Canada does not have a single national paid sick leave standard. The number of days you are protected — and whether those days are paid — depends entirely on where you work and who regulates your employer. This guide explains every provincial and federal standard, plus the broader income replacement system for longer illnesses.
Statutory sick leave by jurisdiction (2026)
| Jurisdiction | Paid days | Unpaid days | Total protected | Doctor’s note |
|---|---|---|---|---|
| Federal (CLC) | 10 paid | Up to 27 unpaid | 27 weeks | May request after 3 consecutive days |
| BC | 5 paid | 3 unpaid | 8 days | Cannot require for first 5 paid days |
| Ontario | 0 paid | 3 days (personal emergency) | 3 days | Cannot require |
| Quebec | 2 paid | Up to 23 unpaid | 26 weeks | May request |
| Alberta | 0 paid | 5 unpaid | 5 days | May request |
| Manitoba | 0 paid | 3 unpaid | 3 days | May request after 3 days |
| Saskatchewan | 0 paid | 12 days unpaid | 12 days | May request |
| Nova Scotia | 3 paid | Up to 3 unpaid | 3 paid + up to 3 unpaid | May request |
| New Brunswick | 0 paid | 5 unpaid | 5 days | Varies |
| PEI | 3 paid | Up to 3 unpaid | 3 paid + up to 3 unpaid | May request |
| Newfoundland | 0 paid | 7 unpaid | 7 days | May request |
| Northwest Territories / Yukon / Nunavut | 0 paid | Varies | Varies | Varies |
Federal (Canada Labour Code) employees
Since 2022, federally regulated employees (banks, telecommunications, airlines, interprovincial transport, federal Crown corporations) are entitled to:
- 10 paid medical leave days per year (after 30 days of employment)
- First 3 days accrued in first 30 days; then 1 day per full month after
- Days carried over if unused (up to a cap)
- 17 weeks of unpaid leave for long-term personal illness (job-protected)
- 16 weeks additional unpaid leave for critical illness of a family member
Federal employees have significantly stronger sick leave protections than most provincially regulated workers.
Province-by-province breakdown
British Columbia
BC has among the strongest sick leave protections in Canada:
- 5 paid sick days per year (after 90 days of employment)
- 3 additional unpaid days per year
- Job-protected for both paid and unpaid days
- Employer cannot require a doctor’s note for the first 5 paid days
- For serious illness: up to 36 weeks of unpaid leave for a serious illness or injury, with job protection
Ontario
Ontario’s sick leave provisions are limited:
- 3 days unpaid personal emergency leave per year (covering illness, injury, medical emergency, or urgent family matter) — no paid days
- Employer cannot require a sick note for these 3 days
- Doctor’s notes can be required for absences beyond the 3 statutory days
- For extended illness: no statutory long-term illness leave beyond the 3 days; EI sickness or LTD coverage applies
Ontario is the largest province with no statutory paid sick days for provincially regulated workers — a long-standing criticism of Ontario’s employment standards.
Quebec
Quebec uses a different framework under the Act Respecting Labour Standards:
- 2 paid sick days per year after 3 months of continuous service (the first 2 of a potential 10 annual absences)
- Up to 10 days per year total for illness, family, or other responsibilities (the remaining 8 are unpaid)
- For longer illness: up to 26 weeks of unpaid leave with job protection (after 3 months of service)
Alberta
- 5 unpaid sick/personal days per year after 90 days of employment — no paid days required
- For longer illness: 16 weeks of unpaid leave after 90 days of service (must provide medical certificate)
- Some employers offer paid sick days through employment contracts or collective agreements
Manitoba
- 3 days unpaid for personal illness per year after 30 days of service
- For critical illness: up to 17 weeks of unpaid leave for personal serious illness
Saskatchewan
- 12 days of unpaid sick leave per year after 13 weeks of continuous service
- For long-term illness: 12 weeks of unpaid leave for serious personal illness
Longer illness: EI sickness benefits
When statutory sick leave is exhausted — which can happen as quickly as 3–5 days — the next income replacement layer is EI sickness benefits.
| Feature | Details |
|---|---|
| Duration | Up to 15 weeks |
| Rate | 55% of average weekly insurable earnings |
| Maximum weekly | ~$668/week (2026) |
| Minimum insurable hours | 600 hours in past 52 weeks |
| Waiting period | 1 week (unpaid) |
| Start point | As soon as you stop working due to illness |
| Who qualifies | Employees with sufficient insurable hours |
Apply immediately upon stopping work — do not wait to see if you recover. The 1-week waiting period runs regardless, so applying early does not cost you any payments.
If you need more than 15 weeks off work, EI sickness benefits end and you would need:
- Employer short-term or long-term disability (STD/LTD) insurance
- Individual disability insurance if you purchased it
- CPP Disability (for severe and prolonged conditions — see the CPP Disability guide)
Workplace injuries: WSIB and WCB
Sick leave and EI sickness benefits cover illness. Injuries at work fall under a separate system:
| Province | Program | What it covers |
|---|---|---|
| Ontario | WSIB (Workplace Safety and Insurance Board) | Lost wages (up to 85% of net), medical treatment, rehabilitation |
| BC | WorkSafeBC | Similar — lost earnings, medical, rehab |
| Alberta | WCB Alberta | Lost earnings (90% of net), medical costs |
| All other provinces | Provincial WCB equivalent | Varies |
WSIB/WCB is a no-fault system — you do not need to prove your employer was negligent. Report a workplace injury to your employer immediately and to the WCB in your province within the required timeframe (usually 1 day to 1 week).
Do not file an EI sickness claim if you have a WCB-eligible injury — apply to WCB instead (the rates and protections are typically better).
Can your employer fire you for being sick?
Statutory sick leave days are job-protected — you cannot legally be terminated for taking days your employer is required to provide.
Beyond statutory days, the situation is more complex:
- Employers can have attendance management programs and progressive discipline policies
- Long-term absence is a recognized ground for non-culpable termination in some circumstances
- A human rights duty to accommodate applies to illness that constitutes a disability — employers must accommodate to the point of undue hardship before terminating
If you are fired after taking statutory sick leave, file a complaint with your provincial employment standards office. If the illness is a disability and you believe you were not accommodated, file with your provincial Human Rights Commission.
For the broader termination rules, see the wrongful dismissal guide.