Daylight Saving Time & How It Affects Employee Pay

Daylight Saving Time is the practice of setting clocks forward by an hour during summer months to make optimum use of daylight. The clocks are set back again in Fall.

In 2024, Daylight Saving Time begins on March 10th at 2:00 am, when the clocks will go forward one hour.

The hour that is lost can be a cause of confusion for employees and employers. It raises the question of whether employees working overnight or early morning on Sunday are to be paid for the hour that they have been scheduled for but haven’t actually worked.

Here’s what employers need to know about paying employees working during the time change.

Pay for workers earning hourly wages

For hourly workers, a well-drafted contract should state that only hours worked will be considered for pay and overtime, and that work hours are subject to change according to service needs. With this type of contract, the employer is protected from paying employees for the extra hour when Daylight Saving Time begins.

Pay for workers on a salary

On the other hand, salaried workers would be paid their regular wages. Since their salary is a set annual amount, it doesn’t fluctuate based on their work hours. Salary workers are more likely to stay longer at work and leave early without it affecting their pay. Though they would work one hour less, their pay wouldn’t change. Likewise, when Daylight Saving Time ends in the fall, they wouldn’t be paid for the extra hour they would work then either.

Daylight Saving Time advice for employers

If employers want employees to make up for the extra hour and work longer, this should apply to all workers. Regardless of what the company policy is, it should be consistent. Workers should also be reminded of the upcoming time change, as those who are unaware might show up late to work on Sunday.

Do you need advice on scheduling shifts and paying employees during Daylight Saving Time?

Our HR experts can help. Speak with one of our knowledgeable advisors today to find out your employer obligations and to ensure your business is operating in compliance with your provincial Employment Standards legislation. Call us today: 1 (833) 247-3652