How to create a generous parental & maternity leave policy as a small business
Guide to crafting a robust parental and maternity leave policy for small businesses: balancing generosity with sustainability.
Discover the essentials of paternity leave in Canada, including eligibility, benefits, and tips for both employees and employers to navigate this milestone
Canadian employers are legally obligated to provide job protection to fathers taking paternity leave, ensuring they can return to their same position or a comparable one after the leave ends.
Employers must not penalize or discriminate against employees for taking paternity leave and are required to continue providing benefits such as health coverage during the leave period. While the company itself is not mandated to provide paid leave, employers must comply with the provincial or federal employment standards governing unpaid leave along with any collective agreements in place.
Here are a few helpful tips for employers interested in offering meaningful support to their employees as they take paternity leave:
Employees taking paternity leave in Canada are entitled to job protection, AKA the right to return to their same or an equivalent position after the leave ends. They also have the right to continue receiving employer-provided benefits, such as health insurance, during the leave. Additionally, fathers may be eligible for paid parental benefits through EI, at least for a portion of their leave.
Employees on paternity leave are also protected from any form of discrimination or retaliation for choosing to take leave. They have the right to accrue seniority and pension benefits while away, just as though they were still working.
Here are some helpful resources available to employees seeking information on paternity leave across Canada:
Here are a few tips for employees to help with planning for paternity leave as well as returning to work:
Each province and territory has laws that protect a father's right to time with his new baby or adopted child.
Fun fact: since 2006, Quebec has been Canada's most paternity friendly region. Roughly 84% of fathers take advantage of parental leave policies—compared with just 11% of fathers in the rest of Canada.
Here is a basic breakdown offering each province and territory's official resources, as well as the most notable features of their parental leave policies.
Province |
Resources |
Summary |
Alberta |
Up to 18 months of job-protected leave, benefits for up to 62 weeks, and flexible options for sharing leave between parents. |
|
British Columbia |
Up to 18 months of leave and benefits for up to 61 weeks, with the ability to share benefits between parents. |
|
Manitoba |
Up to 18 months of leave with benefits for up to 37 weeks, often supplemented by employer top-ups. |
|
New Brunswick |
Up to 18 months of leave and up to 52 weeks of benefits, with shared benefits available for parents. |
|
Newfoundland & Labrador |
Up to 18 months of leave with benefits for up to 40 weeks, including potential employer top-ups. |
|
Northwest Territories |
Up to 18 months of leave with benefits for up to 62 weeks and additional support for remote locations. |
|
Nova Scotia |
Up to 18 months of leave and 52 weeks of benefits, with some employers offering parental leave top-ups. |
|
Nunavut |
Up to 18 months of leave with 62 weeks of benefits, with extra support for families in remote areas. |
|
Ontario |
Up to 18 months of leave and benefits for up to 61 weeks, with flexibility in sharing benefits between parents. |
|
Prince Edward Island |
Up to 18 months of leave with 36 weeks of benefits, emphasizing work-life balance. |
|
Quebec |
Up to 18 months of leave with 55 weeks of benefits through the Quebec Parental Insurance Plan, with higher benefit rates and flexibility. |
|
Saskatchewan |
Up to 18 months of leave with benefits for up to 37 weeks, and possible employer top-ups. |
|
Yukon |
Up to 18 months of leave and benefits for 62 weeks, with added support for isolated communities. |
In conclusion, at PurelyHR, we believe that paternity leave is a crucial element in promoting a more balanced and inclusive workplace. By providing new fathers the opportunity to take time off to bond with their newborns, support their partners, and fully engage in the early stages of parenthood, paternity leave not only strengthens family dynamics but also fosters a more equitable division of caregiving responsibilities. As paternity leave becomes more widely embraced across Canada, it plays a pivotal role in enhancing work-life balance and creating more supportive, family-friendly workplaces.
For employers, providing clear, flexible paternity leave policies not only ensures compliance with federal and provincial regulations but also helps to retain top talent and boost employee morale. Actively supporting new fathers by offering flexible return-to-work options, maintaining open lines of communication, and ensuring job protection during and after their leave not only benefit individual employees but also contribute to building a workplace culture that values family and well-being.
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