is earned on termination pay.

When Notice Is Not Owed

• A definite term or task (unless it ends early, runs past 12 months, or continues 3 months after the end)
• A temporary layoff
• Wilful misconduct, disobedience or wilful neglect of duty that is not trivial and was not condoned
• A frustrated contract (not because of illness or injury)
• Refused reasonable alternative employment, including through a seniority system
• Did not return from layoff within a reasonable time after a recall
• Terminated during or because of a strike or lockout
• A construction employee
• Retirement age under the employer's established practice, where that is lawful

When a Layoff Becomes a Termination

A temporary layoff is up to 13 weeks in any 20 consecutive weeks. It can run longer, but under 35 weeks in 52, if the employer keeps up substantial payments or benefit contributions, the employee gets supplementary unemployment benefits, or the employee is recalled within an approved or agreed time. Since November 27, 2025, a written agreement with the Director's approval can allow up to 52 weeks in 78. A week of layoff is a week in which the employee earns less than half the regular wages. A longer layoff is a termination on the first day of the layoff.

Group Terminations

50 or more employees at an establishment within 4 weeks: 8 weeks for 50 to 199, 12 weeks for 200 to 499, 16 weeks for 500 or more. This replaces the individual period. A form goes to the Director and is posted and given to employees. It does not apply if no more than 10 percent of employees with 3 months of service are affected and it is not a permanent closure of all or part of the business.

Severance Pay

Severance pay is owed in addition to notice or pay in lieu when all of these are true: the employee has 5 or more years of employment (all time with the employer counts, continuous or not), and either the employer's payroll is 2.5 million dollars or more, or the severance is one of 50 or more within 6 months because all or part of the business closed for good. The amount is the regular weekly wage times the completed years plus completed months divided by 12, to a maximum of 26 weeks. If notice was not given, the amount is worked out as if employment continued through the notice that was not given. Severance is not owed for wilful misconduct, a frustrated contract (with some exceptions), refusing reasonable alternative work, construction or on-site maintenance work, retirement on an unreduced pension that credits the lost service, or a closure caused by the economic effects of a strike.

Notice by Length of Service

The same notice applies to a termination or a layoff. If the employee keeps working 30 days or longer after the notice ends, the notice is no longer valid.

Pay in Lieu of Notice

Pay in lieu is the regular wages, without overtime, for the notice period. Vacation cannot count as notice.

When Notice Is Not Owed

• A definite task of up to 1 year
• A layoff of 6 consecutive days or less
• Offered other reasonable employment
• An unforeseeable reason beyond the employer's control
• Labour disputes, weather, or government action directly affecting the business
• Terminated for cause

When a Layoff Becomes a Termination

A layoff of more than 6 consecutive days needs the same notice as a termination. The law does not set a point at which a layoff becomes a termination.

Group Terminations

10 or more employees who are at least 25 percent of the workplace, within 2 months: at least 6 weeks' notice to each employee, any union and the Minister. The calculator gives each affected employee at least 6 weeks.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more. A contract or custom that gives more notice or pay is kept.

Where the Guidance Differs

The 2026 guide shows 8 weeks for more than 15 years. The Act gives 8 weeks at 15 years or longer, so an employee with exactly 15 years gets 8 weeks. The guide also says a month or more for notice that lapses; the Act says 30 days. We follow the Act.

Points to Check with the Office

• Varying hours: the law does not say how to set regular wages when hours vary. The calculator uses the average regular weekly earnings over the last 13 weeks worked. Check with the Employment Standards Branch.
• Layoffs: the law sets no point at which a layoff becomes a termination. The calculator treats a layoff over 6 days like a termination: give notice or pay first. Check with the Employment Standards Branch.

Notice by Length of Service

The same notice applies to a layoff or a termination. A break of 14 days or less does not interrupt service. Each step starts the day after the anniversary, so exactly 1 year still gets 1 week.

Pay in Lieu of Notice

Pay instead of notice is the normal weekly wages for the notice period. If wages vary, a normal week's wage is the average for the last 13 weeks worked, without overtime. Vacation and banked overtime cannot replace notice.

When Notice Is Not Owed

• Just cause
• A care provider who does not live in

When a Layoff Becomes a Termination

A layoff means more than 6 consecutive work days off, and it needs the same notice as a termination. Group notice is not needed for a layoff of 26 weeks or less.

