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overview
Canada
CurrencyCanadian Dollar (CAD)
CapitalOttawa
Official languageFrench and English
Time zoneGMT -6
Working hours40 hours
Public holidays10 Days (2026)
Payroll frequencyMonthly
Minimum monthly salaryN/A
Date formatdd/mm/yyyy
Leave and time off in Canada
Every country has its own rules and regulations concerning leave from work, and Canada is no exception. The rules surrounding leaves in Canada vary between federal and provincial jurisdictions, with different entitlements for annual leave, sick leave, and various types of family-related leave.
In this section, we’ll guide you through the key types of leaves in Canada, including compassionate care leave, bereavement leave, family responsibility leave, and more. By the end, you’ll have a clear understanding of each type of leave, eligibility criteria, and whether it’s paid or unpaid, along with any relevant provincial variations.
Leave in Canada
Employees in Canada are entitled to paid time off each year for vacation, rest, and relaxation. They also have the right to time off work when they are sick. However, exactly how much leave each employee is entitled to and how it works depends on whether they work in a federally regulated industry or not. Read on to learn everything you need to know about annual leave and sick leave in Canada.
Federally regulated annual leave in Canada
Under the Canada Labour Code, federally regulated employees are entitled to a minimum of two weeks of paid vacation after completing one year of continuous employment. This entitlement increases to three weeks after five years and four weeks after ten years of service. Some employers choose to offer their employees additional leave.
Annual leave in Canada by jurisdiction
Each of Canada’s ten provinces and three territories also has its own regulations for annual leave and holiday pay, which may be different from the federal requirements. For example, employees in Quebec accrue one day of vacation per month worked during the first year, up to a maximum of two weeks. They are then entitled to two weeks’ leave after one year and three weeks after three years.
Using annual leave in Canada
How vacation time (annual leave) is accrued varies depending on the jurisdiction. This is typically based on the employee’s length of service. Vacation pay is calculated as a percentage of earnings. Employers in Canada can choose to set policies concerning when vacation can be taken, which often require employees to schedule time off in advance. In most jurisdictions, unused vacation days can be carried over to the following year, though there may be limitations depending on the province or territory.
Sick leave in Canada
Employees in Canada are entitled to time off if they are too sick to work. However, exact entitlements vary by jurisdiction. Employees in federally regulated workplaces are entitled to up to 10 days of paid medical leave per year after three consecutive months of employment. In some jurisdictions, sick leave is either fully or partially unpaid. In British Columbia, for example, the statutory entitlement is five days of paid leave and three days of unpaid leave.
Maternity, paternity, and parental leave in Canada
Employees in Canada are entitled to time off work during pregnancy and after childbirth. Read on to learn what you need to know about maternity, paternity, and parental leave in Canada.
Maternity leave in Canada
Employees in Canada are entitled to maternity leave when they give birth. It may also be known as pregnancy leave. The length of maternity leave varies between different jurisdictions but is generally between 15 and 18 weeks. Eligibility criteria also differ. For example, employees in Ontario can get pregnancy leave for up to 17 weeks as long as they have been employed for at least 13 weeks before the expected due date.
Maternity benefits are available through the federal Employment Insurance (EI) system, through which employees can receive a benefit totalling 55% of their earnings, up to a cap of CAD 695 per week. In Quebec, employees receive 70% of their normal pay.
Parental leave in Canada
Parental leave in Canada can be taken by either parent. The duration of the leave can be shared between both parents and is in addition to maternity leave (or pregnancy leave). The total length of parental leave to be shared between the parents depends on the province or territory. The federal entitlement is up to 69 weeks combined if taken by both parents.
While on parental leave, parents in Canada can receive payments through the Employment Insurance system. Again, the entitlement is equal to 55% of the employee’s average salary up to a cap. Some employers choose to top up their employees’ pay to 100% of their normal salary while they are on pregnancy or parental leave.
Paternity leave in Canada
There is no statutory entitlement for paternity leave in Canada, since fathers or secondary parents are entitled to take parental leave. The exception is in Quebec, where fathers are entitled to five uninterrupted weeks of paternity leave. However, this is part of the total parental leave entitlement to be shared between the two parents.
Adoption leave in Canada
Employees who adopt children in Canada are also entitled to time off work to care for their newly adopted children. Specific entitlements vary by province or territory, but they are generally similar in duration and conditions to parental leave for biological parents. Employees are typically also entitled to Employment Insurance (EI) benefits that provide financial support during their time off work. Adoption leave is also job-protected, which means employees have the right to return to their job or an equivalent position once their leave is over.
