What’s Happening at Scotiabank?

Bank of Nova Scotia (Scotiabank) is reportedly planning to require certain groups of employees to work in the office four days a week, starting in September.

“We know having our teams working together in-person has many benefits…and we are already seeing the positive impact this is having across the bank as we focus on executing on our strategy,” Clancy Zeifman, a spokesperson for the bank, told The Globe and Mail in an email.

“We will continue to build on this impact as we bring our teams onsite more often, with the goal of reaching four days onsite across the bank over time.”

In cases where staff are restricted by limited real estate, Scotiabank plans to gradually increase their in-office days once more space becomes available.

SEE ALSO
• RBC to Require 4 Days of In-Office Work in Fall 2025
• JPMorgan return-to-office mandate 2025: 5 days a week in March
• Return-to-office mandates are a ‘power grab’, study says

Can Scotiabank Force Staff to Return to the Office?

No. Scotiabank can’t require employees to return to the office if they’ve been working remotely for an extended period of time and that arrangement has become permanent.

This includes individuals working full-time, part-time, or hourly in Ontario, Alberta, and British Columbia.

📺 WATCH: Everything You Need to Know About Return-to-Office Mandates in Canada



If remote work has become a consistent and accepted part of your job, a demand to return to the office may be considered a constructive dismissal — a significant change to your employment that could entitle you to full severance (up to 24 months’ pay).

In the event that the bank is attempting to alter the current amount of time you have to work from the office, if at all, contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We can determine if Scotiabank is legally able to do so, or if it violates your employment rights.

Workplace Issue? Contact Us

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in Ontario, Alberta, or BC, our lawyers can review your situation, enforce your rights, and ensure that you receive the compensation you deserve.

⛔ UNIONIZED?
You must consult your union representative regarding termination, severance pay, and other workplace issues. By law, employment lawyers can’t represent unionized employees with these issues. They’re governed by your collective bargaining agreement.