On Monday, April 28, 2025, Canadians will return to the polls to elect a federal government. Pursuant to the Canada Elections Act (the “Act”), every Canadian citizen who is 18 years of age or older is entitled to three consecutive hours away from work while polls are open on election day in order to cast their vote.

Required Time Off from Work to Vote

Under the Act, voting hours in Ontario run from 9:30 a.m. to 9:30 p.m. If an employee’s work schedule does not allow for three consecutive hours to vote during that period, their employer must adjust the employee’s schedule to ensure they have at least three consecutive hours available to vote.

No Reduction in Pay

Employers are not permitted to deduct or reduce an employee’s pay or penalize them in any way for taking time off to vote. If an employee works fewer hours on election day as a result of their employer providing time-off to vote in accordance with the Act, they must still be compensated as if they had worked their full regular shift.

Exceptions

Some employers may be exempt from the requirement to provide the minimum three hours off work to vote. The Act includes an exception for businesses involved in transporting goods or passengers by land, water, or air. If an employee in such a business is working outside their polling district while operating a vehicle or vessel and granting the time off would disrupt the transportation service, the employer is not obligated to provide the minimum time off work for the employee to vote.

Unionized Employees

Employers with unionized staff should consult their collective agreements, as these may include provisions granting additional time off to vote beyond the three-hour minimum established by the Act.

Penalty for Non-Compliance

A violation of the requirement to provide three consecutive hours free from work without a deduction in pay may result in a fine of up to $2,000 or imprisonment for up to three months.

Political Expression in the Workplace

Today’s election, along with political concerns like the possible effects of tariffs on Canadian products, may spark more political conversations in the workplace. What may begin as minor disagreements can quickly escalate into intense arguments among employees. While political expression is not explicitly protected under Ontario’s Human Rights Code, employers should be aware that, depending on its content, manner of expression, and context, political speech could still constitute discrimination or harassment.

For more information on managing political expression in the workplace, read our blog for relevant considerations.