Other leave in Canada
Employees in Canada are also entitled to several other types of leave, which are governed by both federal and provincial labour laws. Employers in Canada can also choose to offer different types of leave to their employees, even if they’re not required by law. Read on to learn about some common types of leave in Canada.
Compassionate care leave in Canada
Employees in Canada are entitled to compassionate care leave to care for a family member with a serious health condition. Exact entitlements vary between jurisdictions. Employees in federally-regulated industries as well as those in New Brunswick, Newfoundland and Labrador, Nova Scotia, Ontario, Manitoba, Prince Edward Island, Saskatchewan, and Yukon are entitled to up to 28 weeks of leave within any 52-week period. This is generally unpaid.
Bereavement leave in Canada
Bereavement leave is another common type of leave in Canada. In general, employees are entitled to three days of leave following the death of an immediate family member. In Alberta and Manitoba, this leave is also available following the loss of a pregnancy. The duration and eligibility criteria for this leave vary by province/territory.
Family responsibility leave in Canada
Employees in Canada can take family responsibility leave to attend to urgent family matters. The specifics of this leave, including duration and pay, differ across provinces and territories. For example, in Ontario, employees are entitled to up to three days of unpaid family responsibility leave each calendar year.
Jury duty or court leave in Canada
Employees in Canada are entitled to take time off work for jury duty or court appearances. The duration and pay during this leave depend on the jurisdiction and the employer’s policies. In some cases, employees may receive full or partial pay, while in others, the leave may be unpaid.
Reservists leave in Canada
Members of the Canadian Armed Forces Reserves are entitled to take leave from their civilian employment for military training or deployments. The duration and pay during this leave vary depending on the jurisdiction and employer policies. Employers are generally required to reinstate employees to their previous position after the leave is over.
Leave for victims of domestic violence in Canada
In some jurisdictions, employees are entitled to leave to deal with situations of domestic violence. For example, employees in Quebec have the right to 26 weeks of leave, with the first two days paid by the employer. The entitlement in other regions is generally ten days. It may be paid or unpaid depending on the province or territory.
Public holidays in Canada
In Canada, federally regulated employers must provide employees with paid time off on 10 general holidays each year, as set out under the Canada Labour Code. In addition to these federal general holidays, each province and territory has its own public holidays that apply to provincially regulated employers. If a general holiday falls on a non-working day, employees are generally entitled to a substitute day off with pay, usually on the working day immediately before or after the holiday.
Can employees work on public holidays in Canada?
The Canada Labour Code does not prohibit employees from working on a general holiday. However, where an employee is required to work on a general holiday, they must receive premium pay (generally at least 1.5 times their regular wages) or general holiday pay with a substitute day off, depending on the applicable rules and circumstances.
General public holidays in Canada
General holidays apply nationwide to federally regulated employees and must be provided as paid days off:
1 January
New Year’s Day
3 April
Good Friday
18 May
Victoria Day
1 July
Canada Day
7 September
Labour Day
30 september
National Day for Truth and Reconciliation
12 October
Thanksgiving
11 November
Remembrance Day
25 December
Christmas Day
26 December
Boxing Day
Provincial and territorial public holidays in Canada
In addition to the federal general holidays, each province and territory observes its own statutory holidays. For example, Family Day–type holidays in February are observed under different names across several jurisdictions, including:
- Louis Riel Day (Manitoba)
- Islander Day (Prince Edward Island)
- Family Day (Alberta, British Columbia, New Brunswick, Ontario, Saskatchewan)
- Heritage Day (Nova Scotia)
Employers should always verify which holidays apply locally and the specific compensation rules governing work on public holidays in the relevant province or territory, as these can differ from federal standards.
Protect your employees and your business
As an employer in Canada, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
FAQ's
How does paid time off work in Canada?
Paid time off in Canada works through vacation pay earned on eligible wages, scheduled vacation time and separate payment rules for public holidays and qualifying paid leaves. Employers must track both the time employees can take and the pay owed under the applicable provincial or federal rules.
Vacation pay generally accumulates as a percentage of earnings. It may be paid when vacation starts or through regular payroll where legally permitted. In Ontario, paying it on each payslip requires an electronic or written agreement with the employee, with vacation pay identified separately. Receiving vacation pay this way does not remove the employee’s right to take statutory vacation time.
Employees request vacation through the employer’s approval process, but employers can generally determine the dates within legal scheduling limits. Quebec, for example, requires employers to give at least four weeks’ notice of vacation dates.
Public holidays and qualifying paid sick days follow their own payment rules. Employers should record them separately, so an employee’s vacation balance is not incorrectly reduced when another statutory entitlement applies.
What statutory leave types must employers provide in Canada?
