Under the Labour Standards Act, employers must give employees leave/ time off to participate in the jury selection process  and serve as a juror.

An employer cannot terminate an employee for participating in jury duty. The employee must be permitted to return from their jury responsibilities to either their original position or a comparable one. While on jury duty, they must also continue to receive standard calculations for vacation, salary increases, pension, medical and other benefit plan entitlements.

An employer must have an employee’s written consent for changes to any conditions of employment.

Anyone on Employment Insurance will continue to receive benefits while on jury duty.

Compensation for Missing Work Due to Jury Duty

Jurors are paid a fee for each day they sit on a trial.  Jury fees are paid to jurors at the conclusion of the trial.

Daily fees:

  • First 5 days: $100 a day
  • 6 days or more: $150 a day

Fees and reimbursements are not provided for any days that a juror is absent – in fact, they may be fined for not attending.

Under the Labor Standards Act, an employer is not obligated to pay you for lost wages incurred during jury duty. However, some employers choose to continue to pay their employees’ full wages during this period.  Contact your employer for more information on their policies.

Meals: During the trial, tea and coffee are provided. Jurors are responsible for all meals, except when the jury is sequestered (this is when a jury is kept in a private location while deciding on a verdict). In those situations, meals and accommodation will be provided as needed.