Stress Leave in Canada: Are Employers Obligated to Offer it?
- HR
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
Workplace stress can impact employees’ performance, and small business owners need to understand how to manage stress leave while staying compliant with Canadian employment laws. In Canada, stress leave is not a distinct category but is covered under sick leave or medical leave provisions in provincial employment standards.
What is stress leave?
Stress leave refers to time off work due to mental health or stress-related conditions. It falls under sick or medical leave, as Canadian law does not recognize stress leave as a separate entitlement. Employees may take stress leave with proper medical documentation, and small business owners must accommodate these requests within legal boundaries.
Job protection
: Employees cannot be fired or disciplined for taking legitimate stress leave supported by a medical note.
Legal framework
: Human rights laws require accommodation for mental health disabilities up to the point of undue hardship.
Provincial variations
: Each province sets its own sick leave rules, impacting how stress leave is managed.
Safe work environments
: There is a growing trend in Canadian jurisdictions to recognize an Occupational Health & Safety obligation to preserve an employee’s psychological health. As a result, employers in various Canadian jurisdictions have an obligation to protect their employee’s mental health.
Who qualifies for stress leave?
Eligibility for stress leave typically requires employees to have worked a minimum period (e.g., two weeks in Ontario) and provide a medical note confirming the need for leave. In Ontario, the Employment Standards Act (ESA) allows up to three unpaid sick days per year, which can include stress leave. Additional leave may be required if stress is deemed a disability under human rights law.
Duration of stress leave
The length of stress leave varies based on medical needs and provincial laws. Short-term stress leave may last a few days for acute stress, while extended leave could span weeks or months for serious conditions. Employers must protect the employee’s job during this period.
Paid vs. unpaid stress leave
Most stress leave is unpaid unless specified by employer policies or provincial laws. Options for compensation include:
Statutory paid sick days
: Some provinces, like British Columbia, offer up to five paid sick days annually.
EI sickness benefits
: Employees may access federal benefits for up to 15 weeks with medical documentation.
Short-term disability plans
: Employer-sponsored plans may provide wage replacement during stress leave.
Employer obligations
Small business owners have legal responsibilities when employees take stress leave:
Job protection
: Ensure the employee’s position remains available upon return.
Confidentiality
: Keep medical information private, sharing only with staff who need to know.
Benefits continuation
: Maintain employer-paid benefits during unpaid stress leave, per provincial rules.
Supporting return to work
When employees return from stress leave, employers must facilitate a smooth transition:
Gradual return
: Offer part-time hours or reduced schedules initially.
Modified duties
: Adjust tasks to minimize stress triggers.
Flexible options
: Allow remote work or adjusted hours to support recovery.
Preventing workplace stress
Proactive measures can reduce the need for stress leave:
Workload management
: Set realistic task expectations and deadlines.
Employee Assistance Programs (EAPs)
: Provide access to confidential mental health support.
Training
: Equip managers to recognize stress and foster open communication.
Creating a stress leave policy
A clear stress leave policy ensures compliance and consistency:
Review legislation
: Check provincial employment standards and human rights laws.
Define eligibility
: Specify tenure requirements and medical documentation needs.
Outline leave options
: Detail paid/unpaid leave and benefit options.
Set return procedures
: Include steps for medical clearance and gradual return.
Long-term illness leave: How does this new statutory leave affect leave for stress?
2025 has brought groundbreaking changes that significantly expand the stress leave framework outlined above. Several Canadian provinces have introduced extended long-term illness leave provisions that fundamentally alter employee entitlements and employer obligations.
Key provincial changes
Ontario (Effective June 19, 2025)
27-week unpaid, job-protected leave
for employees with 13+ weeks of service
Covers serious medical conditions, including severe stress and mental health conditions
Can be taken non-consecutively within a 52-week period
Nova Scotia (Effective January 1, 2025)
27-week unpaid serious illness leave
, aligning with EI sickness benefits duration
Alberta
16-week job-protected long-term illness leave
for employees with 90+ days of service
Combining unpaid leave with employment insurance benefits
The new provincial provisions are strategically designed to work alongside federal EI sickness benefits. While the long-term illness leave is unpaid, employees can simultaneously access:
EI sickness benefits
: Up to 26 weeks of financial support (maximum $695 weekly in 2025)
Provincial job protection
: 27 weeks in Ontario/Nova Scotia, covering the 26-week EI period plus the 1-week waiting period
This combination provides employees with both income replacement and job security during serious stress-related conditions. The alignment isn't a coincidence—provinces deliberately structured their provisions to complement federal EI benefits.
Impact on stress leave management
These amendments create a two-tier system:
Tier 1
: Short-term stress leave (3-5 days) for acute situations
Tier 2
: Long-term stress leave (16-27 weeks) with EI income support for serious conditions
Small business owners must update policies to address both short-term and long-term entitlements, recognizing that employees now have access to extended income-protected leave that combines provincial job protection with federal financial support.
Do you need guidance creating HR policies for your business?
Our experts can help you develop company policies as well as provide guidance on any other
_blank
HR
,
_blank
health & safety
or employee issue that may arise. To learn more about how
_blank
our services
can help your business, call us for free at
1-833-247-3652
.
Related articles
- October 2nd 2025Start Strong: HR Essentials for First-Time Business OwnersHRKiljon ShukullariHR Advisory Manager
- October 1st 2025Nova Scotia Minimum Wage Increase 2025: An Employer’s GuideMinimum wageKiljon ShukullariHR Advisory Manager
- October 1st 2025Ontario Minimum Wage 2025: Everything Employers Should KnowMinimum wageOlivia CicchiniEmployment Relations Expert
Back to resource hub