This page is dedicated to providing updates and resources for CUPE Local Unions in Saskatchewan during the COVID-19 outbreak to ensure members remain safe, take necessary precautions and have the support of their union. 


The Government of Saskatchewan declared a provincial State of Emergency on March 18, 2020 – giving the government broad powers to address the COVID-19 pandemic.

The following measures are effective immediately:


  • Mandatory Masking Indoor Public Spaces: Effective Friday, September 17, 2021, an interim province-wide mandatory masking order will be implemented for all indoor public spaces, including schools. Indoor public spaces are any enclosed space other than a private home or dwelling. This may include but is not exclusive to workplaces, retail locations, recreational venues, eating and dining establishments and professional buildings. “Indoor public spaces” includes those areas of a business or venue that are restricted to staff only (areas where there is no access for the public).


  • Proof of Vaccination: Effective October 1, 2021, a provincial requirement for proof of vaccination or negative test will be implemented for public access to a list of establishments, businesses and event venues that bring groups of people together. Information on applicable businesses as well as questions and answers about the proof of vaccination requirements are available here.


  • Mandatory Self-Isolation:
  • Anyone who tests positive for COVID-19 must self-isolate for 10 days after receiving a positive test result.
  • Close contacts of individuals who tested positive for COVID-19 will also be required to self-isolate for 14 days from the date of their last exposure if they are not fully vaccinated.
  • Fully vaccinated individuals identified as a close-contact of a positive case will not be required to self-isolate, but will be required to self-monitor and seek testing at the first sign of COVID-19 symptoms.


Click here for updates to current Public Health Orders.

Saskatchewan began implementing its five-phase Re-Open Plan, which will gradually and slowly lift selected restrictions related to the COVID-19 pandemic. The Plan became effective with Phase 1 on Monday, May 4, 2020; Phase 2 effective on May 19, 2020, Phase 3 effective on June 8, 2020 and Phase 4 – Part One effective on June 22, 2020; and Phase 4 – Part Two effective on June 29, 2020.


WHAT’S NEW:  All Temporary Wage Supplement Program phases provided by the provincial government have now closed. 


New Phase of Temporary Wage Supplement Program Introduced to Support Those Caring for Seniors

The new program was announced on November 18, 2020, and became effective on November 19, 2020, which provided eligible workers $400 a month for two months, regardless of income level, targeted to workers in long-term care facilities, personal care homes, integrated healthcare facilities (which include both long-term and short-term care) and for home care workers providing care to seniors in their own homes.

Application details, eligibility, and more program information published by the government was available at:

People with questions about this program may also email or call 1-800-667-6102 or 306-787-6645 in Regina.


The Government of Saskatchewan introduced a temporary wage supplement for lower income essential workers. The supplement consisted of a flat $400 per month benefit for up to 16 weeks (March 15 to July 4) for each eligible worker. The supplement was for workers helping Saskatchewan’s vulnerable citizens through the COVID-19 pandemic and who earn less than $2,500 per month and make less than $24.00 per hour at an eligible facility.

CUPE Saskatchewan developed a one-stop, one-page Quick Guide to assist CUPE Local Unions with informing members about this important temporary income support program and how to apply.


The direct link to the program:

Update to program effective June and July, 2020:

In June, the STWSP expansion included workers at unlicensed assisted living facilities and the owner/operator of an approved private-service home or unlicensed family child care home. It was also expanded to remove the low income criteria for those working at licensed personal care homes and designated special-care homes.

The wage supplement will be provided to only one eligible owner/operator of an approved private service home or unlicensed family child care home.

The expansion announced on July 30th removed the income criteria for those working at integrated health care facilities.

Applications were accepted until September 1, 2020.







Click for Information Resources from CUPE National
Income supports for workers during the Coronavirus pandemic (Updated October 25 2021)
Income supports for workers during the Coronavirus pandemic (Updated OCTOBER 7 2020)
Canada Emergency Response Benefit: Q&A (Updated: OCTOBER 5 2020)
General occupational guidelines for COVID-19
COVID-19 Fact Sheet
CUPE will be posting updates as they become available on the CUPE National website at:
WHAT'S NEW: Sector-Specific Guidelines Now Available to assist CUPE Local Unions
CUPE National Health and Safety staff have developed a series of sector-specific guidelines to assist CUPE Local Unions with implementing effective controls to prevent workplace exposure to the virus which causes COVID-19. These guideline documents are not considered final and are subject to amendment as new information about the nature of the disease and the best practices for infection prevention and control become available.
The following sector guidelines are available:
Child Care | Guideline Updated: June 10
Energy | Guideline Updated: June 10
Health Care and Long-Term Care | Guideline Updated: June 2
K-12 Education | Guideline Updated: June 2
Libraries | Guideline Updated June 2
Municipal | Guideline Updated June 2
Post-Secondary (Universities) | Guideline Updated June 2
Social Services (CBO Sector) | Guideline Updated: June 2


FAQ – Find the answer to frequently asked questions CUPE members may have in Saskatchewan. Click on the question to get the answer. 

Do I have to take Employment Insurance (EI) if I get laid off or can I use my vacation and banked time?
My employer is requiring me to use my vacation but I don’t want to – what happens?
What happens to my vacation hours? Do they just pay them out?
I work another job.The Employer is saying I need to make a choice between which one I keep?
Is the employer required to provide me with layoff notice as a result of the business closure?
Do I have to go to work if I feel unsafe?
My co-worker may have the coronavirus – what do I do?
I think I might have the virus – what do I do?
Do I still get paid if I am unable to come to work when the employer tells me to stay home but I’m not sick?
Can I just use all my sick time – even though I’m not sick?
If we have a collective agreement in place – don’t they have to follow it?
What are some of the income protections I keep hearing about?
How do I apply for E.I. or CERB?
Can I use my seniority to bump others? Can I transfer my seniority?
Can I apply for early retirement?
What happens if I need to stay home to take care of my kids? Do I need to use my vacation?
I am a casual working in group homes. Can I work in more than one home during the pandemic?
I have positions in long term care and a group home setting. Should I take a leave from one job so I don’t cross contaminate? Does my employer need to grant me a leave? Will it be paid?
Can the employer change my job duties or reassign me if my position is no longer needed?

/nm cope 342