On June 19, 2025, a new provision under Ontario’s Employment Standards Act (ESA) will come into force: Long-Term Illness Leave.
Here’s a breakdown of what this means for employers:
???? Eligibility: Employees who have worked 13 consecutive weeks
???? Trigger: Employee is unable to perform their duties due to a serious medical condition, certified by a qualified health practitioner
???? Leave Duration: Up to 27 weeks within a 52-week period
???? Unpaid Leave: This is a job-protected, unpaid leave
???? Records: You must retain leave documentation for 3 years after the leave ends
Why It Matters
This isn’t just a compliance box to tick. It impacts your organization’s:
- Leave and accommodation policies
- Manager training and communication
- Recordkeeping systems
- Return-to-work planning
If you’re still using outdated policies—or if you’re unsure how to balance this new leave with existing benefits and disability protocols—it’s time for a review.
At CatalystHR Partners, we work with forward-thinking employers to ensure policy updates aren’t just reactive, but strategic. Let’s make sure your approach to illness, leave, and employee support is compliant, human, and smart.
???? Contact us for a policy check or HR audit before June 19.
