Free Yukon Payroll Tax Calculator

How to Use the Yukon Payroll Tax Calculator (Step-by-Step)

Understanding your paycheck is crucial, and our Yukon Payroll Tax Calculator simplifies the process. Follow these easy steps to get an accurate estimate of your net pay:

Step 1: Enter Your Location and Filing Status

Country: Ensure “Canada” is selected. (This is pre-filled.)
Territory/Province/State: Choose “Yukon” from the dropdown menu. (This is pre-filled.)
Federal Claim Amount: Enter your federal personal amount. This amount affects the amount of federal income tax withheld from your paycheck. (Use your TD1 form as a guide.)
Territorial Claim Amount: Enter your Yukon territorial personal amount. This amount affects the amount of Yukon territorial income tax withheld from your paycheck. (Use your TD1YT form as a guide.)

Step 2: Input Your Pay Information

Annual Pay Periods: Select how often you receive your paycheck (e.g., Bi-Weekly (26), Weekly, Monthly) from the dropdown. This is essential for accurate annual calculations.
Gross Wage/Pay Period: Enter your total earnings before any deductions for the pay period. This is your gross pay.
Pay Date: Select the pay date using the calendar tool. This is for your reference and does not affect the tax calculations.

Step 3: Calculate Your Taxes

Click the “Calculate →” button.
The calculator will instantly display your estimated:
- Pay Period Section:
  - Taxable Income: The portion of your income subject to taxes for the pay period.
  - Federal Tax: The estimated federal income tax withheld for the pay period.
  - Territorial Tax: The estimated Yukon territorial income tax withheld for the pay period.
  - Total Tax: The sum of federal tax and territorial tax for the pay period.
- Annual Section:
  - Taxable Income: Your estimated annual taxable income.
  - Federal Tax: Your estimated annual federal income tax.
  - Territorial Tax: Your estimated annual Yukon territorial income tax.
  - Total Tax: Your estimated total annual taxes.

Step 4: Review and Adjust (If Needed)

Carefully review the calculated results.
If you need to make changes, adjust the input fields and click “Calculate” again.
To start a new calculation with different parameters, click the “New Calculation” button.

Important Notes:

This calculator provides estimates based on the information you provide.
Actual tax and deduction amounts may vary based on individual circumstances and additional deductions.
For precise tax calculations, consult a tax professional or refer to official Canada Revenue Agency (CRA) and Yukon government resources.
Keep your TD1 and TD1YT forms updated to ensure accurate tax withholding.

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Yukon Employment Standards Act: Hours of Work - Detailed Explanation

This section of the Yukon Employment Standards Act (SY 2002, c. 72) outlines the regulations regarding hours of work, overtime, rest periods, and other related employment conditions in the Yukon Territory. It establishes standard work hours and provides guidelines for permissible exceptions.

Application of this Part (Section 4)

Exclusions:
- This part of the act does not apply to certain categories of employees:
  - Family Members: Employees who are members of the employer’s immediate family.
  - Travelling Salespersons: Individuals whose primary job function involves sales outside of a fixed workplace.
  - Supervisory/Managerial Roles: Individuals whose primary duties are supervisory or managerial in nature. However, occasional non-managerial tasks do not exclude them from these exclusions.
  - Designated Professions/Students: Members or students of professions specified by Yukon regulations.
  - Other Designated Persons/Classes: Individuals or groups designated by Yukon regulations.
Disputes (Section 5):
- If there’s a disagreement about whether this section applies to a person or group, the Director of Employment Standards is responsible for making the determination, except when it goes against subsection 78(1) and section 111 of the act.

