Canada Leave Laws and Holidays

The amount of sick leave provided may vary depending on the employer's policy or collective bargaining agreements. It is not mandatory under Manitoba's employment law for employers to provide paid sick leave, but employers may choose to do so.

Employees are typically required to notify their employer as soon as possible if they are unable to work due to illness. The specific notice period may vary depending on the employer's policy or collective agreement.

Sick leave may require employer approval depending on company policy. In some cases, employers may require a medical note to verify the illness.

Employers may provide additional sick leave in certain situations, such as for prolonged illness, but this is typically outlined in employment contracts or collective agreements.

In most cases, sick leave is provided as a benefit and not accrued over time. However, some employers may allow for sick leave to accumulate over time or provide a set number of days annually.

Unless specified in an employment agreement, sick leave is typically not carried over from year to year. If sick leave is not used, it may not be available in subsequent years.

Sick leave is typically not paid out when employment ends. However, if sick leave is part of a collective agreement or employment contract, there may be exceptions.

Unused sick leave is not typically paid out at the end of the year unless stated otherwise in an employment agreement or collective bargaining agreement.

For prolonged sickness, employers may require a medical certificate from a doctor or healthcare provider to confirm the illness and duration of absence.

Employees are entitled to two weeks of vacation after one year of continuous service. This increases to three weeks after five years of continuous service.

Employees are generally required to provide reasonable notice to their employer before taking vacation. The notice period is typically 2 to 4 weeks, depending on employer policy.

Vacation leave requires approval from the employer. The approval process typically involves submitting a leave request which the employer must approve.

Employers may grant additional vacation leave beyond the legal minimum in certain situations, such as long service or as part of a negotiated employment contract.

Vacation leave is accrued annually based on the length of continuous service with the employer.

Employees are generally allowed to carry over unused vacation leave to the next year, but it may be subject to a cap or expiration date depending on employer policy.

If an employee has unused vacation leave at the time of termination, they are entitled to be paid for the unused portion. The payout is typically based on the employee's current wage rate.

Unless specified in an employment agreement, unused vacation leave is generally not paid out at the end of the year and should be taken within the year it is accrued.

Employers may have policies for when vacation can be taken, especially during peak business periods. These policies are typically communicated to employees in advance.

Eligible employees are entitled to up to 17 weeks of unpaid maternity leave. The leave can be taken starting no earlier than 17 weeks before the expected delivery date and ending no later than 17 weeks after the actual delivery date.

Employees must provide their employers with at least 4 weeks' written notice before the date they intend to start maternity leave.

Maternity leave is a statutory right and does not require employer approval, although notice requirements must be met.

Additional quota beyond the standard 17 weeks is not generally available under Newfoundland employment standards.

Maternity leave does not accrue over time as it is a one-time entitlement per pregnancy.

Maternity leave must be taken in one continuous period and cannot be carried over beyond the postpartum period.

There is no payout for unused maternity leave upon termination of employment, as this leave is unpaid.

Since maternity leave is unpaid and does not accrue, there is no end of year payout for this type of leave.

To qualify for maternity leave, employees must have worked for their employer for at least 20 consecutive weeks before the commencement of the leave.

Parental leave allows employees to take up to 37 weeks of unpaid leave following the birth or adoption of a child. The leave must be taken within 52 weeks of the child’s birth or adoption.

Employees must notify their employer at least 4 weeks before taking parental leave. The notice should include the expected start date and duration of the leave.

Parental leave is a right under Saskatchewan employment law, although notice requirements must be met.

Some employers may grant additional parental leave beyond the statutory 37 weeks, but this is generally subject to agreement between the employer and employee.

During parental leave, employees do not accrue vacation or sick leave. Any benefits such as health insurance may continue depending on the employer's policy.

Parental leave must be taken in a continuous period and cannot be carried over.

Parental leave is unpaid, but employees are protected by law and entitled to return to their position or an equivalent one upon returning from leave.

Parental leave does not affect end-of-year payouts for unused vacation or other benefits as it is a separate, unpaid leave.

Employees on parental leave are protected from being dismissed due to their leave, and they are entitled to return to their job or a comparable one.

Employees are entitled to up to 28 weeks of unpaid compassionate care leave to care for a family member with a serious illness. The leave must be taken within a 52-week period.