Group Terminations

25 or more employees in a workplace, or in workplaces in one community, within 4 weeks: 4 weeks for 25 to 49, 8 weeks for 50 to 99, 12 weeks for 100 or more, to the Minister, each employee and any union. Individual notice is also owed; one notice can meet both if it is long enough. Group notice does not apply to employees who are on call and free to refuse work, employed for a definite term or a project with a foreseeable end, offered reasonable alternative work and refused it, let go in a normal seasonal reduction, laid off for 26 weeks or less, retired at the employer's established retirement age, or under a contract made impossible by an unforeseeable event.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Points to Check with the Office

• Layoffs: the law sets no point at which an individual layoff becomes a termination. The calculator treats a layoff like a termination: give notice or pay first. Check with Saskatchewan Employment Standards.
• Fixed-term contracts: no notice may be owed when a fixed-term contract ends on its set date, but the law does not say so for individual notice. The calculator still shows the notice amount. Check with Saskatchewan Employment Standards before relying on it.

Notice by Length of Service

Notice cannot run during the employee's annual vacation.

Pay in Lieu of Notice

Termination pay is the regular wages for normal hours of work for the notice period.

When Notice Is Not Owed

• The construction industry
• A seasonal or intermittent business operating less than 6 months a year
• Discharged for just cause
• The employee failed to follow the employment contract
• A contract that cannot be performed because of an unforeseeable event
• Refused reasonable alternative employment
• A project of up to 12 months is completed, or a set term ends (unless the employee works more than 1 month past it)
• Represented by a union, where the collective agreement governs

When a Layoff Becomes a Termination

A temporary layoff is up to 13 weeks in 20 consecutive weeks, or longer if the employee is recalled within a time set by the director. A longer layoff is a termination at the start of the layoff, and termination pay is owed.

Group Terminations

25 or more employees within 4 weeks: notice to the director of 4 weeks for 25 to 49, 8 weeks for 50 to 99, 12 weeks for 100 to 299, 16 weeks for 300 or more, in addition to individual notice. A group layoff of 50 or more also needs 4 weeks' notice to the director.

Severance Pay

There is no separate severance pay under the employment standards law here. Pay in lieu of notice is the only amount the law sets. The common law or a contract may give more.

Points to Check with the Office

• Varying hours: the law uses normal hours of work and gives no averaging method. The calculator uses the average regular weekly earnings over the last 13 weeks worked. Check with Yukon Employment Standards.

Notice by Length of Service

This applies to federally regulated employers, such as banks, airlines and interprovincial trucking.

Pay in Lieu of Notice

Pay in lieu is the regular rate of wages for regular hours. If hours vary, regular weekly hours are the hours worked, without overtime, in the 4 complete weeks before termination, divided by 4. A week with a general holiday, vacation or other absence is not a complete week. The employer must also give a written statement of wages, vacation pay, severance pay and other benefits.

When Notice Is Not Owed

• Dismissed for just cause
• A layoff that is not a termination under the regulations

When a Layoff Becomes a Termination

A layoff counts as a termination unless the regulations say otherwise. It is not a termination if it lasts 3 months or less. It can run longer without being a termination if the employer gave a written recall date within 6 months and recalls on time, keeps up agreed payments or pension or insurance contributions, or supplementary unemployment benefits apply, or a collective agreement keeps recall rights for up to 12 months. A layoff caused by a strike or lockout is not a termination.

Group Terminations

50 or more employees at an industrial establishment within 4 weeks: written notice at least 16 weeks ahead to the Labour Program, with copies to the Minister, the Employment Insurance Commission and the union or the employees. A joint planning committee is required. Individual notice and severance pay are still owed. Seasonal and on-call workers are not counted.

Severance Pay

Severance pay is owed in addition to notice or pay in lieu after 12 consecutive months of continuous employment, unless the dismissal is for just cause. The amount is the greater of 2 days' wages for each completed year, or 5 days' wages, at the regular rate for regular hours. The calculator uses one fifth of the regular weekly wage as a day's wages, which matches the regulation's 4-week method.

Points to Check with the Office

• Fixed-term contracts: no notice or severance may be owed when a fixed-term contract ends on its set date, but the Canada Labour Code does not say so. The calculator still shows notice and severance. Check with the Labour Program before relying on it.