In Alberta, overtime is based on “hours of work,” and the key question with travel is whether that time is considered work. Not all travel qualifies. Time counts toward overtime only if the employee is performing duties, is required to travel as part of their job, or is under the employer’s control (for example, driving between job sites or working during travel).
Travel that is considered passive—such as commuting to a regular workplace, sitting on a plane, or waiting at an airport—generally does not count as work time under minimum standards. This means that, in most cases, simply travelling (even on a weekend) does not automatically trigger overtime unless the employee is actively working during that time.
In your example of Sunday travel to the airport and taking a flight, most of that time would not be considered work under Alberta law unless the employee is required to perform duties (e.g., making calls, preparing materials). As a result, overtime would typically not begin during that travel period based on minimum legal requirements alone.
However, employers have flexibility to go beyond the minimum standards, and many choose to compensate travel time for fairness and retention. A clear policy should define what counts as “work during travel,” how passive travel is treated, whether weekend travel is paid, and explicitly state which hours count toward overtime.
We’ve had similar questions about business travel policies and have available policies on this site about travel for and at work – check them out!
-HRInsider Staff
