innerBanner

Staff Accommodation in Alberta (Employer as Landlord)

When an employer provides staff housing and acts as a landlord, both employment laws and residential tenancy laws apply. It’s important to understand when each applies, how to manage housing agreements, and what happens when employment ends — especially for seasonal staff.

Yes — in most cases. 

In Alberta, the RTA applies to most residential rental situations, including staff accommodation provided by employers — regardless of the length of stay — unless the housing meets one of the specific exemptions listed below:

  • It’s a temporary hotel room or staff camp, 
  • It’s for less than 6 consecutive months for vacation or travel purposes (not employment) 
  • It falls under institutional or supportive housing (hospital, seniors’ lodge) 
  • Housing shared with the owner/landlord in their primary residence (like a live-in nanny arrangement) 


NOTE: Seasonal staff housing for employment purposes does not fall under these exemptions — even if it's for less than 6 months. In typical hotel staff accommodation scenarios — the RTA applies.

If the RTA applies, hotel employers (as landlords) must comply with: 

  • Security deposits (max one month’s rent, held in trust) 
  • Move-in and move-out inspection reports
  • Maintenance and habitability standards
  • Tenant privacy rights 
  • Written notice periods for Evictions or Tenancy Termination


Other Important Information Covered on this Page:

  • Deductions from Earnings for Rent 
  • Ministerial Exemptions 
  • Staff Housing Agreements 
  • Tenant Insurance 
  • Common Legal Pitfalls 
  • Seasonal Staff 
  • Resources for Employers

  • Maximum of one month’s rent
  • Must be held in a trust account
  • Must be returned (with deductions if applicable) within 10 days after tenancy ends
  • Move-in and move-out inspection reports are required to lawfully withhold any part of a security deposit

  • Mandatory inspections with the tenant present (or offered the chance to attend)
  • Completed within one week before move-in and one week after move-out
  • Both landlord and tenant sign each report

As a landlord, hotel employers must ensure:

  • Housing is safe, clean, and meets Minimum Housing and Health Standards
  • Maintenance is performed as required
  • Working smoke detectors, secure locks, and functional utilities are provided


As a landlord:

  • Must give 24 hours written notice to enter a staff accommodation, except in emergencies.
  • Notice must state the reason and intended time of entry.


In Alberta, the Residential Tenancies Act (RTA) primarily protects tenants' privacy and entry rights within their private rental unit. This includes their bedroom, kitchen, or any other area they have exclusive use of. However, shared public spaces in staff housing, like common areas or hallways, are generally not covered by the RTA's privacy and entry protections

Important: Firing or an employee quitting does not automatically terminate their tenancy. Even if the housing is tied to employment, once an employee moves in, they become a tenant under the RTA.

What options do employers have when ending employment of an employee living in Staff Accommodations? 
  1. If You Have a Fixed-Term Tenancy Agreement 
    • The tenancy ends automatically on the set date — no additional notice needed. Recommended for seasonal/summer staff (under 6 months) to simplify move-outs aligned with employment. 
  2. If It’s a Periodic (month-to-month or week-to-week) Tenancy
    •  Employment ending does not end the tenancy. You must give: 
      • 3 full tenancy months’ written notice for monthly tenancies 
      • 1 full tenancy week’s written notice for weekly tenancies
  3. A housing agreement can request the tenant vacate within 48 hours or 7 days of employment ending — but if they refuse, RTA notice periods still apply.

If the Employee Refuses to Leave After Notice: 

  • Apply to the Residential Tenancy Dispute Resolution Service (RTDRS) for an eviction order. 
  • A Civil Enforcement Agency carries out legal evictions. See the AHLA’s Quick Reference Guide for Notice Periods


Download the AHLA's Quick Reference Guide For Notice Periods through TourismWorks (Members Only) 


Special Rules for Staff Housing in National Parks (Banff, Jasper, Lake Louise, Waterton)

In National Parks communities managed by Parks Canada (like Banff, Jasper, Lake Louise, and Waterton additional federal residency requirements apply to staff housing.

Under Parks Canada’s Eligible Residency regulations:
  • Only individuals working (or providing essential services) within the National Park are eligible to live in staff accommodations.
  • If an employee’s job ends — their eligibility to reside in the National Park typically ends as well.


