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Wage & Hour law governs the relationship between employers and employees regarding pay, working hours, overtime, leaves, and workplace standards. In Stratford, Ontario, these laws aim to ensure that employees are compensated fairly for their work and receive proper breaks and overtime pay. Most wage and hour standards are regulated provincially under the Ontario Employment Standards Act, 2000 (ESA), but some specific workplaces or employees may be governed federally or have unique arrangements. Understanding your rights and obligations is essential to maintaining a fair and productive workplace environment.
Legal advice in the field of Wage & Hour is valuable if you are confronting issues such as unpaid wages, denied overtime, wrongful termination, misclassification as an independent contractor, or unclear employment terms. Situations such as disputes over last paycheques, incorrect deductions, persistent late payments, or being asked to work "off the clock" are common. Employers may also need help adhering to rapidly changing legislation, handling complaints, or designing compliant workplace policies. If you're unsure about your rights or need to resolve a disagreement without retaliation, consulting a lawyer ensures you’re protecting your interests under the law.
Stratford, Ontario is subject to the province's Employment Standards Act, 2000 (ESA). Major elements include:
There are exemptions and special rules for certain industries and job categories, so reviewing your specific situation is important.
As of 2024, the general minimum wage in Ontario is $16.55 per hour. Some exemptions or specialized rates may apply to students, liquor servers, or homeworkers.
Generally, the maximum is eight hours per day and 48 hours per week, unless you agree in writing to work more hours. Standard overtime rules apply beyond 44 hours per week.
Most employees are entitled to overtime pay at 1.5 times their regular rate for hours worked over 44 in a workweek. Some professions and managers are exempt.
Employees must receive at least one 30-minute eating break after five hours of work. There is no legal obligation for paid coffee breaks, but additional breaks may be given by employer policy.
Employers can only make deductions if they are legally required or authorized by a written agreement signed by you. Deductions for things like cash shortages or damage are generally not permitted unless you consent in writing and no customer was involved.
In Ontario, there are nine statutory public holidays. Eligible employees are entitled to take the day off and still be paid, or receive premium pay if they work the holiday.
First, raise the issue directly with your employer. If not resolved, you may file a claim with the Ontario Ministry of Labour or seek legal help to understand your options and protect against retaliation.
Being salaried does not automatically exempt you from overtime; what matters is your job duties. Most non-managerial, salaried employees are still eligible for overtime in Ontario.
Employers can change pay rates or schedules, but must provide advance notice and pay at least the minimum wage. Consistent, significant changes may count as constructive dismissal, entitling you to legal recourse.
You must receive all outstanding wages, including vacation pay, earned up to the separation date. Depending on your length of service and circumstances, you may also be entitled to termination pay or severance pay.
For more information or help, consider these resources:
If you believe your employment rights have been violated or simply want clarity on wage and hour rules in Stratford, Canada, here’s what to do next:
Understanding your rights is the first step. Professional advice ensures you are taking the right actions for your specific circumstances.
