Staying ahead of changes to paid leave is vital for mitigating risks. Recent expansions of paid leave for long-term illness and injury across several Canadian provinces reflect shifting attitudes toward employee well-being. They also signal a broader trend that can impact workforce planning and how organizations manage paid leave compliance.
The provinces of Canada have protected the rights of employees who need time off from work due to an illness or injury. This commonly has manifested itself in short-term leaves of absence, which offer job protection.
Here are three provinces that have recently expanded the leave rights for people who suffer a serious illness or injury.
British Columbia
Effective November 27, 2025, the Employment Standards Amendments Act, 2025, introduced a new leave for employees in British Columbia who are unable to work for at least one week due to a serious illness or injury. Employees are entitled to up to 27 weeks of unpaid leave within any 52-week period, which must be taken in periods of one or more weeks. Additionally, employees can take subsequent leave because of a serious illness or injury within the same 52-week period if they have not yet exhausted their 27-week entitlement.
To take serious illness or injury leave, people must provide their employer with medical certification from a health practitioner as soon as reasonably practicable.
The medical certification should state the following:
- The employee is unable to work due to a medical condition
- The date their inability to work began or is expected to begin
- The date they are expected to return to work without additional leave
Alberta
Alberta recently expanded its protections for employees suffering long-term illness or injury by amending the leave entitlements under its Employment Standards Code. Effective January 1, 2026, the maximum amount of job-protected leave an employee can take for long-term illness or injury increases from 16 weeks per calendar year to 27 weeks per calendar year.
The employee requesting leave must provide their employer with a medical certificate from a nurse practitioner or physician stating the estimated duration of the leave. The medical certificate must be
provided before the leave begins, but if the employee is unable to do so, it must be provided within a reasonable time.
Saskatchewan
Effective January 1, 2026, the maximum unpaid leave entitlement for an employee in Saskatchewan with a serious illness or injury extended from 12 weeks to 27 weeks in a 52-week period. This leave now supports employees dealing with prolonged health conditions and requires a medical certificate.
What’s Next?
If Canadian employers make one New Year’s resolution this year, it should be to thoroughly review their policies and procedures to promote compliance with new legislative requirements.
Compliance is the lifeblood of any business because it boosts employee morale, creates a culture of trust, increases productivity and upgrades your company’s reputation; and it’s the right thing to do. It also helps employers avoid lawsuits, hefty legal fees and big fines for noncompliance.
A leave and absence management tool can significantly help employers navigate evolving long-term illness and injury leave requirements by automating and streamlining complex and error-prone processes. A leave and absence management tool can help mitigate compliance risks, save time and supports both employers and their people in understanding and managing long-term illness and injury leave under changing regulations.
Get more strategies for effectively managing paid leave in our Current State of North American Workplace Compliance report.
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