Summary#
This bill creates a new job‑protected, unpaid leave in British Columbia for workers who have a serious personal illness or injury. The goal is to let people step away from work to recover without losing their job.
- Lets eligible employees take up to 27 weeks of unpaid leave within any 52‑week period.
- Requires a medical certificate from a health practitioner (doctor, nurse practitioner, or other regulated provider named by regulation).
- Leave must be taken in full weeks and can be taken all at once or in several weekly blocks.
- You must give the certificate to your employer as soon as you can.
- The government may set a minimum time you must have worked before you qualify and may add which health professionals can write certificates.
- Makes small housekeeping changes to align with B.C.’s health professions law.
What it means for you#
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Workers
- You can take unpaid time off—up to 27 weeks in a year—if a serious illness or injury makes you unable to work for at least one week.
- Your job is protected while you are on this leave. You should be able to return to your job or a similar one when you are cleared to work.
- You need a medical certificate that says you cannot work, the date you became unable to work, and when you are expected to return.
- You must give the certificate to your employer as soon as you can.
- Leave is counted in whole weeks. It starts in the week your doctor says you were unable to work (or the week you actually stopped working) and can be split into weekly blocks.
- If you go back to work early and your health worsens before the expected return date, you can restart your leave without getting a new certificate, as long as you are still within the 27‑week and 52‑week limits.
- This leave is unpaid. Some people may apply for federal Employment Insurance (EI) sickness benefits to replace part of their income while away.
- You may need to have worked a set number of days with your employer before you qualify. The exact number, if any, will be set in regulations.
- This applies to employees covered by the Employment Standards Act. It does not cover independent contractors.
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Employers
- You must allow eligible employees to take this unpaid leave and keep their job available, up to the limits in the law.
- You can request and must receive a medical certificate. It will include the start date of the worker’s inability to work and an expected return date.
- Plan for scheduling and coverage in weekly blocks. Track up to 27 weeks within any 52‑week period.
- You are not required to pay wages during this leave.
- Watch for regulations that may set a minimum employment period and add which health professionals can issue certificates.
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Health practitioners
- You may be asked to provide certificates that confirm inability to work, the start date, and expected return date.
- Besides doctors and nurse practitioners, other regulated health professionals may be added by regulation.
Expenses#
No publicly available information.
Proponents' View#
- Protects workers going through cancer treatment, major surgery, long COVID, or serious injuries from losing their jobs.
- Gives clear rules and documentation, which can reduce conflict between workers and employers.
- Provides flexibility by allowing leave in weekly blocks, which helps people with conditions that flare up.
- Aligns B.C. with similar long‑term medical leave protections in other jurisdictions and with federal EI sickness benefits.
- Because the leave is unpaid, it limits direct costs for employers and government while still offering job security.
Opponents' View#
- Since the leave is unpaid, many low‑income workers may not be able to afford to use it.
- Holding positions vacant for months can be hard for small businesses and could raise staffing costs.
- Requiring a medical certificate may be a barrier where access to providers is limited and could add clinic workload.
- Tracking weekly blocks within a 52‑week window may be confusing and lead to disputes.
- Some workers, like independent contractors, are not covered; and key details (such as any minimum time on the job) are left to future regulations.