Your Rights to Sick, Stress, and Family Leave in Ontario

Balancing work and personal life isn’t always about booking a vacation or taking a long weekend. Sometimes, it means stepping away from your job to care for your mental health, taking a loved one to a doctor’s appointment, or being there in a crisis. That’s where Ontario’s employment laws come in. The Employment Standards Act, 2000 (ESA) gives workers across the province access to several job-protected leaves—so they can take care of themselves or their families without losing their jobs. Three of the most common are sick leave, stress leave, and family responsibility leave.

Here’s what you need to know about each one—and how to protect your rights if your employer isn’t on board.

Sick and Stress Leave

You’re entitled to three days of unpaid, job-protected sick leave every year. This includes physical illness, injury, or a medical emergency.

There’s no special category for “stress leave” under the ESA, but stress-related illness can fall under sick leave—especially if you have a medical note supporting it. That includes anxiety, burnout, or other mental health conditions.

To qualify:

• You must have worked at least two weeks for your employer.
• Your employer can ask for proof “reasonable in the circumstances”—but that doesn’t automatically mean a doctor’s note.
• These are unpaid days unless your workplace provides paid leave through a contract or collective agreement.

If your employer refuses to honour your sick leave or penalizes you for taking time off, that’s not okay—and it may be time to seek legal advice.

Family Responsibility Leave

You can also take up to three unpaid days off per calendar year to handle urgent issues or medical needs involving close family members.

That includes:

• Illness or injury
• Medical emergencies
• Serious, unplanned events (like your parent’s house being broken into)

Covered relationships include spouses, children, parents, grandparents, siblings, and others who depend on you for care.

A few things to know:

• You don’t have to take the days all at once.
• You can use the leave for pre-planned medical procedures if they’re related to illness or injury.
• Cosmetic surgery or events like weddings don’t qualify.
• You don’t have to provide a medical note—just the name of your relative, your relationship, and a general explanation.

If you only need to take a few hours off for something urgent, your employer can still count it as a full day. But they must pay you for the time you did work.

Family Caregiver Leave

If a loved one is dealing with a serious medical condition, you may be eligible for family caregiver leave—up to eight weeks per calendar year, per family member. This type of leave is available when a qualified health practitioner, such as a physician, nurse practitioner, or psychologist, confirms that your family member has a serious condition.

There’s no minimum length of employment required, and the leave can be taken in full weeks or as individual days. However, any time taken within the same week—even if it’s just a day—will count as one of your eight available weeks. Eligible family members include same-sex spouses, foster children, step-relatives, and others who rely on you for care.

You can begin your leave before you obtain the medical certificate, but the certificate must eventually be provided. It doesn’t need to disclose the diagnosis—only that the condition is serious. This leave offers critical support for workers caring for aging parents, relatives with chronic illnesses, or loved ones undergoing intensive treatment.

If you feel that you are being treated unfairly by your employer because of family obligations, contact Lecker & Associates—an experienced Toronto employment lawyer with more than 40 years of experience fighting for employee and human rights.

What About Your Job While You’re Away?

All three types of leave—sick, family responsibility, and family caregiver—are job-protected under the Employment Standards Act.

This means your employer cannot fire you, cut your hours, or penalize you in any way for taking a leave you’re entitled to. They’re also required to reinstate you to your previous job, or one that’s comparable, once you return. Even if you don’t give advance notice or start your leave before officially informing your employer, you don’t lose your right to take it—as long as you notify them as soon as reasonably possible.

Employers can ask for proof of your entitlement to the leave, but only if it’s considered reasonable in the circumstances. Importantly, they are not allowed to ask for sensitive medical details or explanations beyond what the legislation permits.

When More Than One Leave Applies

Sometimes, more than one leave can apply to the same situation. For example, if your child is sick and needs urgent care, you might qualify for both family responsibility leave and family caregiver leave, depending on how serious the condition is.

But be careful: you can only count each day of absence to under one leave at a time.

Need Help Understanding Your Leave Rights?

We help employees across Ontario navigate their legal rights—especially when it comes to time off for health and family needs.

If your employer is denying your leave, demanding excessive documentation, or penalizing you for taking time off, we can step in. You deserve to care for your health and your loved ones without putting your job at risk.

Book a no-charge initial assessment: https://leckerslaw.com/contact-us/