Job Protected Leaves
Introduction
Answer the questions listed in each step to find out if your business meets the basic requirements for Alberta's employment standards for job protected leaves. On the last page you’ll see results based on your answers, along with information about your rights and obligations as an employer.
Use the 'Previous' button to change your answers at any time. Or click 'Start again' to explore different employment scenarios.
Disclaimer: In the event of any discrepancy between this information and Alberta’s Employment Standards legislation, the legislation is considered correct.
Summary & Results
You indicated that:
Workers who either are the owner or a family member of the owner (or spouse of the owner) of the farm/ranch they are working on are exempt from all Employment Standards rules, including hours of work and rest.
Non-family members working on the farm to help out or participate in 4-H activities are also exempt from Employment Standards rules.
For more information, visit the farm and ranch employment standards exceptions.
Please note that effective January 31, 2020, farm and ranch employers with 5 or fewer waged, non-family workers, are exempt from employment standards laws. Farm and ranch employers with 6 or more waged, non-family workers who work more than six months in a row will continue to be subject to existing Employment Standards laws. For more information and to identify if the information below applies to you, please visit the Farm and ranch – Employment standards exemptions website.
You indicated that you are terminating the employee due to reasons related to them being entitled to maternity/parental leave. The employee cannot be terminated during the entitlement/notice period, or while on leave, for reasons related to the leave.
You indicated that you are terminating the employee due to reasons related to them being entitled to maternity/parental leave. The employee cannot be terminated during the entitlement/notice period, or while on leave, for reasons related to the leave.
However, due to the fact that you selected you have suspended or discontinued the business, undertaking or other activity in which the employee was employed, the employee can be terminated, but there are special conditions that apply. If you are terminating the employee because the business, the activity, or the undertaking in which they were employed has ended, you must offer the employee their job back if the business, undertaking or activity starts up again within 52 weeks.
Employee Eligibility
Due to the fact that you indicated the employee has been employed for less than 90 consecutive days, you may grant them . However, you are not required under employment standards legislation to grant them the leave.
Based on your selections, the employee is eligible for .
Based on your selections, the employee may not be eligible for .
Employees are eligible for bereavement leave up to 3 days upon the death of a family member or a pregnancy loss. For more information and a listing of who is considered a family member, visit the Employment Standards website.
You indicated the employee has previously taken citizenship ceremony leave. Employees are only eligible for this leave once, upon acquiring Canadian citizenship.
The employee is therefore not entitled to another citizenship ceremony leave.
Based on the information provided, you are not required under employment standards legislation to grant your employee death or disappearance of a child leave.
Employees are eligible for this leave if they have been employed at least 90 days with the same employer and:
- they are the parent of a child (under 18 years of age) who has disappeared and it is probable that the child disappeared as the result of a crime (an offense under the Criminal Code of Canada), or
- they are the parent of a child (under 18 years of age) who has died and it is probable that the child died as a result of a crime (an offense under the Criminal Code of Canada)
For the purpose of this type of leave, a parent is considered to be:
- a parent of the child in question, or
- the spouse or common-law partner of a parent of the child, or
- a person with whom the child has been placed for the purpose of adoption, or
- the guardian or foster parent of the child, or
- a person who has the care, custody or control of the child whether or not they are related by blood or adoption
Based on the information provided, you are not required under employment standards legislation to grant your employee death or disappearance of a child leave.
An employee is not entitled to this leave if they have been charged with the crime that resulted in the death or disappearance of the child.
You indicated the employee has taken 3 days or more of bereavement leave this calendar year. An employee can only take up to 3 days of bereavement leave in each calendar year.
The employee is therefore not entitled to any additional bereavement leave for this calendar year.
You indicated the employee has taken 5 days or more personal and family responsibility leave this calendar year. An employee can take up to 5 days of personal and family responsibility leave in each calendar year.
The employee is therefore not entitled to any additional personal and family responsibility leave this calendar year.
Based on the information you provided, you may grant them domestic violence leave. However, you are not required under employment standards legislation to grant them the leave.