Canada does not have one uniform list of six statutory leave types that every employer must provide on identical terms. However, six common categories employers should address are:
- Annual vacation: Time off and vacation pay earned through employment.
- Public holidays: Paid holidays or alternative entitlements for eligible employees.
- Sick or medical leave: Protected absence for illness, injury or specified medical reasons.
- Maternity and parental leave: Protected time away for pregnancy, childbirth and caring for a new child.
- Family and caregiving leave: Absence to meet qualifying family responsibilities or care for someone who is seriously ill.
- Bereavement leave: Time away following a qualifying death.
Eligibility, duration, pay and notice requirements differ between jurisdictions. Employers must also check additional rights, including domestic or sexual violence leave, reservist leave and other locally protected absences. A policy covering only six categories could omit an employee’s legal entitlement.
How many vacation days are employees entitled to in Canada?
Most employees in Canada receive at least two weeks of annual vacation after completing a year of employment, but some jurisdictions provide more. For an employee working five days a week, two weeks normally means 10 working days.
Examples of statutory minimums include:
Jurisdiction | Annual vacation entitlement |
Ontario | Two weeks with less than five years’ service; three weeks after five years. |
British Columbia | Two weeks after 12 months; three weeks after five years. |
Quebec | Two weeks after one year; three weeks after three years. |
Saskatchewan | Three weeks after one year; four weeks after 10 years. |
Federally regulated employment | Two weeks after one year, three after five years and four after 10 years. |
These are minimums for covered employees. Employment contracts or collective agreements may provide more vacation days.
Employers should record entitlement in weeks and convert it using the employee’s normal working pattern, rather than assume everyone works a five-day week.
How does sick leave work in Canada?
Sick leave in Canada gives eligible employees protected time away from work, but whether the employer must pay for it varies by jurisdiction. There is no national entitlement to the same number of paid sick days.
Jurisdiction | General statutory entitlement |
Ontario | Three unpaid days per calendar year after two consecutive weeks of employment. |
British Columbia | Five paid and three unpaid days per calendar year after 90 days of employment. Separate serious illness or injury leave provides up to 27 unpaid weeks within 52 weeks, with a qualifying medical certificate and no minimum service requirement. |
Quebec | Up to 26 weeks’ protected absence in 12 months for qualifying illness or accident. After three months’ service, two days are paid, shared with certain other eligible absences. |
Federally regulated employment | Paid medical leave accrues up to 10 days annually, starting with three days after 30 days’ continuous employment. |
In Ontario, using all three statutory sick days does not automatically mean an employee must return to work. Employees with at least 13 consecutive weeks of service may qualify for up to 27 weeks of unpaid, job-protected long-term illness leave within a 52-week period. A qualified health practitioner must certify that the employee has a serious medical condition and state how long they cannot work. For the separate three-day ESA sick-leave entitlement, Ontario employers cannot require a medical certificate from a qualified health practitioner. The certificate requirement for long-term illness leave is different.
What maternity and parental leave are employees entitled to in Canada?
Maternity and parental leave in Canada provide eligible employees with job-protected time away from work, but the duration and qualifying conditions follow the applicable provincial, territorial or federal legislation. These leave rights are separate from eligibility for government benefit payments.
In Ontario, pregnancy leave is generally up to 17 weeks. Employees who take pregnancy leave can then take up to 61 weeks of parental leave. Other eligible new parents can take up to 63 weeks. Pregnancy leave generally requires employment to have started at least 13 weeks before the expected birth date; parental leave requires at least 13 weeks of employment.
In Quebec, maternity leave is generally up to 18 consecutive weeks, while eligible parents can each take up to 65 weeks of unpaid parental leave.
Employers should confirm the leave dates, required notice, benefit continuation and return-to-work arrangements under the relevant legislation. An employee’s approved EI or QPIP payment period should not be used as the sole measure of their protected leave. Quebec also provides up to five consecutive weeks of unpaid paternity leave. Eligibility for QPIP benefits is assessed separately from this leave entitlement.
How much does maternity leave pay in Canada?
Outside Quebec, eligible employees can receive EI maternity benefits equal to 55% of average insurable weekly earnings, up to CAD 729 per week in 2026, for up to 15 weeks. Employers are not generally required to continue full salary, although an employment agreement or benefits programme may provide a top-up.
Parental benefits can follow maternity benefits:
- Standard parental benefits: 55% of average insurable weekly earnings, up to CAD 729 weekly in 2026. Parents can share 40 weeks, with a maximum of 35 weeks for one parent.
- Extended parental benefits: 33%, up to CAD 437 weekly. Parents can share 69 weeks, with a maximum of 61 weeks for one parent.
