Canadian coverage, focused on leave administration, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
12 verified publications. Showing the 12 most recent.
Canadian HR teams need to distinguish leave eligibility, disability accommodation, medical privacy and a safe return to work. Undue hardship and modified duties require evidence, not assumptions.
Bereavement, compassionate care, family responsibility, maternity and parental leave are not interchangeable. National employers need to identify the leave, province and benefit program first.
Sick leave evidence rules now differ sharply between Ontario, BC, Alberta and federally regulated workplaces. Employers also need a separate test for medical information requested for accommodation.
Ontario's rule against medical notes for ESA sick leave doesn't end every legitimate question about an absence. HR must distinguish short sick leave from longer illness, accommodation and return to work.
Service Canada guidance dated October 6, 2026 extends the waived EI waiting period and the exclusion of separation pay to October 9, 2027. Tariff related flexibilities in the federal reduced hours program run to March 31, 2028.
Broad employment-standards change touching pay, scheduling, leave administration and employee relations.
Starting October 1, 2026, employers covered by Manitoba's Employment Standards Code can require a sick note if an absence exceeds one week or illness and injury absences exceed 10 scheduled workdays in the calendar year. Either threshold is sufficient.
A major provincial reset of employment standards and leave administration.
Adds a substantial job-protected leave entitlement relevant to disability and leave administration.
Manitoba’s October sick-note limit changes attendance paperwork. The larger lesson is to request medical evidence for a defined purpose.
Alberta’s 27-week illness leave changes staffing plans. Separate leave administration from the accommodation questions that may follow.
Manitoba provides up to 16 weeks of unpaid attachment leave for qualifying adoption and surrogacy placements. Employers should distinguish the leave from parental leave and plan for changes in placement timing.
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