Can an Employer Change Your Hours of Work in Ontario? What Employees Need to Know

If your employer has changed your schedule, cut your hours, or stopped putting you on the calendar, you’re not alone. Many Ontario employees experience unexpected shift changes — and they’re often unsure of their rights.

The key question is: Can an employer change your hours of work in Ontario?
In many cases, no — not without your consent. If the change is significant, it can even amount to constructive dismissal, which means you are owed full severance pay.

This guide explains what Ontario law actually says, when employers can make schedule changes, and what to do if your hours are cut.

Can An Employer Change Your Hours of Work in Ontario?

Your employer can make minor scheduling adjustments. But they can’t make major changes to your hours of work without your agreement. If a significant change is forced on you, it may be treated as constructive dismissal.

Examples of major changes include:

• Cutting your hours dramatically
• Moving you from daytime to overnight shifts
• Removing you from the schedule for long stretches
• Changing full-time hours to part-time
• Changing your shift times in a way that disrupts childcare or family responsibilities

Can Your Employer Cut Your Hours in Ontario?

Yes, an employer can cut your hours, but not in a way that fundamentally changes your job. A significant reduction in hours — especially without notice — can be constructive dismissal.

Examples of significant reductions:

• Going from 40 hours to 20 hours per week
• Losing full-time status
• Being scheduled for zero hours suddenly

Can My Employer Change My Hours Without My Consent in Ontario?

For small, occasional changes, consent is not required. But major changes require agreement.

You do not automatically consent just because you’ve worked the new schedule for a short time. Even if you try out the change temporarily, you may still be able to claim constructive dismissal if it harms you financially or professionally.

Can My Employer Cut My Hours Without Notice in Ontario?

Ontario’s Employment Standards Act (ESA) does not require advance notice for every scheduling change. However:

• Employers must provide notice if an employment contract, handbook, or policy requires it.
• Large, harmful changes to hours may breach your employment agreement and trigger severance.

Ontario Labour Laws: Scheduling Notice and Shift Changes

Ontario law does not require employers to give employees a specific amount of notice before changing a schedule. There is no mandatory “48-hour rule” for most workplaces.

But employers can’t:

• Make scheduling changes in bad faith
• Cut hours as punishment
• Drastically alter your hours without your agreement
• Reduce hours for discriminatory reasons

This is where the ESA and employment contract law overlap — the ESA sets minimum standards, but the common law prevents employers from unilaterally changing core terms of employment.

Shift Change Notice in Ontario

If your contract or workplace policy requires a certain amount of notice for shift changes, your employer must follow it.

Otherwise, the legal test is simple:

• Minor change? Usually allowed.
• Major change affecting your income or routine? Likely not allowed without consent.

Can an Employer Cancel Your Shift in Ontario?

Yes — but with limits.

An employer may cancel a shift, but if it happens often enough, leads to a major reduction in hours, or effectively stops you from working, this can become constructive dismissal.

How Much Notice is Required to Cancel a Shift in Ontario?

There is no specific ESA rule requiring advance notice to cancel a shift.

BUT employers may owe:

• Contractual notice, if your agreement says so
• Severance, if repeated cancellations amount to a fundamental change in your job

If your employer cancels shifts weekly or leaves you with no hours, your employment may have effectively ended.

Can an Employer Cut Your Hours as Punishment?

No. Cutting hours to discipline or pressure an employee is not legal. It is considered workplace retaliation in Ontario.

Examples of improper hour reductions:

• Cutting hours because you reported harassment
• Cutting hours after you asked about overtime
• Cutting hours due to pregnancy, medical issues, or childcare needs

Can an Employer Just Stop Scheduling You in Ontario?

If your employer stops scheduling you — or reduces you to zero hours — this can be treated as a termination.

Many employers try to avoid firing employees by simply removing them from the schedule. This is still a fundamental change to the job and may entitle you to full severance.

“Hours Cut at Work”: When It Becomes Constructive Dismissal

A reduction in hours becomes constructive dismissal when:

• Your income drops significantly
• Your full-time role becomes part-time
• Your job duties or shift patterns are fundamentally changed
• You are taken off the schedule for extended periods

Work Schedule Laws in Ontario: What’s Allowed, What’s Not

Ontario employers can:

• Change minor shift times
• Adjust weekly schedules
• Cancel shifts occasionally
• Make operational adjustments

Ontario employers can’t:

• Make significant changes without your consent
• Cut hours as discipline
• Reduce your hours for discriminatory reasons
• Change your schedule to force you to resign
• Convert full-time employees to part-time without agreement

What To Do If Your Employer Changes Your Hours of Work

Here are the steps employees in Ontario should take:

1. Document all changes (dates, hours removed, schedules).
2. Review your contract or offer letter for scheduling terms.
3. Ask your employer for written clarification on why the change was made.
4. Do not quit before getting legal advice — quitting can reduce severance.
5. Contact an employment lawyer if the change harms your income or status.

When Schedule Changes Trigger Severance Pay

You may be owed full severance pay in Ontario if:

• Your employer forces major schedule changes
• Your hours are cut significantly
• You are removed from the schedule entirely
• Your employer changes your shift permanently without consent
• You are pushed to resign

Many employees don’t realize that severance can reach up to 24 months’ pay depending on age, position, and years of service.

Speak To an Ontario Employment Lawyer About Schedule Changes

If your employer has changed your hours, cut your shifts, or stopped scheduling you, you may have strong legal options — and you may be owed significant severance.

A quick consultation with the Ontario employment lawyers at Samfiru Tumarkin LLP can help you understand your next steps before you respond to your employer.