[Canada] Roll out of longer job-protected illness leaves

Following recent legislative changes in several provinces, Canadian employers and HR teams must now contend with expanded long-term, job‑protected illness leaves that can run up to 27 weeks within a 52‑week period, HR Reporter reports.

After similar reforms were adopted in provinces such as Ontario and Saskatchewan, British Columbia and Alberta recently moved to a 27‑week, job‑protected illness or sick leave.

The legislative changes reportedly come in the wake of earlier federal alterations. Ottawa extended EI sickness benefits from 15 to 26 weeks, and federally regulated, private sector employees have up to 27 weeks of unpaid medical leave and a separate entitlement to paid medical leave.

Speaking to HR Reporter about the new legislation, Catherine Hamill - a partner at Osler in Calgary and Vancouver - said, “A lot of provinces had much shorter or non-existent long-term leaves, illness leaves before that, and so a lot of that is new. 

“A lot of workplace policies won't necessarily reflect that.”

Such misalignment can reportedly risk employer exposure on matters from policy compliance and tracking to privacy and human rights.

Ms Hamill said, “Employers should review any time-off policies they have to make sure that they align or that they work with the new rules.”

Source: HR Reporter

(Quotes via original reporting)

Following recent legislative changes in several provinces, Canadian employers and HR teams must now contend with expanded long-term, job‑protected illness leaves that can run up to 27 weeks within a 52‑week period, HR Reporter reports.

After similar reforms were adopted in provinces such as Ontario and Saskatchewan, British Columbia and Alberta recently moved to a 27‑week, job‑protected illness or sick leave.

The legislative changes reportedly come in the wake of earlier federal alterations. Ottawa extended EI sickness benefits from 15 to 26 weeks, and federally regulated, private sector employees have up to 27 weeks of unpaid medical leave and a separate entitlement to paid medical leave.

Speaking to HR Reporter about the new legislation, Catherine Hamill - a partner at Osler in Calgary and Vancouver - said, “A lot of provinces had much shorter or non-existent long-term leaves, illness leaves before that, and so a lot of that is new. 

“A lot of workplace policies won't necessarily reflect that.”

Such misalignment can reportedly risk employer exposure on matters from policy compliance and tracking to privacy and human rights.

Ms Hamill said, “Employers should review any time-off policies they have to make sure that they align or that they work with the new rules.”

Source: HR Reporter

(Quotes via original reporting)