Quebec residents use QPIP. Its basic plan provides maternity benefits for up to 18 weeks at 70% of average weekly earnings; its special plan provides up to 15 weeks at 75%, subject to insurable earnings limits.
EI eligibility generally requires 600 insured hours in the qualifying period and a reduction in regular weekly earnings of more than 40% for at least one week.
What other types of leave exist in Canada?
Other protected leaves in Canada can cover domestic or sexual violence, critical illness, compassionate care, organ donation, military reserve service, citizenship ceremonies and the death or disappearance of a child. The available leave and its conditions vary by jurisdiction.
Some of these absences include employer-paid days. In Ontario, eligible employees with at least 13 consecutive weeks of service can take domestic or sexual violence leave comprising up to 10 days and 15 weeks per calendar year. The first five days taken are paid.
Other rights address specific events. Prince Edward Island provides one unpaid day for an employee to attend their citizenship ceremony after 90 days of employment. Newfoundland and Labrador provides qualifying critical illness leave of up to 37 weeks to care for a child or 17 weeks to care for an adult. Federally regulated employees can take pregnancy-loss leave of up to eight weeks following a stillbirth, or three days for another pregnancy loss. The first three days are paid after three consecutive months of employment. The right also covers qualifying partners and intended parents.
Employers should assess the reason for an absence before asking employees to use vacation, because a separate protected leave may apply.
How do public holidays affect paid leave in Canada?
Public holidays generally create an entitlement separate from annual vacation, so employers should not automatically deduct a vacation day when an employee qualifies for a statutory holiday. The holiday calendar, eligibility rules and treatment of work performed vary by jurisdiction.
In British Columbia, statutory holidays an employee is entitled to are excluded from annual vacation. A holiday falling during vacation must therefore receive its own statutory treatment.
In Ontario, an eligible employee whose public holiday falls during vacation generally receives a substitute working day off with public holiday pay. The employee and employer can instead agree electronically or in writing to public holiday pay without a substitute day.
Holiday calendars also differ. Ontario has nine statutory public holidays, while Nova Scotia’s Labour Standards Code provides six. A holiday recognised in one province should not automatically be added to, or removed from, another province’s statutory calendar.
Can a Canadian employer require employees to use vacation days during a company shutdown, and what notice is required under each province’s Employment Standards Act?
Yes. Employers can generally schedule earned statutory vacation during a planned company shutdown, provided they follow the applicable notice, vacation-length and payment rules. A shutdown does not automatically allow an employer to deduct unearned vacation or impose unpaid leave.
The general provincial notice requirements for employer-scheduled vacation are:
Province | Minimum notice |
Alberta | At least two weeks in writing when the parties cannot agree on dates. |
British Columbia | No fixed vacation-scheduling notice period in the general statutory provisions. Employers must meet vacation timing and minimum-block requirements. |
Manitoba | At least 15 days when the parties cannot agree. |
New Brunswick | At least one week when the parties cannot agree. |
Newfoundland and Labrador | At least two weeks in writing. |
Nova Scotia | At least one week. |
Ontario | No fixed vacation-scheduling notice period under the general ESA vacation provisions. Vacation must normally be scheduled in whole-week blocks unless the employee requests shorter periods and the employer agrees. |
Prince Edward Island | At least one week before the vacation begins. |
Quebec | At least four weeks. |
Saskatchewan | At least four weeks in writing when the parties cannot agree, including an employer-scheduled shutdown. |
Federally regulated employers generally give at least two weeks’ notice where no agreement on vacation dates exists. Employment contracts and collective agreements may require additional notice.
Before announcing a closure, check each employee’s available entitlement and required vacation blocks. A short Christmas closure, for example, cannot automatically be charged as individual statutory vacation days where the law requires longer blocks.
How does CXC ensure employees receive the correct leave entitlements in Canada?
CXC helps employers manage leave entitlements in Canada through its Employer of Record service, with local HR and payroll support covering statutory leave, vacation pay and benefits administration. This support takes account of the rules applying to each employee and any additional leave agreed in their employment contract.
For businesses with teams across Canada, tracking provincial differences can add significant administrative work. An employee’s location and length of service can affect their vacation allowance, while paid sick leave and public holiday rules also vary. These requirements need to carry through from the employment terms to how leave is recorded and paid.
Employees also need to understand what leave they can take, how they will be paid and what to expect when they return. CXC supports the administration behind these arrangements, giving HR teams access to local specialists when a request needs closer review. This helps businesses manage leave consistently while accounting for individual circumstances and local requirements.
Speak to our team about managing leave for your Canadian workforce.
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