Employees are eligible for domestic violence leave if domestic violence occurs to a person who is:
Employees are eligible for domestic violence leave if domestic violence Is caused by another person who:
Employees are eligible for leave due to the following acts of domestic violence:
Employees may take domestic violence leave for the following purposes:
For more information and details on employee eligibility, visit the Employment Standards website.
You indicated that the employee is requesting reservist leave for activities that are not covered. Based on this information, you are not required under employment standards legislation to grant your employee reservist leave.
An employee may take Reservist leave for the following operations or activities:
- deployment to a Canadian forces operation outside Canada
- deployment to a Canadian forces operation inside Canada that is assisting with an emergency or the aftermath of an emergency
- annual training, included related travel time
- other operations set out as such in the Employment Standards Regulation by the Minister
Participation in pre- or post-deployment activities in connection with an operation is also considered part of deployment for the operation.
Due to the fact that you indicated the employee has been employed for less than 12 consecutive weeks, you may grant them . However, you are not required under employment standards legislation to grant them the leave.
Based on the information provided, you are not required under employment standards legislation to grant your employee compassionate care leave.
An employee may take compassionate care leave to care for a gravely ill family member.
For more information and a listing of who is considered a family member, visit the Employment Standards website.
You indicated the total compassionate care leave your employee has taken exceeds 27 weeks. Based on this information, the employee must provide a new medical certificate to be eligible for additional compassionate care leave.
If more than one of your employees is entitled to compassionate care leave with respect to the same family member, you are not required to grant the leave to more than one employee at a time.
You indicated the total compassionate care leave your employee has taken exceeds 27 weeks. Based on this information, the employee must provide a new medical certificate to be eligible for additional compassionate care leave.
Based on your selections, the employee is eligible for additional compassionate care leave.
You indicated the total critical illness leave your employee has taken exceeds 36 weeks. Based on this information, the employee must provide a new medical certificate to be eligible for additional critical illness leave. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable.
You indicated the total critical illness leave your employee has taken exceeds 16 weeks. Based on this information, the employee must provide a new medical certificate to be eligible for additional critical illness leave. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable.
Based on the information provided, you are not required under employment standards legislation to grant your employee critical illness leave.
An employee may take critical illness leave to provide care and support to a child or family member.
For more information and a listing of who is considered a family member, visit the Employment Standards website.
If more than one of your employees is entitled to critical illness leave with respect to the same critically ill child or adult, you are not required to grant the leave to more than one employee at a time.
You indicated the total critical illness leave your employee has taken exceeds 36 weeks and they have not provided a new medical certificate indicating the need for additional leave. Based on this information, the employee is not entitled to the leave.
You indicated the employee has provided a new medical certificate to care for a critically ill child. Based on this information, they are entitled to a an additional 36 weeks of critical illness leave.
You indicated the total critical illness leave your employee has taken exceeds 16 weeks and they have not provided a new medical certificate indicating the need for additional leave. Based on this information, the employee is not entitled to the leave.
You indicated the employee has provided a new medical certificate to care for a critically ill adult family member. Based on this information, they are entitled to a an additional 16 weeks of critical illness leave.
You indicated the total long-term illness and injury leave your employee has taken exceeds 16 weeks. Based on this information, the employee is not eligible for any more long-term illness and injury leave this calendar year.
Giving Notice
You indicated that the employee has not provided a minimum of 6 weeks' written notice. If the employee fails to provide the appropriate notice for medical reasons or a situation related to the birth or adoption, they are still eligible for :
- Maternity leave: provide written notice and a medical certificate to the employer within 2 weeks of mother’s last day at work, or as soon as possible
- Parental leave: provide written notice to the employer as soon as possible
You indicated the employee has provided at least 6 weeks' written notice for the leave. This meets the minimum required notice before starting .
Based on the information provided, your employee may start parental leave any time after the birth or adoption of the child.
If the pregnancy interferes with your employee’s performance during the 12 weeks before their due date, you can require them to start maternity leave earlier than requested by the employee. To do so, you will need to notify the employee in writing.