Standard Hours and Overtime (Sections 6-8)

Standard Hours (Section 6):
- The standard working hours are set at a maximum of 8 hours per day and 40 hours per week.
Work Beyond Standard Hours (Section 7):
- Employers cannot require or permit employees to work beyond standard hours unless:
  - They comply with overtime pay requirements (Section 8).
  - They follow time off in lieu of overtime agreements (Section 9).
  - The work falls under special cases (Sections 10 or 11).
Overtime Pay (Section 8):
- Employers must pay 1.5 times the employee’s regular wage for:
  - All hours exceeding 8 in a day.
  - All hours exceeding 40 in a week (excluding daily overtime).
- When a general holiday occurs in a workweek:
  - The weekly overtime threshold is reduced by 8 hours per holiday.
  - Holiday work hours are not included in overtime calculations.
- Employers must try to give workers a reasonable advance notice before needing overtime.
- In the case of emergencies less notice can be given.
- Employees can refuse overtime if they have just cause, and the refusal and reasons need to be put in writing to the employer.

Time Off in Lieu of Overtime (Section 9)

Agreements:
- Employees or groups can agree with employers to take paid time off instead of overtime pay, either through collective agreements or individual written agreements.
Agreement Provisions:
- Agreements must include:
  - Time off calculated at 1.5 times the overtime hours.
  - Time off taken and paid at the employee’s regular wage rate.
  - Payment at the overtime rate if time off is not provided.
  - Time off to be earned and used within a 12-month period or calendar year.
  - One month’s written notice for agreement amendments or terminations.
Treatment of Time Off:
- Time off in lieu is considered work hours, and the remuneration is considered wages.
Part 10 implications:
- If the time off is not provided, the ammount owed will be considered as owed wages.
Copies:
- The Employer must supply each employee effected by the agreement a copy of that agreement.

Special Cases and Short Work Weeks (Sections 10-11)

Special Cases (Section 10):
- The Director can order averaged work hours over a two-week or longer period if:
  - The work nature warrants it.
  - The employer and a trade union agree (if applicable).
  - The employer and a majority of non-unionized employees agree.
- The Director can limit the duration of these orders.
Short Work Weeks (Section 11):
- Employees can agree to work up to 12-hour days, provided they don’t exceed 80 hours in a two-week period.
- Overtime (1.5 times regular wage) is paid for hours exceeding 80 in two weeks.
- Subsections from section 9, apply to this section also.

Rest and Meal Periods (Sections 12-14)

Days of Rest (Section 12):
- Employees are entitled to two full rest days per week, ideally including Sunday.
- In cases of extended work schedules, employers can require up to 28 continuous workdays, plus a potential 7 more for project completion.
- Employees under these extended schedules need at least one days rest for every 7 days worked, and can take accumulated days off in a row.
Eating Periods (Section 13):
- Employers must provide at least a 30-minute eating period:
  - No more than 5 consecutive work hours for 10-hour workdays.
  - No more than 6 consecutive work hours for over 10-hour workdays.
- Eating periods are not counted as work hours unless the employee works during them.
Rest Periods (Section 14):
- Employees must have at least 8 consecutive hours of rest between shifts, except in emergencies.
- The Director can shorten rest periods to 6 hours if the 8-hour requirement creates unreasonable hardship.

Split Shifts and Hour Limitations (Sections 15-16)

Split Shifts (Section 15):
- Standard hours for split shifts are limited to the 12-hour period following the shift’s start.
- The Director can approve longer split shifts with employee consent.
Hour Limitations (Section 16):
- Employees can file complaints about excessive or harmful working hours.
- The Director can order employers to limit hours, post notices, and allow exceptions under appropriate conditions.

Yukon Employment Standards Act: Minimum Wages - Detailed Explanation

This section of the Yukon Employment Standards Act (SY 2002, c. 72) focuses on the regulations surrounding minimum wages, outlining the responsibilities of employers and the powers of the Employment Standards Board.

Minimum Wage Rate (Section 17)

Employer Obligations:

Employers are legally required to pay their employees a wage that is at least equal to the minimum wage rate established by the Employment Standards Board.
This applies to all hours worked, ensuring that employees receive the mandated minimum compensation.

