This blog post is written by Myleen Sacro, Project Coordinator of the Bridging Legal Gaps Project at ActionDignity and is the intellectual property of ActionDignity. Unauthorized use and/or duplication of this material without express and written permission from ActionDignity is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to ActionDignity with appropriate and specific direction to the original content.
Before filing a formal complaint, Alberta’s Employment Standards encourages workers to take a few key steps to try to resolve the issue directly. Workers should first:
- Understand the rules: Review the Employment Standards Code to confirm whether a violation has occurred. Common issues include unpaid wages, missed overtime, or improper termination (Government of Alberta, n.d.-a).
- Talk to your employer: Many issues can be resolved through open communication. Clearly identify the problem (for example, missing pay or incorrect scheduling) and give the employer a chance to correct it (Government of Alberta, n.d.-a).
- Document everything: Keep detailed records of hours worked, pay stubs, employment contracts, and communications. These records will support any formal complaint or tip you may later file (Government of Alberta, n.d.-a).
If the issue remains unresolved, you can:
1.Make a Formal Complaint
Workers who believe their employer has violated Alberta’s Employment Standards Code, for example, through unpaid wages, improper termination, or lack of overtime pay, can file a formal complaint through the Alberta government’s online portal. Complaints must include identifying information and supporting documentation, such as pay records or work schedules. If the issue cannot be resolved informally, Employment Standards may conduct an investigation and issue enforcement orders. Both employees and employers have the right to appeal decisions (Government of Alberta, n.d.-a).
2.Submit an Anonymous Tip
If a worker fears retaliation or prefers not to disclose their identity, they can submit an anonymous tip instead. Anyone can file a tip, not just employees, and tips are reviewed to determine whether further inspection is warranted. However, anonymous tips do not guarantee investigation or recovery of unpaid earnings, and the tipster will not receive case updates (Government of Alberta, n.d.-b).
3.Appeal a Decision
If either the worker or employer disagrees with an Employment Standards decision, they can file an appeal. Appeals must be submitted according to the procedures and timelines outlined in the Employment Standards rules. The appeal process provides a review by a higher authority, ensuring fairness and accountability in enforcement decisions (Government of Alberta, n.d.-a).
Why Enforcement Matters
The story of the young racialized worker shows how easily labour standards can fail in practice. Alberta’s system still depends heavily on workers filing complaints, which leaves many, especially newcomers, youth, and racialized employees, without timely recourse.
While the province has made small steps, like passing Bill 210 (Protecting Workers’ Tips Act) to prevent employers from keeping tips (Cassels Brock LLP, 2024), wage theft and unpaid work remain widespread.
According to the data, Alberta’s labour enforcement needs more proactive inspections, stiffer penalties, and multilingual education so workers know their rights and feel safe asserting them.
Final Thoughts
No one should have to chase a missing paycheque across town or wonder if their cheque will clear. Alberta’s laws are clear: employers must pay workers fairly and on time. But rights only matter when they’re respected and enforced.
If you’re working in Alberta, take a few minutes to learn your rights. And if something feels off, such as missing hours, delayed pay, or intimidation, don’t stay silent. Reporting violations helps protect not just you, but every worker who comes after you.
Related blog: Workers’ Rights in Alberta – What you Should Know
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DISCLAIMER: The information provided in this presentation is for educational and informational purposes only and should not be construed as legal advice. All materials and information shared here are sourced from publicly available resources.