Based on the information provided, your employee may start maternity leave any time within the 13 weeks leading up to their estimated due date, and no later than the date of birth. If requested, they can start parental leave immediately following maternity leave.
An employee must give an employer written notice as soon as is reasonable and practicable in the circumstances.
An employee must give an employer written notice as soon as is reasonable before taking the leave. A medical certificate or other documentation is not required by legislation in order to take bereavement leave.
An employee must give an employer written notice as soon as is reasonable before taking the leave. A medical certificate or other documentation is not required by legislation in order to take personal and family responsibility leave. However, employers may establish their own policies for documentation.
You indicated that the employee has not provided written notice. An employee must give an employer written notice as soon as is reasonable before taking the leave. The notice must include the estimated date of their return to work.
You indicated the employee has provided written notice for the leave. This meets the minimum required notice before starting as long as the notice includes the estimated date of the employee’s return to work.
Employees must provide their employers with a reasonable verification that they are entitled to the death or disappearance of a child leave as soon as is reasonable.
You indicated that the employee provided a reasonable verification that they are entitled to the death or disappearance of a child leave. This meets the minimum required notice before starting .
You indicated that the employee has not provided written notice. An employee must give an employer written notice as soon as is reasonable before taking the leave.
You indicated the employee has provided written notice for the leave. This meets the minimum required notice before starting .
Employees do not need to provide their employers with a medical certificate to be eligible for domestic violence leave.
You indicated that the employee has not provided written notice. An employee must give an employer written notice as soon as is reasonable before taking the leave.
You indicated the employee has provided written notice for the leave. This meets the minimum required notice before starting .
Employees must provide their employers with a medical certificate to be eligible for long-term illness and injury leave. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable.
The certificate must indicate the estimated duration of the leave.
You indicated that the employee provided a medical certificate. In order to meet the minimum requirements, the certificate must indicate the estimated duration of the leave.
You indicated that the employee has not provided a minimum of 4 weeks' written notice. If the employee is not able to give 4 weeks’ written notice due to an urgent deployment, they must inform their employer in writing about the Reservist leave as soon as is reasonable.
You indicated the employee has provided at least 4 weeks' written notice for the leave. This meets the minimum required notice before starting .
In the case of Reservist leave for annual training, the notice must include the actual date on which the employee intends to return to work.
In the case of Reservist leave for deployment to a Canadian forces operation, the notice must include the estimated date on which the employee intends to resume work.
You may request proof that an employee is entitled to reservist leave. If requested, the employee must give the employer a document from the employee’s commanding officer that lists:
- that the employee is taking part in an operation of activity that qualifies for Reservist leave,
- the day on which the leave starts, and
- the estimated or known length of the leave
You indicated that the employee has not provided a minimum of 2 weeks' written notice. In cases where it is not possible for the employee to provide you with 2 weeks' written notice before the start of the leave, they must provide you with the notice as soon as is reasonable. The notice must include the estimated date of the employee’s return to work.
You indicated the employee has provided at least 2 weeks' written notice for the leave. This meets the minimum required notice before starting .
Employees must provide their employers with a medical certificate to be eligible for compassionate care leave. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable.
The certificate must include:
- A statement that the family member has a serious medical condition and a significant risk of dying within 26 weeks
- A statement that the family member needs the care or support of one or more family members
You indicated that the employee provided a medical certificate. In order to meet the minimum requirements, the certificate must include:
- A statement that the family member has a serious medical condition and a significant risk of dying within 26 weeks
- A statement that the family member needs the care or support of one or more family members
Employees must provide their employers with a medical certificate to be eligible for critical illness leave. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable.
The certificate must indicate:
- that the child or adult is critically ill and requires the care or support of one or more family members,
- the start date of the period when care or support is needed,
- the end date of the period during which the child requires care or support, and
- if the leave started before the certificate was issued, the date the leave began.