Employees must notify their employer at least 4 weeks before taking compassionate care leave, including the expected start date and duration.

Compassionate care leave requires employer approval, and employees are usually asked to provide medical documentation confirming the need for leave.

Employees are entitled to a maximum of 28 weeks of compassionate care leave under the law. Any additional leave would need to be negotiated separately.

While on compassionate care leave, employees do not accrue vacation or sick leave. Benefits such as health insurance may continue, depending on employer policy.

Compassionate care leave must be used within the specified 52-week period and cannot be carried over to the next year.

Compassionate care leave is unpaid, and employees are not entitled to payout for unused leave upon termination.

There is no annual payout for compassionate care leave as it is granted based on a specific need.

Employees may need to provide a medical certificate to verify the need for compassionate care leave, confirming the severity of the family member's illness.

Employees in Manitoba are entitled to up to 3 days of unpaid leave per year to care for a family member who is ill, injured, or in an emergency situation. The leave is available for situations such as caring for a child, spouse, or another family member.

Employees must inform their employer as soon as possible, providing reasonable notice of the need for leave. The specific notice period may vary depending on employer policy, but it should be done promptly.

Family responsibility leave typically requires employer approval. Employees may need to explain the reason for the leave and provide documentation, such as a medical certificate, if requested.

Additional family responsibility leave beyond the statutory 3 days is not automatically provided. Employees may need to negotiate additional leave with their employer or use other forms of leave.

Family responsibility leave does not accrue and is available per incident up to the annual limit.

Family responsibility leave is not carried over into the next year. It must be used within the current year, and any unused days will not roll over.

Since family responsibility leave is unpaid, it is not eligible for payout upon termination of employment.

Unused family responsibility leave is not paid out at the end of the year, as the leave is unpaid and not accumulated.

Employers may require documentation, such as a medical certificate, to verify the need for family responsibility leave. The leave should be used for urgent and important family matters.

Employees in Manitoba are entitled to up to 3 days of paid bereavement leave for the death of a family member. The leave can be taken to attend the funeral or to manage the affairs of the deceased.

Employees must notify their employer as soon as possible of their need for bereavement leave. The notice period may depend on the timing of the death and funeral arrangements.

Bereavement leave requires employer approval. Employers may request documentation, such as an obituary or death certificate, to verify the need for leave.

Additional bereavement leave beyond the statutory 3 days is not automatically granted. Employees may need to negotiate additional leave or use other forms of leave, such as vacation or personal days.

Bereavement leave is typically provided as a benefit and is not accrued. Employees are entitled to a set number of days per occurrence, and it does not accumulate from year to year.

Bereavement leave cannot be carried over into the next year. It is provided on a per-incident basis and is not accumulated over time.

If the employee has taken bereavement leave during their employment, they will be paid for those days. However, bereavement leave is not paid out upon termination of employment.

Unused bereavement leave is not paid out at the end of the year, as it is a paid leave provided per specific circumstances (e.g., death of a family member).

Employers may require documentation, such as a death certificate or funeral notice, to verify the need for bereavement leave.

Employees are entitled to leave for the period of time required to serve on a jury.

Employees are required to inform their employer as soon as they are called for jury duty. The notice should be given with enough time for the employer to arrange coverage for the employee.

Jury duty leave is legally protected, and employers are generally not allowed to deny this leave. However, employees should notify their employer and may need to provide documentation, such as a jury summons.

Employees are entitled to only the time required to serve on a jury. Additional leave beyond the time required for jury duty is not typically granted, unless specified by the employer.

Jury duty leave is generally unpaid unless specified by the employer. It does not accrue vacation or sick leave during the period the employee is away.

Jury duty leave is typically used in the year it is granted and cannot be carried over to the next year. It is granted based on the specific instance of jury duty service.

Employees on jury duty are not typically paid by their employer, but they are protected by law to serve without the fear of termination. Unused jury duty leave is not paid out upon termination.

Jury duty leave is not paid out at the end of the year, as it is only granted when the employee is required to serve on a jury.

Employees who serve on a jury may be reimbursed by the government for a portion of their lost wages. However, this reimbursement is typically lower than the employee's regular wage.