If an employer intends to terminate the employment of 50 or more employees at a single location within a 4-week period, the employer must give the Minister of Labour and Immigration written notice of at least 4 weeks.
If an employer is unable to do so, they can provide written notice as soon as reasonable in the circumstances.
Group notice to the employees is no longer required but employers must provide individual termination notices to affected employees.
Group termination notice is not required to temporarily lay off a group of employees. However, employers should be aware of the rules for temporary layoffs.
Exceptions to the rules
Group termination rules do not apply to seasonal labourers or to anyone employed for a definite term or task.
How to give notice
Employers subject to the group termination requirement must complete and submit a Notice to Minister of Group Terminations form (PDF, 204 KB).
Upon receiving it, Employment Standards will provide the employer with written acknowledgement of the notice.
Workforce adjustment services
Since 2004, the Government of Alberta has offered Workforce Adjustment Activities to companies planning closures or layoffs. After receiving a termination notice under section 137, Government of Alberta staff offer the employer information about programs and services available through the Government of Alberta and the Government of Canada. These services include working with employers and employees to develop presentations, workshops, referrals and other need-based responses.
Supports and services for employers include:
Supports and services for employees include:
How the law applies
Part 2, Division 8 of the Employment Standards Code provides the process required to terminate employment relationships, entitlements to termination notice and pay, temporary layoff and recall rights.
Division 8 also outlines circumstances in which an employer or an employee may not be required to provide termination notice under the Code.
Disclaimer: In the event of any discrepancy between this information and Alberta Employment Standards legislation, the legislation is considered correct.
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