Employers in Canada must provide employees with pay stubs, also called wage statements or pay statements, under applicable employment standards laws. These statements explain how your wages were calculated, what deductions were made and how much you’re being paid.

The exact requirements depend on your province or whether you work in a federally regulated industry. Here’s what Canadian employees need to know.

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Are Employers Required to Provide Pay Stubs in Canada?

Yes. Employers must provide wage statements to employees covered by the applicable employment standards laws, subject to certain exceptions.

A pay stub shows what you’ve earned and explains any money deducted from your wages.

Being paid by direct deposit doesn’t eliminate your employer’s obligation to provide a pay statement.

Pay stubs are important because they help employees identify missing wages, incorrect overtime payments and unauthorized deductions.

What Must Be Included on a Pay Stub in Canada?

Although requirements vary by jurisdiction, pay stubs commonly include:

  • Pay Period: The dates covered by your payment
  • Wage Rate: Your hourly rate, salary or other applicable rate
  • Hours Worked: Regular and overtime hours, where required
  • Gross Pay: Your earnings before deductions
  • Deductions: Amounts taken off your pay and the reasons for them
  • Net Pay: The amount you receive after deductions

Depending on the province, additional information may be required, including vacation pay, public holiday pay, overtime rates and other earnings.

Pay Stub Requirements in Ontario, Alberta and BC

Ontario Pay Stub Requirements

Under Ontario’s Employment Standards Act, employers must provide a wage statement on or before payday.

The statement must include the pay period, wage rate, gross wages, deductions and net pay. It must also explain how gross wages were calculated unless that information has already been provided separately.

Alberta Pay Stub Requirements

Alberta employers must provide a statement of earnings for each pay period.

It must show the pay period, regular and overtime hours, wage rates, earnings, deductions and other required payment details.

British Columbia Pay Stub Requirements

BC employers must provide employees with a wage statement every payday, including hours worked, wage rates, overtime, deductions, gross pay and net pay.

An exception applies when the wage statement would be exactly the same as the statement provided for the previous pay period.

Federally Regulated Employees

Employees in federally regulated workplaces, including banks and telecommunications companies, are covered by federal rules.

Under the Canada Labour Code, employers must provide a written pay statement when paying wages, showing the pay period, hours, wage rate, deductions and amount received, subject to applicable exemptions.

Can Your Employer Provide Electronic Pay Stubs?

Yes. Electronic pay stubs are permitted when the applicable legal requirements are met.

For example, Ontario allows wage statements by email if employees can make a paper copy. BC requires confidential electronic access through the workplace and a way to print the statement.

Employees should save copies of their pay statements, particularly if they’re leaving their job or may lose access to their employer’s payroll system.

What if Your Employer Won’t Give You Pay Stubs?

If your employer isn’t providing required pay stubs, you can ask for the missing statements and raise the issue with the appropriate employment standards authority.

Take these steps:

  1. Request your pay stubs in writing. Specify the pay periods you’re missing.
  2. Keep your records. Save bank deposits, schedules and communications about your wages.
  3. Check for missing pay. Compare your hours worked with the money received.
  4. Contact the employment standards authority. If the employer refuses to comply, you may be able to file a complaint.

What if Your Pay Stub Shows Incorrect Wages or Deductions?

Your employer can’t make deductions from your wages simply because they appear on your pay stub. Deductions must be permitted by applicable law or meet the relevant authorization requirements.

Common concerns include:

  • Missing regular wages or overtime pay
  • Incorrect vacation or public holiday pay
  • Unexplained deductions
  • Deductions for workplace mistakes, shortages or damaged equipment

If your employer has withheld wages, you may be entitled to recover the money owed.

? What does LTD mean on your pay stub? LTD usually refers to Long-Term Disability insurance premiums. Learn more in our guide to LTD deductions on Canadian pay stubs.

Pay Stub Requirements Canada: Frequently Asked Questions

Is it illegal for an employer not to provide pay stubs?

Failing to provide wage statements required by employment standards legislation can violate the law. The exact requirements and exceptions depend on the jurisdiction.

Does my employer have to give me a pay stub if I’m paid by direct deposit?

Yes, where wage-statement requirements apply. A bank deposit alone doesn’t replace the required information about wages and deductions.

Can my employer email my pay stub?

Yes, electronic wage statements are allowed in many Canadian workplaces, provided the employer meets the applicable access and recordkeeping requirements.

What if my pay stub doesn’t show overtime?

Check whether you’ve received the overtime pay you’re entitled to. If required overtime information or wages are missing, raise the issue with your employer and keep a record of your hours.

Can an employer deduct money from my pay without permission?

Some deductions, including required taxes and statutory contributions, don’t need your permission. Other deductions must meet the applicable legal rules, which may require written authorization.

Concerned About Missing Wages or Improper Deductions?

Your pay stub should help you understand exactly what you’re being paid. If your employer has withheld wages, made unauthorized deductions or taken action against you for raising concerns, you may have legal options.

Samfiru Tumarkin LLP helps non-unionized employees in Ontario, Alberta and British Columbia understand their workplace rights and address employment disputes.

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