You indicated that the employee provided a medical certificate. In order to meet the minimum requirements, the certificate must indicate:
- that the child or adult is critically ill and requires the care or support of one or more family members,
- the start date of the period when care or support is needed,
- the end date of the period during which the child requires care or support, and
- if the leave started before the certificate was issued, the date the leave began.
Length of Leave
You indicated that your employee requested less than 6 weeks of maternity leave. Birth mothers must take at least 6 weeks after birth for health reasons, unless:
- You agree to an early return to work, AND
- The employee provides a medical certificate stating the return will not endanger her health
You indicated that your employee requested less than 6 weeks of parental leave. This is within the 62 week unpaid parental leave that birth and adoptive parents are entitled to.
You indicated that your employee requested between 6 and 16 weeks of maternity leave. This is within the 16 week unpaid maternity leave that birth mothers are entitled to.
You indicated that your employee requested between 6 and 16 weeks of parental leave. This is within the 62 week unpaid parental leave that birth and adoptive parents are entitled to.
You indicated that your employee requested between 16 and 62 weeks of maternity leave. This is within the 16 week unpaid maternity leave plus 62 weeks parental leave that birth mothers are entitled to.
You indicated that your employee requested between 16 and 62 weeks of parental leave. This is within the 62 week unpaid parental leave that birth and adoptive parents are entitled to.
You indicated that your employee requested between 62 and 78 weeks of maternity leave. This is within the 16 week unpaid maternity leave plus 62 weeks parental leave that birth mothers are entitled to.
You indicated that your employee requested between 62 and 78 weeks of parental leave. This is more than the 62 week unpaid parental leave that birth and adoptive parents are entitled to.
You indicated that your employee requested more than 78 weeks of maternity leave. This is more than the 16 week unpaid maternity leave plus 62 weeks parental leave that birth mothers are entitled to.
You indicated that your employee requested more than 78 weeks of parental leave. This is more than the 62 week unpaid parental leave that birth and adoptive parents are entitled to.
Birth mothers can take up to 16 consecutive weeks of unpaid maternity leave. In addition, birth mothers can take up to 62 weeks of unpaid parental leave for a total of up to 78 weeks.
Birth and adoptive parents can take up to 62 weeks of unpaid parental leave.
An employee can take up to a half-day of citizenship ceremony leave. Any leave hours not used by an employee cannot be carried over.
An employee can take up to 3 days of bereavement leave in each calendar year.
An employee can take up to 5 days of personal and family responsibility leave in each calendar year.
An eligible employee can take leave for up to 52 weeks if the child has disappeared as a probable result of a crime. The period of leave will end 52 weeks after the day the child disappeared unless otherwise agreed to in writing by the employee and employer.
If the employee takes leave and the child is then found alive, the period of leave ends the earlier of:
- 14 days after the child is found, or
- 52 weeks after the day the child disappeared
An eligible employee can take leave for up to 104 weeks if the child has died as a probable result of a crime. The period of leave will end 104 weeks after the day of the death unless otherwise agreed to in writing by the employee and employer.
An eligible employee can take up to 10 days of domestic violence leave per calendar year.
You indicated the total long-term illness and injury leave your employee has taken exceeds 10 days. Based on this information, the employee is not eligible for any more domestic violence leave this calendar year.
Eligible employees can take up to 10 days of domestic violence leave per calendar year.
An eligible employee can take up to 16 weeks of long-term illness and injury leave per calendar year.
Eligible employees can take up to 16 weeks of long-term illness and injury leave per calendar year.
Employees are eligible to as long as necessary to accommodate the period of service required for international or domestic deployment.
You may request proof that an employee is entitled to reservist leave, in which case you would receive the estimated or known length of the leave.
Employees are eligible for the length of time that is necessary for annual training, including any associated travel time.
An eligible employee can take up to 27 weeks of compassionate care leave.
The leave can be split into multiple installments, but each period must be at least 1 week in length.
An eligible employee can take up to 27 weeks of compassionate care leave. If the family member is still gravely ill and require care, the employee may request the leave again. However, a new medical certificate must be provided.
An eligible employee can take up to 36 weeks for the critical illness of a child.
