SAHO Bargaining Update

Union: Canadian Union of Public Employees (CUPE) 

In-Person Sessions: September 24 and 25, October 8 and 9, October 13 and 14

Next Dates: October 21, 22, 23, 2026

SAHO recognizes the steps CUPE has taken in the most recent bargaining sessions to address the employer’s key priorities. This includes submitting counter-proposals on Letters of Understanding addressing jurisdictional boundaries, distribution of work and contracting in to support service delivery to patients and residents.

Monetary Proposals

SAHO tabled significant monetary proposals in addition to general economic wage increases of 3%, 3%, 2%, 2%, and 2% over the five-year term including:

• A $2.00 per hour wage adjustment for Pay Bands 1 through 12.
• Proposed Market Adjustments cover 41 classifications, including 32 new classifications and 9 existing classifications already receiving these adjustments.
1. Market Adjustments are wage increases applied on top of an employee’s negotiated rate of pay to keep Saskatchewan competitive with neighbouring provinces. 
2. These Market Adjustments, combined with the general economic wage increase and the $2.00 per hour wage adjustment for pay bands 1 -12, result in approximately 93% of CUPE members receiving increases of over 20% during the term of the proposed five-year agreement.

 Additionally, SAHO has offered:

• A 50% Vehicle Allowance increase
• Round Trip transportation allowance increased from $3.50 to $4.50 per round trip.
• Weekend Premiums increased by 22.2%.
• Shift Premium increased by 18.2%.
• A new premium for Preceptor Pay of $0.65 cents per hour.
• Professional Fees paid in full.
• An increase to the Employer paid contribution rate for the Extended Health and Enhanced Dental Plan of 3.7% tabled with CUPE on July 10, 2026.
• An increase to Responsibility Pay raising the hourly rate from $0.75 to $1.25, an increase of 67%.

 What This Means for Employees

 The following are examples of retroactive pay for employees who have held their position since the expiry of the current collective agreement, if a settlement is reached with an effective date of January 1, 2027: 

• A full-time Continuing Care Assistant would be entitled to an estimated $12,200 in retroactive pay.
• A full-time Food Service Worker would be entitled to an estimated $10,200 in retroactive pay.
• A full-time Medical Laboratory Technology would be entitled to an estimated $18,933 in retroactive pay.

 Articles with Agreement in Principle Reached

 •  Change of Family Illness Leave to Family Leave

•  Work of the Bargaining Unit

•  Monthly vehicle allowance

•  Responsibility Pay

•  Professional Fees

•  Preceptorship

 Working Beyond the Employee’s Home Location

CUPE provided counter proposals on Letters of Understanding designed to address the employers’ need to provide service to patients and residents in areas where service areas may overlap union jurisdictional boundaries. 

Next Steps

The parties will continue discussions on the outstanding issues. SAHO appreciates CUPE’s willingness to engage in these discussions and remains committed to reaching a balanced collective agreement through constructive and solutions-focused bargaining.

October 19, 2026