Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Wage & Hour law in Greater Sudbury, Ontario, falls under the broader umbrella of Ontario and federal employment standards. These laws set the minimum requirements for how employers must pay employees, regulate working hours, overtime, rest periods, and address other compensation-related rights. The primary goal is to protect workers from exploitation and ensure fair pay for all. Whether you work full-time, part-time, or as a student, Wage & Hour regulations are designed to make the workplace fair and equitable throughout Greater Sudbury and the province.
Although many Wage & Hour issues can be resolved by referring to employment standards, there are situations where legal advice is crucial. You may need a lawyer if you experience any of the following:
A lawyer can assess your situation, explain your rights, and help you navigate complaints with your employer, the Ministry of Labour, or the courts if necessary.
Wage & Hour laws in Greater Sudbury are primarily governed by the Ontario Employment Standards Act, 2000 (ESA). Key aspects include:
Some workplaces may be governed by federal laws (such as banks or telecommunications), and specific collective agreements may provide additional protection for unionized workers.
As of October 2023, the minimum wage for most workers in Greater Sudbury and across Ontario is $16.55 per hour. There are different rates for students, liquor servers, and others.
Most employees earn 1.5 times their regular wage for hours worked over 44 in a week. Some jobs are exempt—check the ESA or get legal advice for your situation.
Employers can only make legal deductions (like taxes, CPP, and EI) or those you have agreed to in writing (such as benefit premiums). They cannot deduct amounts for breakage, cash shortages, or customer theft.
Start by raising the issue directly with your employer if possible. If unresolved, you can file a claim with the Ontario Ministry of Labour or consult a lawyer for guidance.
Most employees are entitled to a minimum of two weeks of vacation per year and vacation pay of at least 4% of gross earnings, increasing after five years of service.
If you qualify, you are entitled to “public holiday pay” for statutory holidays, even if you do not work on those days. Eligibility depends on your recent work history.
You are entitled to an unpaid 30-minute eating break for every five consecutive hours worked. Employers are not required to provide paid coffee or rest breaks.
Final pay, including all outstanding wages, vacation pay, and any other entitlements, must be provided no later than seven days after termination or on the next regular pay date.
No. Ontario’s equal pay provisions require that employees doing substantially the same work receive equal pay, regardless of their employment status.
Retaliation (reprisal) for exercising your legal rights is prohibited. If it happens, you can file a complaint with the Ministry of Labour or consult with a lawyer.
If you need more information or support regarding Wage & Hour matters in Greater Sudbury, consider these resources:
If you believe your Wage & Hour rights have been violated or if you have questions about your pay or hours, consider these steps:
Being informed about your rights is the first step in ensuring fair treatment at work. Professional legal assistance can help protect your interests and secure the compensation you’re entitled to.
