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If you’re still using outdated policies—or if you’re unsure how to balance this new leave with existing benefits and disability protocols—it’s time for a review.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.
