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Canada Labour Code (R.S.C., 1985, c. L-2)

Full Document:  

Act current to 2020-09-09 and last amended on 2020-09-01. Previous Versions

PART IIIStandard Hours, Wages, Vacations and Holidays (continued)

DIVISION VGeneral Holidays (continued)

 [Repealed, 2012, c. 31, s. 221]

Marginal note:Holiday work for managers, etc.

 Despite section 197, an employee excluded from the application of Division I under subsection 167(2) who is required to work on a day on which they are entitled to holiday pay shall be given a holiday with pay at some other time, either by adding it to their annual vacation or by granting it at a time convenient to both the employee and the employer.

  • R.S., 1985, c. L-2, s. 199
  • 2012, c. 31, s. 222

Marginal note:Holiday pay deemed to be wages

 Holiday pay granted to an employee is for all purposes deemed to be wages.

  • R.S., 1985, c. L-2, s. 200
  • 2012, c. 31, s. 222

Marginal note:Application of section 189

 Section 189 applies for the purposes of this Division.

  • R.S., 1985, c. L-2, s. 201
  • R.S., 1985, c. 9 (1st Supp.), s. 8
  • 1993, c. 42, s. 24
  • 2012, c. 31, s. 222

 [Repealed, 2012, c. 31, s. 222]

 [Repealed, 2012, c. 31, s. 222]

DIVISION VIMulti-employer Employment

Definition of multi-employer employment

  •  (1) In this Division, multi-employer employment, as more particularly defined by the regulations, means employment in any occupation or trade in which, by custom of that occupation or trade, any or all employees would in the usual course of a working month be ordinarily employed by more than one employer.

  • Marginal note:Regulations

    (2) The Governor in Council may make regulations

    • (a) defining more particularly the expression “multi-employer employment”; and

    • (b) modifying, to the extent that the Governor in Council considers necessary, the provisions of Division I.1, IV, V, VII, VIII, X, XI, XIII or XIV so that, as far as practicable, employees engaged in multi-employer employment will be entitled to the same rights and benefits under that Division as employees employed by one employer.

  • Marginal note:Idem, application

    (3) Any regulation made pursuant to subsection (2) may be made applicable to all federal works, undertakings or businesses or particularly to one or more such works, undertakings or businesses or such classes thereof or classes of employees thereof as may be specified in the regulations.

  • R.S., 1985, c. L-2, s. 203
  • R.S., 1985, c. 9 (1st Supp.), s. 9
  • 2017, c. 33, s. 204

DIVISION VIIMaternity-related Reassignment and Leave and Other Leaves

Maternity-related Reassignment and Leave

Marginal note:Reassignment and job modification

  •  (1) An employee who is pregnant or nursing may, during the period from the beginning of the pregnancy to the end of the twenty-fourth week following the birth, request the employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current job functions may pose a risk to her health or to that of the foetus or child.

  • Marginal note:Certificate

    (2) An employee’s request under subsection (1) must be accompanied by a certificate from a health care practitioner of the employee’s choice indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk.

  • R.S., 1985, c. L-2, s. 204
  • R.S., 1985, c. 9 (1st Supp.), s. 9
  • 1993, c. 42, s. 26
  • 2018, c. 27, s. 463

Marginal note:Employer’s obligations

  •  (1) An employer to whom a request has been made under subsection 204(1) shall examine the request in consultation with the employee and, where reasonably practicable, shall modify the employee’s job functions or reassign her.

  • Marginal note:Rights of employee

    (2) An employee who has made a request under subsection 204(1) is entitled to continue in her current job while the employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to and shall be granted a leave of absence with pay at her regular rate of wages until the employer

    • (a) modifies her job functions or reassigns her, or

    • (b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her,

    and that pay shall for all purposes be deemed to be wages.

  • Marginal note:Onus of proof

    (3) The onus is on the employer to show that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the certificate issued under subsection 204(2) is not reasonably practicable.

  • Marginal note:Employee to be informed

    (4) If the employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the certificate is not reasonably practicable, the employer shall so inform the employee in writing.

  • Marginal note:Status of employee

    (5) An employee whose job functions are modified or who is reassigned shall be deemed to continue to hold the job that she held at the time of making the request under subsection 204(1), and shall continue to receive the wages and benefits that are attached to that job.

  • Marginal note:Employee’s right to leave

    (6) An employee referred to in subsection (4) is entitled to and shall be granted a leave of absence for the duration of the risk as indicated in the certificate.

  • R.S., 1985, c. L-2, s. 205
  • R.S., 1985, c. 9 (1st Supp.), s. 9
  • 1993, c. 42, s. 26
  • 2018, c. 27, s. 464

Marginal note:Entitlement to leave

 An employee who is pregnant or nursing is entitled to and shall be granted a leave of absence during the period from the beginning of the pregnancy to the end of the twenty-fourth week following the birth, if she provides the employer with a certificate issued by a health care practitioner of her choice indicating that she is unable to work by reason of the pregnancy or nursing and indicating the duration of that inability.

