Your rights as an employee are generally protected under federal, territorial, or provincial legislation and via common law. Although many of these statutes serve a similar function by outlining the rights and responsibilities of employers and employees, the names and specifics of the legislation will vary by province/territory, so it is important to consult the relevant statutes for the province or territory in which you will be working.
Employees in Ontario are covered under the Employment Standards Act, SO 2000, c 41 (“Employment Standards Act”), which sets the minimum requirements for compensation, rest periods, holidays, termination notices, and severance pay. Nunavut’s Labour Standards Act, R.S.N.W.T. (Nu.) 1988, c. L-1, s. 2, Quebec’s Act Respecting Labour Standards, CQLR c N-1.1, and Manitoba’s Employment Standards Code, CCSM, c E110, represent the major employment legislation for those regions. If you are employed in the federal public sector or work for a Crown corporation, your employment relationship is generally dictated by federal legislation rather than provincial or territorial ones, and you should consult the Canada Labour Code, RSC 1985, c L2, or the Public Service Employment Act, SC 2003, c 22, ss 12, 13 as these govern instead of provincial/territorial legislation.
In addition to the statutes listed above, most provinces/territories have enacted human rights and occupational health and safety legislation that may provide additional protection. These acts are available online, and it is a good idea to familiarize yourself with them to ensure that your employer is complying with their legal responsibilities.
It is important to note that statutes like the Ontario Employment Standards Act often represent the minimum requirements employers must adhere to. With the assistance of an employment lawyer, you may be able to obtain additional compensation.