Top 10 Contraventions in 2025 – Community Services & Hospitality
Top 10 Contraventions in 2025
Every year, Saskatchewan employers receive orders and contraventions for the same recurring health and safety issues.
The good news? Most of these gaps are preventable with the right systems, training, and awareness in place – and Service Hospitality can help you with that.
Below are the Top 10 health and safety contraventions identified in our industries during 2025. Notably, workplace violence appears twice on this year’s list — a reminder that violence prevention continues to be a major workplace safety concern.
1. Establishment of Committees – Saskatchewan Employment Act 3-22
Workplaces with 10 or more workers employed by the same employer are required to have an Occupational Health Committee (OHC). The committee must include worker and employer representatives, have at least two members, and meet at least once every three months.
In Practice: An effective OHC helps identify hazards, address safety concerns proactively, and support a stronger overall safety culture in the workplace.
Resources: Occupational Health and Safety Committees
Training: Make Your OHC Shine
2. Policy Statement on Violence and Prevention Plan – Saskatchewan Employment Act 3-21
Employers are required to develop and implement a written violence prevention policy and plan in consultation with the Occupational Health Committee (OHC), Health and Safety Representative, or workers. Employers must also ensure incidents of workplace violence are investigated.
In Practice: Violence prevention policies help establish clear reporting procedures, response expectations, and protective measures to better support worker safety in the workplace.
Resources: Violence Prevention
Training: Conflict Prevention & De-Escalation in Community Services/Hospitality
3. Duty of Employer to Provide Information – OHS Regulation 3-4
Employers are required to make The Saskatchewan Employment Act and The Occupational Health and Safety Regulations readily accessible to workers. This can include physical copies in a common area, such as a staff room, or digital copies available on a staff-accessible computer. Simply having a copy onsite is not enough if workers cannot easily access it.
In Practice: When workers have access to health and safety legislation, they are better equipped to understand their rights, responsibilities, and how to contribute to a safer workplace.
Resources: PDF of The Saskatchewan Employment Act and The Occupational Health and Safety Regulations
Training: Leadership & Safety – What Senior Leaders Must Know
4. Supervision of Work – OHS Regulation 3-6
Employers are required to ensure that all work is adequately and competently supervised. Supervisors must also have sufficient knowledge of applicable health and safety legislation, workplace safety procedures, emergency response requirements, and the responsibilities related to the workers under their direction.
In Practice: Supervisors play a critical role in workplace safety and may be held accountable when proper oversight, training, or enforcement of procedures is lacking.
Resources: Management Leadership and Organizational Commitment
Training: Leadership & Safety – What Senior Leaders Must Know
5. Frequency of Meetings – OHS Regulation 4-4
The OHC is required to hold its first meeting within two weeks of being established. The next three meetings must be held at intervals of no more than one month, followed by regular meetings at least once every three months.
In Practice: Regular OHC meetings help ensure safety concerns are discussed consistently and allow committees to effectively support inspections, incident investigations, and hazard identification in the workplace.
Resources: Occupational Health and Safety Committees
Training: Make Your OHC Shine
6. Eye Flushing Equipment – OHS Regulation 21-12
Employers must provide workers with appropriate eye-flushing equipment when they may be exposed to hazardous substances, including chemicals or hot fryer oil. Employers should also ensure stations are properly maintained, fully stocked, and that solutions are not expired.
In Practice: Quick access to eye-flushing equipment can make the difference between a minor incident and a permanent injury.
Resources: Hazardous Materials
Training: Hazard Assessment & Controls
7. Fire Safety Plans – OHS Regulation 25-2
Employers, contractors, or owners are required to take all reasonably practicable steps to prevent the outbreak of fire and to provide effective means to protect workers in the event of a fire. This includes developing and implementing a written fire safety plan that outlines how workers will be kept safe if a fire occurs.
In Practice: A fire safety plan helps ensure workers know what to do in an emergency and can significantly reduce the impact of a fire in the workplace.
Resources: Emergency Preparedness and Response
Training: Emergency Response Planning
8. Harassment Policy – OHS Regulation 3-25
On the top 10 list since 2016, Harassment Policy contraventions continue to be handed out in the community service and hospitality industries. Every workplace is required to have a harassment policy that is clearly posted and easily accessible to workers. Employers are also expected to take active steps to prevent and address harassment in the workplace.
In Practice: Policies alone do not prevent harassment, but they do lay the foundation for accountability, awareness and training, and give all employees the capability to recognize and act.
Resources: Harassment Prevention
Training: Conflict Prevention & De-Escalation in Community Services/Hospitality
9. Training of Representatives, Committee Members – OHS Regulation 4-9
Committees play a crucial role in supporting a healthy and safe workplace. To function effectively, OHC co-chairs are required to receive training on the duties and responsibilities of the committee. As a best practice, training for all OHC members is recommended.
In Practice: An OHC is most effective when members understand OH&S legislation, their roles and responsibilities, and how to conduct proactive inspections and identify root causes of incidents in order to recommend effective controls.
Resources: Occupational Health and Safety Committees
Training: Make Your OHC Shine, OHC Reboot Your Committee
10. Violence Policy – OHS Regulation 3-26
Employers are required to take practical steps to protect workers from violence. This includes communicating known risks, establishing reporting and response procedures, providing appropriate training or instruction, investigating incidents, and implementing controls to reduce the likelihood of future violence.
In Practice: This is about putting the Violence Prevention Plan into action. Policies alone are not enough – workers need clear procedures, training, and practical tools to help keep them safe.
Resources: Violence Prevention
Training: Conflict Prevention & De-Escalation in Community Services/Hospitality
Understanding where employers commonly fall short is the first step to getting safety right. By tackling these issues early, you can better protect workers, reduce risk, and build a workplace where safety is consistently prioritized.
Let’s keep working together to make sure every worker goes home safe, every day.