  • 1993, c. 42, s. 26
  • 2018, c. 27, s. 465

Marginal note:Employee’s duty to inform employer

 An employee whose job functions have been modified, who has been reassigned or who is on a leave of absence shall give at least two weeks’ notice in writing to the employer of any change in the duration of the risk or in the inability as indicated in the certificate issued by a health care practitioner, unless there is a valid reason why that notice cannot be given, and the notice must be accompanied by a new certificate.

  • 1993, c. 42, s. 26
  • 2018, c. 27, s. 465

Maternity Leave

Marginal note:Entitlement to leave

  •  (1) Every employee is entitled to and shall be granted a leave of absence from employment of up to 17 weeks, which leave may begin not earlier than 13 weeks prior to the estimated date of her confinement and end not later than 17 weeks following the actual date of her confinement, if the employee provides her employer with a certificate of a health care practitioner certifying that she is pregnant.

  • Marginal note:Extension of period

    (1.1) If the confinement has not occurred during the 17 weeks of her leave of absence, the leave of absence is extended until the date of her confinement.

  • Marginal note:Extension of period — child in hospital

    (2) If, during the period of 17 weeks following the date of confinement, the child who was born is hospitalized, the period is extended by the number of weeks during which the child is hospitalized.

  • Marginal note:Limitation

    (3) An extension under subsection (2) must not result in the period being longer than 52 weeks.

  • R.S., 1985, c. L-2, s. 206
  • R.S., 1985, c. 9 (1st Supp.), s. 10
  • 1993, c. 42, s. 26
  • 2012, c. 27, s. 3
  • 2017, c. 20, s. 259
  • 2018, c. 27, s. 466

Parental Leave

Marginal note:Entitlement to leave

  •  (1) Subject to subsections (2) and (3), every employee is entitled to and shall be granted a leave of absence from employment of up to 63 weeks to care for a newborn child of the employee or a child who is in the care of the employee for the purpose of adoption under the laws governing adoption in the province in which the employee resides.

  • Marginal note:Period when leave may be taken

    (2) The leave of absence granted under this section may only be taken during the 78-week period beginning

    • (a) in the case of a new-born child of the employee, at the option of the employee, on the day the child is born or comes into the actual care of the employee; and

    • (b) in the case of an adoption, on the day the child comes into the actual care of the employee.

  • Marginal note:Extension of period

    (2.1) The period referred to in subsection (2) is extended by the number of weeks during which the employee is on leave under any of sections 206.3 to 206.5 and 206.9, is absent due to a reason referred to in subsection 239(1), 239.01(1) or 239.1(1) or is on leave under any of paragraphs 247.5(1)(a), (b) and (d) to (g).

  • Marginal note:Extension of period — child in hospital

    (2.2) If the child referred to in subsection (1) is hospitalized during the period referred to in subsection (2), the period is extended by the number of weeks during which the child is hospitalized.

  • Marginal note:Limitation

    (2.3) An extension under subsection (2.1) or (2.2) must not result in the period being longer than 104 weeks.

  • Marginal note:Interruption

    (2.4) The employee may interrupt the leave referred to in subsection (1) in order to permit the employee to take leave under any of sections 206.3 to 206.5 and 206.9, to be absent due to a reason referred to in subsection 239(1), 239.01(1) or 239.1(1) or to take leave under any of paragraphs 247.5(1)(a), (b) and (d) to (g).

  • Marginal note:Resumption

    (2.5) The leave referred to in subsection (1) resumes immediately after the interruption ends.

  • Marginal note:Aggregate leave — employees

    (3) The aggregate amount of leave that may be taken by more than one employee under this section in respect of the same birth or adoption shall not exceed 71 weeks, but the amount of leave that may be taken by one employee under this section in respect of the same birth or adoption shall not exceed 63 weeks.

  • Marginal note:Exception — medical leave

    (4) Except to the extent that it is inconsistent with subsection 239(7), section 209.1 applies to an employee who interrupted the leave referred to in subsection (1) in order to be absent due to a reason referred to in subsection 239(1).

  • Marginal note:Exception — leave related to COVID-19

    (4.1) Except to the extent that it is inconsistent with subsection 239.01(7), section 209.1 applies to an employee who interrupted the leave referred to in subsection (1) in order to be absent due to a reason referred to in subsection 239.01(1).

  • Marginal note:Exception — work-related illness or injury

    (5) Except to the extent that it is inconsistent with subsections 239.1(3) and (4), section 209.1 applies to an employee who interrupted the leave referred to in subsection (1) in order to be absent due to a reason referred to in subsection 239.1(1).

  • Marginal note:Exception — member of reserve force

    (6) Despite section 209.1, sections 247.93 to 247.95 apply to an employee who interrupted the leave referred to in subsection (1) in order to take leave under any of paragraphs 247.5(1)(a), (b) and (d) to (g).

  • 1993, c. 42, s. 26
  • 2000, c. 14, s. 42
  • 2002, c. 9, s. 17
  • 2012, c. 27, s. 4
  • 2017, c. 20, s. 260
  • 2018, c. 27, s. 310
  • 2018, c. 27, s. 467
  • 2020, c. 5, s. 39
 
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