Hiring in Nunavut. Employment Law, Payroll & Compliance Guide for Canadian Employers

Nunavut, Canada’s youngest and most remote territory, presents a distinct set of challenges for employers, from its unique cultural landscape to its territorial employment legislation. With no road access to the rest of Canada, a primarily Indigenous population, and limited infrastructure, operating in Nunavut requires more than a generic HR strategy.

That’s where Bridgewater Talent Integration steps in. As your Employer of Record (EOR) in Nunavut, we help businesses expand into the North without the burden of incorporating locally. We manage everything from payroll and CRA remittances to local leave entitlements and WSCC registration, giving you a fully compliant employment solution that works in the Arctic.

Minimum Wage, Work Hours, and Overtime in Nunavut

Minimum Wage
(Effective April 1, 2024)

$16.00 / Hour
Applies to all employees, regardless of industry or age
Reviewed regularly and adjusted based on cost-of-living factors

Standard Hours of Work

8 hours per day
40 hours per week

Overtime Pay

Overtime begins after 8 hours in a day or 40 hours in a week, whichever threshold is met first
Overtime must be paid at 1.5x the employee’s regular wage

These overtime standards apply broadly and cannot be waived without a specific agreement that meets the Employment Standards Act requirements.

Break
Requirements

One 30 minute unpaid break after 5 consecutive hours
No statutory requirement for rest periods between shifts—these are typically handled via employment contracts.

Vacation Entitlements and Leave Requirements in Nunavut

Vacation Leave

After 1 year of employment:
2 weeks of vacation (4% vacation pay)
After 5 years of employment:
3 weeks of vacation (6% vacation pay)
Vacation must be taken within 10 months of being earned

Protected Leaves Include

Maternity Leave: Up to 17 weeks
Parental Leave:
Up to 63 weeks (can be taken consecutively with maternity leave)

Other protected leave types

Compassionate Care Leave
Bereavement Leave
Domestic Violence Leave
Family Responsibility Leave
Critical Illness Leave

Employers

Employers must ensure job protection for all qualifying leaves. Documentation may be requested, but denial of legally mandated leave is not permitted.

Termination and Notice Periods in Nunavut

When ending an employment relationship, employers must provide written notice or pay in lieu.
The length of notice is based on the employee's length of service.

Employer Notice Requirements

Service Duration	Required Notice
Less than 90 days	None
90 days - 3 years	1 Week
3 – 4 years	2 weeks
4 – 5 years	3 weeks
5 – 6 years	4 weeks
6 – 7 years	5 weeks
7 – 8 years	6 weeks
8 – 9 years	7 weeks
9+ years	8 weeks

Employee Notice

2 weeks if employed longer than 90 days

Terminations for Just Cause (e.g, serious misconduct, fraud) must be well-documented. Bridgewater helps ensure due process and proper record-keeping to reduce legal risk.

Nunavut Payroll Deductions & Remittance Responsibilities

Bridgewater TI provides full-service payroll administration, ensuring accurate deductions and timely remittances to the Canada Revenue Agency (CRA).

Required deductions include:

Canada Pension Plan (CPP)
Employment Insurance (EI)
Federal and Provincial Income Tax (via CRA)
Workers’ Safety and Compensation Commission (WSCC) premiums, based on your industry classification

Our system ensures that all deductions are correctly calculated and submitted in accordance with CRA and WSCC requirements, giving you peace of mind and a lot less paperwork.

Nunavut Statutory Holidays - What Employers Must Provide

Nunavut recognizes 9 statutory holidays:

New Year’s Day
Good Friday
Victoria Day
Canada Day
Nunavut Day (July 9) – unique to the territory
Civic Holiday
Labour Day
Thanksgiving Day
Christmas Day

Holiday Pay Rules

To qualify, employees must work their scheduled shift before and after the holiday
If worked on the holiday: employee receives 1.5x pay plus a paid day off, OR 2x pay
If not worked: receives regular holiday pay if eligibility requirements are met

Why Choose Bridgewater TI as Your EOR in Nunavut?

Managing employment in Nunavut is more than just sending a paycheck. You need a local partner who understands the nuances of territorial law, community expectations, and federal reporting.

Here’s what Bridgewater TI offers:

Hire in Nunavut without registering a business entity
Complete CRA and WSCC compliance
Contracts tailored to Nunavut’s legal requirements
Real-time leave tracking, termination support, and benefits administration
Expertise in remote workforce management for Arctic operations

Ready To Hire In Nunavut?

Schedule a 15-minute strategy call today to learn how Bridgewater can help you scale into Nunavut with zero stress: