You can let government know about an employer who isn’t meeting minimum employment standards in one of 2 ways:
- an anonymous tip
- a formal complaint
All tips are reviewed, but priority is given to tips from vulnerable workers and those relating to chronically non-compliant employers.
Not all tips will be investigated or result in enforcement action.
How to make an anonymous tip
Step 1: Attempt to resolve the issue with the employer.
We encourage you to try to resolve the issue with the employer before submitting an anonymous tip or formal complaint.
Step 2: Review the employment standards rules.
The employment standards rules will help you understand laws regarding:
- unpaid wages
- unpaid overtime
- unpaid vacation pay
- unpaid general holiday pay
- youth employment
- foreign worker and temporary foreign worker employment
If your issue is not related to one of the topics listed above, do not submit an anonymous tip.
Step 3: Decide if you want to submit a formal complaint or anonymous tip.
You must choose either an anonymous tip or formal complaint. Don’t submit both for the same issue.
A formal complaint is filed by an employee against an employer. The employee’s name and contact information is associated with the complaint.
The only way to recover unpaid wages or other entitlements is through a formal complaint.
Learn more about how to file an employment standards complaint.
Anyone can submit an anonymous tip – it is not limited to employees.
People submitting a tip won’t have their name associated with it and won’t be informed of the status or any investigation findings.
Step 4: Use the following form to submit your anonymous tip.
Only submit one tip for an issue. Multiple submissions for the same issue are not accepted.
The information is used pursuant to section 33(c) and section 39(1)(a) of the Freedom of Information and Protection of Privacy Act.
Questions regarding the collection, use, or disclosure of this information, may be directed to the Employment Standards Contact Centre at 1-877-427-3731.
Disclaimer: The information on this website is provided for your personal or educational use only. It is not legal advice. In the event of any discrepancy between this information and legislation, the legislation is considered correct.