Important for Employers: 
  • Employment termination does not automatically terminate tenancy under Alberta’s Residential Tenancies Act (RTA). 
  • However, if your staff housing agreement includes a clear clause stating that tenancy is conditional on active employment (in line with Parks Canada’s residency rules), you can issue a termination notice following RTA rules.


Recommended Best Practice: 
  • Include a tenancy clause linking eligibility to continued employment. 
  • Provide appropriate RTA notice (typically 14 days’ written notice for housing tied to employment, unless the agreement specifies otherwise and meets minimum RTA notice periods).


If the Employee Refuses to Vacate:
  • Apply to the Residential Tenancy Dispute Resolution Service (RTDRS) for an eviction order. 
  • Parks Canada may also be notified to enforce eligible residency rules if needed.


Note: These residency eligibility rules are unique to National Park communities governed by Parks Canada (Banff, Jasper, Lake Louise, Waterton). Elsewhere in Alberta, standard RTA rules apply without these additional eligibility restrictions

Common Legal Reasons for Eviction:

  • Non-payment of rent
  • Substantial breach of the rental agreement (like property damage, illegal activity, or repeated disturbance
  • Dangerous or threatening behavior (toward landlord, other staff tenants, or guests)
  • Unauthorized occupants in staff housing


Types of Eviction Notices :

Download the AHLA's Sample Termination of Tenancy Letter through TourismWorks (Members Only) 

Note: Landlords and tenants involved in a dispute can apply for support via the Residential Tenancy Dispute Resolution Service to help resolve their issue

Under Alberta’s Employment Standards Code, employers can deduct for lodging when they provide accommodations to an employee, but only up to a maximum of $4.41 per day.

  • This $4.41/day cap applies regardless of the actual cost to the employer for providing that accommodation.
  • It applies only when the deduction is being made directly from the employee’s pay cheque.


When Deducting from an Employee’s Pay

  • The employer must obtain written authorization from the employee  
  • The maximum amount that can be deducted is $4.41 per day 
  • Deductions cannot reduce earnings for hours worked below minimum wage 


Download the AHLA's Sample Payroll Deduction Agreement through TourismWorks (Members Only)


What if the Real Cost is Higher Than $4.41/Day? 

If the employer (as landlord) is charging a higher rent than $4.41/day, they cannot deduct the extra amount directly from the employee’s wages. However — the employer still has a couple of legal options:

1. Separate Rental Agreement 

  • The employer can enter into a separate rental agreement with the employee, outlining the full rental amount. 
  • The employee would then pay their rent separately from their pay cheque (e.g., via e-transfer, cheque, or cash — outside of payroll deductions). 
  • This makes it a standard landlord-tenant relationship under the Residential Tenancies Act (RTA) instead of an employment matter. 


2. Avoid Direct Deductions Over the $4.41/Day 

  • The employer must not deduct more than $4.41/day from payroll — even if the employee owes more in rent under the rental agreement. 
  • Any amount above that must be handled separately

A Ministerial Exemption is a special approval granted by the Director of Employment Standards that allows an employer to deduct more than the standard $4.41/day for lodging

When Would an Employer Apply for a Ministerial Exemption for Lodging?

When the actual cost of providing accommodations is significantly higher than $4.41/day (for example, in remote work camps, staff accommodations in high-cost areas, or in hotels offering higher-end staff housing) and: 

  • The employer wants to deduct the fair market value (FMV)* directly from an employee’s pay 
  • The employer believes it’s a justifiable and reasonable deduction based on the circumstances


*Fair market value (FMV) is usually the highest dollar value you can get for your property in an open and unrestricted market, between a willing buyer and a willing seller who are acting independently of each other.


How Does an Employer Apply for One?

1. Submit a Written Application to the Director of Employment Standards The application must include:

  • A detailed explanation of why the exemption is being requested
  • The fair market value of the lodging
  • Documentation supporting that the amount is fair and reasonable (e.g., rent comparisons, operating costs)
  • Proof that employees will still earn at least minimum wage after the proposed deductions
  • Any other relevant details (like whether accommodation is optional or mandatory)

2. Wait for Approval 

3. Implement as Directed

Example:

 A hotel employer in Jasper provides staff accommodation worth $900/month (market rent in Jasper is high). They want to deduct this amount from employees' pay cheques. 