The leave can be split into multiple installments, but each period must be at least 1 week in length.
An eligible employee can take up to 36 weeks of critical illness leave. If the leave is completed and the child is still critically ill and care is required, the employee may request the leave again. However, a new medical certificate must be provided.
An eligible employee can take up to 16 weeks for the critical illness of a child.
The leave can be split into multiple installments, but each period must be at least 1 week in length.
An eligible employee can take up to 16 weeks of critical illness leave. If the leave is completed and the child is still critically ill and care is required, the employee may request the leave again. However, a new medical certificate must be provided.
Ending Leave
You indicated that the employee has provided a minimum 4 weeks' written notice to return to work. This meets the minimum requirements outlined.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has not provided a minimum 4 weeks' written notice to return to work due to unforeseen circumstances. This meets the minimum requirements outlined.
Based on this information, you are required to reinstate them in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has not provided a minimum 4 weeks' written notice to return to work. This does not meet the minimum requirements outlined.
Based on this information, you are not required to reinstate employees who fail to give written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
An employee who chooses not to return to work after the leave ends must give the employer at least 2 weeks written notice.
You indicated that the employee is currently on death or disappearance of a child leave and they were charged with the crime that caused the death or disappearance. Based on this information, the job protected leave ends on the day the employee is charged with the crime.
You indicated that the employee has provided a minimum 1 week’s written notice to return to work. This meets the minimum requirements outlined.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has not provided a minimum 1 week’s written notice to return to work.
Employees must give their employers at least 1 week’s written notice to return to work unless the employee and employer agree otherwise.
You are not required to reinstate employees who fail to give the required written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
An employee who chooses not to return to work after the leave ends must give the employer at least 2 weeks' written notice.
You indicated that the employee has provided a minimum 1 week’s written notice to return to work. This meets the minimum requirements outlined.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has not provided a minimum 1 week’s written notice to return to work.
Employees must give their employers at least 1 week’s written notice to return to work unless the employee and employer agree otherwise.
You are not required to reinstate employees who fail to give the required written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
An employee who chooses not to return to work after the leave ends must give the employer at least 2 weeks' written notice.
You indicated that the employee has not been on leave for a period longer than 4 weeks. Based on this information, they must provide you written notice to return to work as soon as possible. The notice must include the day the employee intends to return to work.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has provided a minimum 4 weeks' written notice to return to work. This meets the minimum requirements outlined.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You indicated that the employee has not provided a minimum 4 weeks' written notice to return to work and they were on reservist leave due to participation in annual training. These employees are not required to provide written notice of return to work, since the notice of intention to take leave includes the date the employee will return to work.
Based on this information, you are required to reinstate them in their same, or an equivalent, job as long as they return to work the day after their leave ends. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
You are not required to reinstate employees who fail to give written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
You indicated that the employee has not provided a minimum 4 weeks' written notice to return to work.
Based on this information, you are not required to reinstate employees who fail to give written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
An employee who chooses not to return to work after the leave ends must give the employer at least 4 weeks’ written notice.
You indicated that the employee has provided a minimum 1 week’s written notice to return to work. This meets the minimum requirements outlined.
Upon their return, they must be reinstated in their same, or an equivalent, job. Employees who take a job protected leave are considered to be continuously employed for the purposes of calculating years of service.
An employee who chooses not to return to work after the leave ends must give the employer at least 2 weeks' written notice.
You indicated that the employee has not provided a minimum 1 week’s written notice to return to work.
Employees must give their employers at least 1 week’s written notice to return to work unless the employee and employer agree otherwise.
You are not required to reinstate employees who fail to give the required written notice or report to work the day after their leave ends, unless the failure is due to unforeseen or unpreventable circumstances.
An employee who chooses not to return to work after the leave ends must give the employer at least 2 weeks’ written notice.
Length of Leave
An eligible employee can take up to 27 weeks of compassionate care leave. The leave can be split into multiple installments, but each period must be at least 1 week in length.
If the family member is still gravely ill and require care, the employee may request the leave again. However, a new medical certificate must be provided.
