Paid Sick Leave for BC Employees Starting January 1, 2022
By: Georg ReuterOur Employment & Human Rights Lawyers have been fielding many questions from clients regarding the recent announcement by the provincial government that starting in January, employers will be required to provide 5 paid sick days to BC employees. Here are responses to those questions:
- The start date for the new 5 sick days is January 1, 2022, and new employees are eligible for the 5 sick days after 90 days of employment;
- The 5 paid sick days are in addition to the current 3 unpaid sick days, for a total of 8 sick days (5 paid and 3 unpaid) per year;
- If employers currently have a sick day policy that meets or exceeds the new 5 paid sick day requirements, we recommend they add wording to clarify that the paid sick days under an existing policy include the paid sick leave required by the BC Employment Standards Act (the “ESA”). This will avoid “doubling up” on sick days;
- Employers can ask for “reasonably sufficient proof” of an employee being sick. This may include in some cases , asking for a doctor’s note;
- Paid sick days only apply to employees – they do not extend to employees taking time off to care for a sick family member. There are however other provisions of the ESA which provide unpaid leave for employees who need to take time off to care for family members;
- It appears that unused sick days:
- don’t carry over from year to year; and
- may not have to be paid out on termination;
- The new sick day provisions will not apply to:
- employees working in the Federally-regulated sector; and
- employees in professions or occupations excluded from the ESA;
For more information about this post, or if you require support updating your policies, email Employment & Human Rights Lawyer, Georg D. Reuter at greuter@rbs.ca, or call at 604.661.9208.
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The unprecedented circumstances around the COVID-19 pandemic have many employers looking for answers to complex questions in a hurry. As a service to our clients, here are some of the questions we have been asked most often in recent days.
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The coronavirus pandemic has brought so much uncertainty with it and has turned the world of work on its head. Every employer is required to have a COVID-19 Safety Plan that assesses the risk of exposure at their workplace and implement measures to keep their workers safe. On November 24, 2020, BC issued a Public Health Order (the “Order”) requiring the use of masks in all public indoor spaces in the province. Since this Order, our Group has and continues to receive a lot of questions from business owners and employers on the mandatory masking order, in particular, what happens if an employee refuses to comply with an employer’s COVID-19 Safety Plan including an unwillingness to wear a face mask?
In this blog post, we consider whether an employer can terminate an employee’s employment for cause for refusing to wear a face mask while at work.
