Mothers are still more likely to take the leave, she notes, as there «are still employers that are not supportive of male
employees taking parental leave.»
(1.1) Despite subsection (1), if the child in respect of whom
the employee takes parental leave was born or came into the employee's custody, care and control for the first time before the day subsection 33 (2) of Schedule 1 to the Fair Workplaces, Better Jobs Act, 2017 came into force, the employee's parental leave ends,
Imagine a company where several key
employees take parental leave at or around the same time, and then return only to have their employer tell them they have to work part - time or not at all.
Not exact matches
, fitness breaks legitimized in the work schedule, requiring all
employees to
take a substantial part of their vacation time off, turning off email while on vacation, providing paid
parental leave for new parents and encouraging both mothers and fathers to
take advantage with no adverse career impact, paid time off for volunteer activities, and more.
To get a sense of these costs, look at the length and frequency of
parental leaves employees have
taken in the past.
Canada may have a pretty generous policy towards maternity and
parental leave — especially compared to the U.S. — but many women still encounter significant career setbacks or experience the so - called «motherhood penalty» when they
take time off to have kids, and many employers still wrestle with how to accommodate the disruption of
employees going on
leave.
Employees at Netflix are now permitted to
take up to one year of paid
parental leave when they have children or adopt, the company announced
Employers are also more likely to «top up» Maternity Pay levels than Paternity or Shared
Parental Leave pay levels, supporting female employees, but not their male colleagues, to take l
Leave pay levels, supporting female
employees, but not their male colleagues, to
take leaveleave.
Employers can also
take steps to help fathers address conflict, such as forming
employee networks for fathers, promoting training, offering flexible work arrangements and providing gender - neutral
parental leave.
Employees whose baby is due or who adopt a child on or after 5 April 2015 may be entitled to
take Shared
Parental Leave.
Employee rights aren't usually affected when they
take maternity, paternity, adoption or
parental leave and some
employees can work up to 10 paid days during their
leave.
Entitlement to
parental leave will increase to 61 weeks (effective December 3, 2017, previously 35 weeks) without pay for
employees (birth mothers) who
took pregnancy
leave and a period of 63 weeks (effective December 3, 2017, previously 37 weeks) without pay for all other eligible
employees, and must start within 78 weeks (effective December 3, 2017, previously 52 weeks) of the day on which the child was born or came into the
employee's custody, care and control for the first time.
The total amount of
parental leave that may be
taken by two
employees for the same birth or adoption is 63 weeks, effective December 3, 2017 (previously 37 weeks).
Pregnant
employees are entitled to pregnancy
leave (18 weeks in Quebec, 17 weeks in Ontario and British Columbia and 15 in Alberta) followed by
parental leave (52 weeks in Quebec; 35 weeks if pregnancy
leave was
taken, or 37 weeks if not in Ontario and British Columbia; 37 in Alberta) with the assurance of reinstatement in the same job, if it exists, or a comparable position.
Very few men
take shared
parental leave and Annelise Tracy - Philips discusses how employers can address potential stigma around male staff
taking shared
parental leave in an article for
Employee Benefits.
Employees who
take pregnancy or
parental leave are also protected from what is phrased a «sham reinstatement» where the reinstatement lasts for a short period following the
leave and then the
employee is terminated.
In addition to the
employee's ESA rights, there may also be a human rights claim — as well as a wrongful dismissal claim — if the
employee was fired or transferred because of
taking a pregnancy or
parental leave.
[An
employee must be eligible to
take Statutory Maternity
Leave (SML) or Statutory Adoption
Leave (SAL), or be entitled to Statutory Maternity Pay, Statutory Adoption Pay or Maternity Allowance to be entitled to Shared
Parental Leave.
Letter requesting further information from an
employee who has made a request to
take Shared
Parental Leave
As this post has often mentioned and as the law has made plain, employers can terminate
employees who
take or are on maternity or
parental leave.
Therefore, the amendments to the CLC include, among other things, increasing the maximum length of
parental leave to 63 weeks, extending the period prior to the estimated date of birth when the maternity
leave may begin to 13 weeks, and creating
leaves for an
employee to
take care of a critically ill adult family member and a to
take care of a critically ill child.
The research carried out asked 200 HR directors from various industries what percentage of their male
employees had
taken shared
parental leave.
The aggregate amount of maternity and
parental leave that may be
taken by one or two
employees with respect to the same birth or adoption must not exceed 78 weeks.
At this time, only
employees in federally regulated workplaces and in workplaces in Ontario and Alberta can
take advantage of the extended EI
parental benefits or family caregiver benefit for adults since these jurisdictions have amended their employment / labour standards legislation to harmonize the
leaves with the period allowed for benefits to be paid.
(7) An employer shall retain or arrange for some other person to retain all notices, certificates, correspondence and other documents given to or produced by the employer that relate to an
employee taking pregnancy
leave,
parental leave, family medical
leave, organ donor
leave, family caregiver
leave, critical illness
leave, child death
leave, crime - related child disappearance
leave, domestic or sexual violence
leave, personal emergency
leave, emergency
leave during a declared emergency or reservist
leave for three years after the day on which the
leave expired.
A single top up benefit that is provided «equally» to all
employees each time they become a parent should be carefully evaluated to ensure it is not «effectively» discriminatory to
employees who
take both pregnancy and
parental leave.
The Bill 148 amendments include increasing the ESA's
parental leave entitlement from 35 weeks to 61 weeks for
employees who
take pregnancy
leave, and from 37 weeks to 63 weeks otherwise.
Labour tribunals and human rights commissions across Canada
take a protectionist approach towards
employees, ruling that if any part of an
employee's termination was related, however modestly, to a pregnancy or
parental leave, then it is illegal.
From free gourmet meals to
parental leave, the company likes to
take care of its
employees.
Yet just 19 percent said their organisation offers
parental leave for male
employees on equal terms to female
employees, most men rarely
take all the
parental leave they're entitled to and less than five percent of men currently work flexibly.
If an
employee wishes to
take Shared
Parental Leave they must notify their employer of their entitlement at least eight weeks before the start of any Shared
Parental Leave starts.