Power Outage at Work in Ontario: Pay & Your Rights

If the power goes out at work in Ontario, your employer doesn’t automatically have to pay you for the rest of your shift. However, you must be paid for hours worked, and you may be entitled to additional pay depending on the circumstances.

Whether you’re sent home, told to wait for the electricity to return or asked to work remotely, here’s what Ontario employment law says about power outages at work.

On This Page:

• Do You Get Paid During a Power Outage?
• Ontario’s Three-Hour Rule
• Waiting for Power to Return
• Working From Home
• Workplace Safety and Discipline
• Layoffs and Severance
• Frequently Asked Questions

Do You Get Paid During a Power Outage at Work in Ontario?

You must be paid for all hours worked, but you’re not automatically entitled to pay for hours lost because of a power outage.

Your entitlement depends on:

• Whether you had already started working
• Whether your employer required you to remain at work
• Whether the outage completely stopped your work
• Your employment contract and workplace policies

An unexpected outage that shuts down operations can be treated differently from an employer simply deciding to close early.

Does Ontario’s Three-Hour Rule Apply to Power Outages?

Sometimes. Ontario’s three-hour rule requires eligible employees who regularly work more than three hours a day to receive minimum pay if they report to work but are sent home after less than three hours.

However, the Employment Standards Act provides an exception when a power failure, storm, fire or similar event beyond the employer’s control causes work to stop completely.

Example: Power Outage Stops All Work

You work for 90 minutes before an unexpected power outage shuts down the workplace. Your employer sends everyone home because no further work can be performed.

You must be paid for the 90 minutes worked, but the three-hour minimum may not apply.

Example: Business Remains Open

A power outage affects customer traffic, but your employer can still provide work. You’re sent home after 90 minutes because business is slow.

The three-hour rule may still apply because the outage didn’t completely stop your work.

Do You Get Paid While Waiting for Power to Return?

Yes, if your employer requires you to remain at the workplace and wait for the power to return, that time is normally considered working time.

For example, if you’re told to stay for two hours until the electricity is restored, you would normally be paid for that waiting period.

Simply being on call at home is different. Whether that time is paid depends on your actual duties, restrictions and employment terms.

What if the Power Goes Out While You’re Working From Home?

If a power outage prevents you from working remotely, your employer may not have to pay you for the hours you can’t work.

However, you must still be paid for work performed, including alternative duties assigned during the outage.

If your employer requires you to remain available or relocate to another workplace, whether that time is compensable depends on what you’re required to do.

Can You Refuse to Work or Be Disciplined During a Power Outage?

A power outage doesn’t automatically give employees permission to leave work, but unsafe workplace conditions may give eligible workers the right to refuse dangerous work.

Under Ontario’s Occupational Health and Safety Act, employees have the right to refuse work where there’s a genuine safety concern, subject to the law’s requirements and exceptions.

If the lights, ventilation or essential safety equipment stop working, notify your employer immediately.

Leaving without permission when safe work remains available could lead to discipline. However, an employer’s response must account for the circumstances and applicable legal protections.

Can You Be Laid Off or Fired Because of a Power Outage?

Yes. A prolonged power outage may force an employer to suspend operations, temporarily lay off employees or permanently close a workplace.

However, an unexpected shutdown doesn’t automatically eliminate an employee’s Ontario severance pay rights.

For non-unionized employees in Ontario, a temporary layoff may amount to a constructive dismissal depending on the employment contract and circumstances. If your employment is terminated, you may also be entitled to compensation.

Depending on your age, length of service, position and other factors, severance can reach up to 24 months’ pay.

Learn more about temporary layoffs in Ontario and use our free Severance Pay Calculator to estimate what you could be owed.

Power Outage at Work: Frequently Asked Questions

Can My Employer Send Me Home Without Pay Because of a Power Outage?

Yes. If an unexpected power outage beyond the employer’s control completely stops your work, your employer may not have to pay you for the remaining scheduled hours. You must still be paid for time worked.

Does My Employer Have to Pay Me for Three Hours?

Not always. Ontario’s three-hour rule has an exception for power failures and similar events beyond the employer’s control that cause work to stop completely. If work could have continued, the minimum payment rule may still apply.

Do I Get Paid if the Power Goes Out Before My Shift?

If your employer tells you not to report to work before your shift begins, the three-hour reporting-pay rule doesn’t normally apply. Your employment contract or workplace policies may provide additional rights.

What if My Employer Makes Me Stay During a Power Outage?

If you’re required to remain at work and wait for power to return, that waiting time is normally paid working time.

What if a Storm Causes the Power Outage?

The same exception to Ontario’s three-hour rule can apply when storms beyond the employer’s control completely stop work. For broader weather-related issues, read our guide to employee rights during bad weather in Ontario.

Lost Pay or Your Job Because of a Power Outage?

If you’ve been denied wages, disciplined or fired following a workplace power outage, you may have legal options.

The Ontario employment lawyers at Samfiru Tumarkin LLP help non-unionized employees understand their workplace rights and recover compensation they’re legally owed.

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