Without a ministerial exemption: They can only deduct $4.41/day (≈$132/month) via payroll. 

With a ministerial exemption: If approved, they might be authorized to deduct up to the fair market value ($900/month) or a lesser amount deemed reasonable by the Director.

Can You Keep Deducting Rent After Employment Ends?

  • Only with written agreement (payroll deduction or direct invoicing)
  • Without agreement, pursue unpaid rent through the RTA process like any landlord


NOTE: It is very important for an employer who is also the landlord to keep employment obligations separate from landlord obligations. 

To learn more about taxable benefits and allowances when providing staff accommodations, click HERE.

Always use a clear, separate agreement (or detailed housing section in the employment contract) should include:
  • Rent amount and deductions
  • Utilities included
  • Security deposit details
  • Move-in/out procedures
  • Conditions for ending tenancy (employment-linked, subject to RTA notice)
  • Maintenance expectations
  • Tenant insurance recommendation


Download the AHLA's Sample Staff Housing Agreement through TourismWorks (Members Only)

Tenant Insurance is not mandatory, but strongly advised — for liability, personal belongings, and property damage protection.

The Hospitality Insurance Program, administered by Western Financial Group, can support you. 

If staff members are renting or staying in staff housing for more than 30 days, it’s important to ensure they have the appropriate coverage. A tenant’s insurance policy should be in place to provide Tenant’s Legal Liability and Property Coverage for their personal belongings.

For more information, please contact: 

In Alberta, staff accommodation should be completely separate from the hotel worksite. Injuries sustained while in staff accommodation would not be covered by WCB unless the worker is working at the time. 

Having separate tenant and employment agreements should help clarify that the hotel has two roles, that of landlord and that of employer. 

Nuanced Circumstances

There are times when an injury occurs while the employee is on their way to work or on the way back to the staff housing. In this instance, WCB would look at what part of the property the employee was on when the injury occurred. Once a worker reaches an area that a visitor would be in, like the parking lot, then any injury sustained could be accepted by WCB.

WCB recommends that employers have a map of their premises that also outlines the area that would be classified as staff accommodations.

  • Evicting a staff member immediately after firing without proper RTA notice
  • Entering staff housing without 24-hour notice (except emergencies)
  • Failing to return security deposits within 10 days after tenancy ends
  • Not having written consent for rent deductions
  • Disciplining staff for refusing payroll rent deductions — rent collection must follow RTA procedur
  • Forgetting that housing rights and employment rights are separate legal relationships

If your summer or seasonal hotel staff are:

  • Living in employer-provided staff accommodations
  • Paying rent (directly or via payroll deduction)
  • And the housing isn’t a temporary shelter, camp, or hotel room for travel purposes


The RTA applies. 

For summer or temporary staff accommodations: 

  • Use a fixed-term tenancy agreement matching their employment dates (e.g., May 1 – August 31) 
  • No additional notice required at the end of a fixed term 
  • If no fixed term is set, and it defaults to a periodic tenancy — you’ll be subject to standard RTA notice periods (3 months for monthly, 1 week for weekly tenancies)


For more information on topics related to landlords and tenants, contact the Consumer Contact Centre.

Summary

  • The RTA almost always applies
  • Employment termination ≠ automatic tenancy termination 
  • Use fixed-term tenancy agreements for seasonal staff 
  • Follow RTA notice requirements for ending tenancies 
  • Have clear, written staff housing agreements 
  • Maintain safe, livable housing per public health standards 
  • Understand you are both an employer and a landlord


Resources for Hotel Employers


Templates

AHLA members have access to the following downloadable resources through TourismWorks:

  • Quick Reference Guide For Notice Periods
  • Sample Termination of Tenancy Letter 
  • Sample Payroll Deduction Agreement 
  • Sample Staff Housing Agreement 


Login to your TourismWorks account to download these templates.

The information provided on this webpage is for general informational purposes only and is not intended to constitute legal advice. While we strive to ensure the content is current and accurate, laws and regulations — including the Residential Tenancies Act and Employment Standards Code — are subject to change. Employers who provide staff accommodations or act as landlords are encouraged to seek independent legal advice to address their specific circumstances and obligations. We accept no responsibility or liability for any loss or damages incurred as a result of reliance on the information provided.