Determination of Minimum Wages (Section 18)

Employment Standards Board Authority:
- The Employment Standards Board has the authority to:
  - Set the minimum wage rate, typically on an hourly basis.
  - Determine permissible deductions from wages for employer-provided room and board, with employee consent.
- Upon application from the director, employers, employees, or unions, the board can:
  - Require employers to pay a minimum number of hours’ wages to employees who report for work, even if no work is assigned.
  - Establish maximum prices for employer-provided board.
  - Set maximum charges for employer-furnished living quarters.
  - Regulate charges for uniforms or required work apparel.
  - Establish fees or deductions for employer-required tools and equipment.
  - Specify conditions for employing individuals under 17 years old.
  - Exempt employers from minimum wage requirements for employees in approved on-the-job training programs.
Board Inquiry and Scope:
- The board can broaden its investigations to include all employers and employees or specific classes thereof.
Alternative Wage Calculations:
- For employees paid on bases other than time, the board can:
  - Set a standard work basis for applying minimum wage.
  - Establish a minimum wage rate equivalent to the standard hourly rate.
- Employers must pay at least this equivalent minimum wage.
Employment of Under 17s:
- Employers cannot employ individuals under 17:
  - In prohibited occupations.
  - At wages below regulatory minimums.
  - In violation of regulatory conditions.
Order Approvals:
- Any order that the board makes from this legislation, will need to be approved by the Commissioner in Executive Council.

Key Considerations

This section empowers the Employment Standards Board to regulate various aspects of employee compensation, ensuring fair treatment and adherence to minimum wage standards.
The regulations are designed to protect vulnerable workers, including those under 17 and those receiving non-standard forms of compensation.
It is very important that employers are very aware of what the current Yukon minimum wage rate is.
That employers are also aware of any deductions that they make from employee wages, that are within the legal boundaries.

Yukon Employment Standards Act: Annual Vacations - Detailed Explanation

This section of the Yukon Employment Standards Act (SY 2002, c. 72) outlines the regulations regarding annual vacations and vacation pay for employees in the Yukon Territory.

Interpretation

“Year of employment”:
- This is defined as the continuous employment of an employee by the same employer for 12 consecutive months, starting from their initial hire date or its subsequent anniversary.
“Vacation pay”:
- This is calculated as 4% of the employee’s total wages earned during a year of employment in which they are entitled to take a vacation.

Application of this Part

Inclusions:
- This section applies to all employees in the Yukon, including those working part-time, seasonally, or temporarily.
Exclusions:
- It does not apply to employees who are members of the employer’s immediate family.

Entitlement to Vacation with Pay

Employee Rights:
- Every employee is entitled to a minimum of two weeks of vacation with vacation pay for each completed year of employment.
Vacation Pay as Wages:
- Vacation pay is considered part of an employee’s wages.

Time for Vacation and Payment

Employer Obligations:

Employers must grant the entitled vacation to the employee.
The vacation must begin no later than 10 months after the completion of the employment year in which it was earned.
Employers must pay the employee their vacation pay at least one day before the vacation starts, or earlier if specified by regulations.

Agreement between Employer and Employee

Written Agreements:

Employers and employees can enter into written agreements where the employee agrees to forgo their annual vacation.
If an agreement of this nature is made the employer is then not bound to the parameters set out in the time for vacation and payment section.
If this kind of agreement is made, the employer must pay the employee vacation pay, for the year that the vacation was earned, within 10 months of when that vacation was earned. This payment is in addition to any other wages owed.

Vacation Including General Holiday

Holiday During Vacation:

If a general holiday falls within an employee’s vacation period, their vacation is extended by one day.
The employer must pay the employee their regular holiday pay in addition to their vacation pay.

End of Employment Before End of Year

Termination Payments:

If an employee’s employment ends before they complete a full year of employment, the employer must pay them:
- Any outstanding vacation pay from previous completed years.
- 4% of their wages earned during the incomplete portion of the current employment year.
An Employer does not have to pay the 4% of wages earned during the incomplete portion of the year, if the employee has not worked for at least 14 days.
For the purpose of those 14 days of employment, if the employee works irregular hours, or not every day of the week, then the employee just has to have worked their normal hours within a two week span.

