The proposed amendments to the Canada Labour Code seek to enhance leave entitlements for employees dealing with the death of a child, stillbirth, or miscarriage. Key changes include up to eight weeks of leave for the death of a child, eight weeks for stillbirth, and three days for miscarriage, all taking effect shortly after the loss.
These amendments will primarily impact grieving parents and caregivers, allowing them more time to grieve without the stress of work. However, small business owners and employers may face challenges in managing staffing and productivity during these leaves, leading to possible changes in hiring practices.
Employers may incur increased costs from implementing these extended leave policies, which could impact their financial stability. Small businesses may struggle with the temporary loss of productivity and potential need to hire temporary staff or pay overtime to cover responsibilities. On the other hand, while advocates argue that a more supportive workplace can lead to long-term benefits such as reduced turnover, these upfront costs could still be significant.
Supporters of the amendments argue that they are essential for creating a compassionate workplace and acknowledging the profound emotional impact of losing a child or experiencing pregnancy loss. They claim these policies can improve employee morale and workplace loyalty, potentially reducing turnover costs in the long run.
Critics of the amendments raise concerns about the financial strain on small businesses, which may struggle with the additional leave burdens and staffing shortages. There is apprehension that these policies could lead to misuse, complicated administrative tasks for employers, and even affect hiring decisions, as businesses may become hesitant to take on new employees due to potential future leave liabilities.