An eligible employee can take up to 36 weeks for the critical illness of a child. The leave can be split into multiple instalments, but each period must be at least 1 week in length.
If the leave is completed and the child is still critically ill and care is required, the employee may request the leave again. However, a new medical certificate must be provided.
An eligible employee can take up to 16 weeks for the critical illness of an adult. The leave can be split into multiple instalments, but each period must be at least 1 week in length.
If the leave is completed and the adult family member is still critically ill and care is required, the employee may request the leave again. However, a new medical certificate must be provided.
You indicated the employee is currently on leave due to the death of a child.
An eligible employee can take leave for up to 104 weeks if the child has died as a probable result of a crime. The period of leave will end 104 weeks after the day of the death unless otherwise agreed to in writing by the employee and employer.
You indicated the employee is currently on leave due to the death of a child, and that they have previously taken leave due to the disappearance of the child.
An eligible employee can take leave for up to 52 weeks if the child has disappeared. If the child is subsequently found deceased as the result of a crime, the employee is eligible to an additional 52 weeks of job protected leave, for a total of 104 weeks after the day the child disappeared.
You indicated the employee is currently on leave due to the disappearance of a child, and that the child has been found deceased.
An eligible employee can take leave for up to 52 weeks if the child has disappeared. If the child is subsequently found deceased as the result of a crime, the employee is eligible to an additional 52 weeks of job protected leave, for a total of 104 weeks after the day the child disappeared.
You indicated the employee is currently on leave due to the disappearance of a child.
An eligible employee can take leave for up to 52 weeks if the child has disappeared as a probable result of a crime. The period of leave will end 52 weeks after the day the child disappeared unless otherwise agreed to in writing by the employee and employer.
If the employee takes leave and the child is then found alive, the period of leave ends the earlier of:
- 14 days after the child is found, or
- 52 weeks after the day the child disappeared
Where to get help
If you or your employee are in immediate danger, call 911
The government directly delivers these supports to Albertans affected by family violence:
- The Family Violence Info Line, toll-free at 310-1818, 24/7. The service is available in more than 170 languages to help Albertans find services and other information.
- The Albertans Fleeing Abuse Benefit to help individuals and families with emergency financial assistance to leave a family violence situation.
- Safer Spaces Certificates are issued to help Albertans leave their tenancy without financial penalty due to family violence.
If you are an employer or co-worker looking for information on how to support your staff or colleagues regarding a situation involving domestic violence:
- Find Supports and Services provided by government and community organizations in Alberta.
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See the following resources for additional information:
- download Family Violence in the Workplace
- translated resources about family violence
- visit the Domestic violence at work resource centre on the Canadian Labour Congress website
- Call the Health Canada First Nations and Inuit Hope for Wellness Help Line at 1-855-242-3310 - counselling is available in English and French, and upon request in Cree, Ojibway and Inuktut
You indicated that you are terminating the employee while they are on . You also indicated that you have not suspended or discontinued the business, undertaking or other activity in which the employee was employed.
In these circumstances, you may not terminate the employment of, or lay off the employee.
You indicated that you are terminating the employee while they are on . In most cases, the employee cannot be terminated while on leave.
However, due to the fact that you selected you have suspended or discontinued the business, undertaking or other activity in which the employee was employed, the employee can be terminated, but there are special conditions that apply. If you are terminating the employee because the business, the activity, or the undertaking in which they were employed has ended, you must offer the employee their job back if the business, undertaking or activity starts up again within 52 weeks.
Additional Rules
Employees can’t be terminated or laid off while on a job-protected leave unless the employer suspends or discontinues the business. In this case, employees can be terminated or laid off. The employer must reinstate the employee if the business starts up again within 52 weeks after their leave ends.
Please note that while an employee is on a protected leave under the Act, they continue to accrue vacation time but not pay.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
For more information, visit the Employment Standards website.
Next steps
- Print these results for your records
- To learn more, please refer to the relevant topics of the employment standards rules and regulations
- Restart this job protected leaves tool to explore different scenarios