Who is eligible for compassionate leave

On the other hand, compassionate leave can also be used to take time off from work to care for a dependent or sick relative. Despite their differences, none of the types of leave are clearly defined by the law. Both leave entitlements and compensation must be defined at your discretion.

We recommend that regardless of the decisions you make, you should distinguish between these types of leave and create leave policies for each. In , the U. This law grants two weeks statutory bereavement leave to parents who lose a dependant child under the age of The two weeks can be used in a block of two weeks or broken down across the annual leave year following the child's death. This allows working parents to take time off to deal with the unbearable loss of a child when they need it the most.

The law also includes miscarriages and stillbirths. Find out more in this guide to bereavement leave. While compassionate leave and bereavement leave are loosely defined, you need to have clear policies in place in order to implement bereavement leave in your company. Given the impact a family loss or terminal illness has on employees, businesses need to consider the effects on employees' performance, productivity and employer perception.

A supportive and empathetic workplace will only benefit you. Find out how to implement a bereavement leave policy successfully. By clicking on "Subscribe" I confirm that I have read and accepted the privacy policy. When it does, employers will need to review their employment policies to ensure they comply with the new law. Get in touch on info citrushr. The content of this blog is for general information only. You can find more detail on this in our Terms of Website Use.

If you require professional advice, please get in touch. Get in touch with us to find out more about how we can help your business with friendly expert HR Support or with our powerful HR software. Phased return to work after sickness.

How to handle an employee off with work-related stress. Employee off sick after annual leave refused. Blog Leave and Absence Compassionate leave for bereavement: what the law says According to the Employment Rights Act , employees are entitled to emergency time off.

The certificate must include:. If the employee cannot provide the certificate prior to starting the leave, they must provide it as soon as is reasonable. Employees must give their employer written notice at least 2 weeks before the start date of their leave. In this case, notice must be provided to the employer as soon as is reasonable. Annual vacation earned prior to leave must be taken within 12 months after it was earned.

If this time falls while the employee is on leave, the employee must:. 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. For more information, contact Alberta Human Rights Commission. An employee who feels they have been improperly terminated can file an employment standards complaint.

Employees eligible for compassionate care leave may also be eligible for Employment Insurance benefits for compassionate care. It is important to be aware that the eligibility requirements for Employment Insurance benefits and eligibility to take a job-protected leave in Alberta may be different. For more information on Employment Insurance, contact Government of Canada.

Part 2, Division 7. This leave provides employees with unpaid, job-protected leave to care for a family member with a serious medical condition and a significant risk of death. Part 5. Disclaimer: In the event of any discrepancy between this information and Alberta Employment Standards legislation, the legislation is considered correct.