Transfer of Employer’s Business

Continuity of Employment:

When an employer transfers business ownership (through sale, lease, merger, etc.), the employee’s employment is considered continuous with the new employer for the purpose of annual vacations.

Regulations

Regulatory Powers:

The Commissioner in Executive Council is authorized to create regulations to implement this section, including:
- Specifying notice requirements for vacation scheduling.
- Defining absences that do not disrupt continuous employment.
- Addressing vacation entitlements in cases of illness or unavoidable circumstances.

Yukon Employment Standards Act: General Holidays - Detailed Explanation

This section of the Yukon Employment Standards Act (SY 2002, c. 72) details the regulations concerning general holidays and holiday pay for employees in the Yukon Territory.

Interpretation

“Continuous operation”:
- This refers to a business or service that operates regularly, without regard to Sundays or public holidays.
“Employment” for holiday purposes:
- For this section, a person is considered employed when they are “on call” or available to work, even if they are not actively performing tasks.
Transfer of employer’s business:
- Section 26 of the act, which addresses the transfer of business ownership and its impact on employment continuity, also applies to the general holidays section.

Entitlement to Holidays with Pay

Employee Right:
- Employers must provide employees with a paid holiday for every general holiday that occurs during their employment.
Holidays on Non-Working Days:
- If a general holiday falls on an employee’s regular day off, the employee is entitled to a paid holiday on the next working day.

Calculation of Wages for Holidays with Pay

Wage Calculations:
- For employees paid weekly or monthly, their regular pay cannot be reduced because of a general holiday.
- Employees paid daily or hourly must receive at least their regular rate for their normal working hours on a general holiday.
- Employees with other wage structures receive at least their average daily wage for the week containing the holiday, excluding overtime or bonuses.
Part-time or Irregular Hours:
- Employees working less than standard hours or irregular hours are entitled to 10% of their wages (excluding vacation pay) from the two weeks leading up to the holiday week.

Calculation of Wages for Working on Holiday

Working Holiday Pay:

Employees required to work on a general holiday receive their regular holiday pay plus either:
- Overtime pay for all hours worked.
- Regular pay for hours worked and a substitute day off, which can be added to vacation or scheduled mutually.

Substitution of Other Non-Working Day

Non-Holiday Work:

Employees not working on a general holiday cannot be forced to work another regular day off in that week, unless they receive overtime pay.

Holiday pay is wages

Holiday pay is considered as part of an employees wages.

Exceptions

Exclusions from Holiday Pay:

Employees are not entitled to holiday pay if:
- The holiday falls within their first 30 days of employment.
- They fail to report to work when called in on the holiday.
- They have been on an unpaid leave of absence for the 14 days directly before the holiday, and they requested said leave.
- They miss work on their scheduled day before or after the holiday without employer consent, unless the absence is legally protected.

Agreement between Employer and Employees

Holiday Substitution Agreements:

Employers and unions (or a majority of non-unionized employees) can agree in writing to observe a general holiday on a different working day.
The agreed-upon day then becomes the designated holiday for those employees.

Disclaimer: The content provided on this webpage is for informational purposes only and is not intended to be a substitute for professional advice. While we strive to ensure the accuracy and timeliness of the information presented here, the details may change over time or vary in different jurisdictions. Therefore, we do not guarantee the completeness, reliability, or absolute accuracy of this information. The information on this page should not be used as a basis for making legal, financial, or any other key decisions. We strongly advise consulting with a qualified professional or expert in the relevant field for specific advice, guidance, or services. By using this webpage, you acknowledge that the information is offered “as is” and that we are not liable for any errors, omissions, or inaccuracies in the content, nor for any actions taken based on the information provided. We shall not be held liable for any direct, indirect, incidental, consequential, or punitive damages arising out of your access to, use of, or reliance on any content on this page.

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