- with Senior Company Executives, HR and Finance and Tax Executives
- in Canada
- with readers working within the Accounting & Consultancy, Aerospace & Defence and Insurance industries
BRITISH COLUMBIA, ALBERTA, ONTARIO, MANITOBA, QUEBEC, SASKATCHEWAN AND FEDERALLY REGULATED EMPLOYERS
This guide presents an overview of statutory minimums established by applicable employment standards laws and regulations in the above-noted jurisdictions. Notwithstanding the statutory minimums outlined in the present document, employees may be entitled to more generous payments or benefits in accordance with their employment contract or company policies. Please note that this guide does not contain an exhaustive list of all obligations applicable to the company as an employer under relevant employment standards legislation. The information in this guide is current as of April 15, 2020.
Permitted leaves of absence are determined by provincial employment standards legislation. Generally, the employer has the obligation to reinstate the employee to the same position (or to a comparable position) with the same salary and benefits immediately after his or her return from a permitted leave. In other words, employees cannot be terminated or otherwise sanctioned for requesting any of the statutory leaves of absence listed below. Generally, annual vacation entitlements will continue to accrue and employee benefits must be continued during statutory leave periods.
Please note that certain qualifying periods may apply, i.e. minimum periods of employment prior to becoming eligible for leave.
Download – Guide to Statutory Leaves of Absence (pdf)
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
