With the election on the horizon, small business owners across Canada may find themselves wondering: what are my responsibilities when it comes to my employees and voting day?
The good news is that navigating election laws doesn’t have to be complicated. Understanding your role as an employer is not only a legal necessity but also a great opportunity to support civic engagement within your team.
Here’s what you need to know to stay compliant and supportive during election season.
Employees Are Legally Entitled to Time Off to Vote
Under the Canada Elections Act, every eligible voter must have three consecutive hours to cast their vote on election day. This doesn’t necessarily mean giving three hours off from their work shift—just ensuring that their schedule provides a window of three hours during polling hours when they’re not working.
For example:
- If polls are open from 9 a.m. to 9 p.m. and an employee works from 9 to 5, they already have a four-hour window (5 to 9) and don’t require time off.
- If an employee works from 11 to 7, they don’t have a three-hour block to vote. In that case, you must adjust their shift to comply either by starting later, finishing earlier, or providing time off during the day.
You Decide When the Time Off Happens
While employees are entitled to voting time, you as the employer decide when they can take it, provided it gives them the necessary three-hour window. This flexibility allows you to manage workflow and minimize disruptions while still meeting your legal obligations.
Planning ahead can make this even smoother. Consider creating a simple schedule or plan to accommodate voting time without affecting productivity.
Early Voting Options Can Help Everyone
Voting doesn’t have to wait until election day. Encourage your team to explore options like:
- Advance polls
- Voting by mail
- Voting at Elections Canada offices
Each of these comes with its own deadline, so it’s important to remind employees to plan ahead. Sharing the Elections Canada Ways to Vote page is a helpful and easy way to support informed decision-making.
You Cannot Deduct Pay for Voting Time
If you adjust an employee’s schedule to allow them time off to vote, that time must be paid. Employers cannot dock pay or penalize employees in any way for exercising their right to vote.
Support Voting as a Workplace Value
Beyond legal compliance, supporting your team’s right to vote helps build trust and shows that your business cares about community and civic responsibility. Whether that means sending a reminder email, posting polling hours in the break room, or simply encouraging employees to plan ahead, small gestures go a long way.
Voting is a cornerstone of democracy, and as a small business owner, you play a key role in helping your employees exercise that right. With a bit of planning and awareness, you can ensure compliance with the law while creating a workplace culture that values participation and civic pride.