Renseignements en français

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A number of pages on the Government of Saskatchewan`s web site have been professionally translated in French. These translations are identified by a yellow text box that resembles the link below and can be found in the right hand rail of the page. The home page for French-language content on this site can be found here:

Renseignements en Français

Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.

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Medical Leave

Medical leave encompasses any leave relating to personal medical care and immediate family care. This includes organ donation, critically ill child care, and compassionate care.

To view a summary of these leaves, please review the Employment Leaves Quick Reference - Medical.

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1. Organ Donation

Organ Donation leave is unpaid, job-protected leave of up to 26 weeks, for the purpose of undergoing surgery to donate all or part of a certain organ to a person. 

An employee must have worked with the employer for at least 13 weeks to be eligible for this leave. Written notice must be provided to the employer as soon as possible before the leave begins. The employee must also notify the employer as soon as possible with their return date. An employer may also ask for a medical certificate along with the notice.

Upon return, an employee is entitled to return to the same job if the employment leave is for 60 days or less. If the leave is longer than 60 days, the employee can be reinstated to a comparable job. The employee must receive at least the same wage and benefits as before the leave.

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2. Critically-Ill Child Care Leave

Critically-Ill Child Care leave is an unpaid, job-protected leave of up to 37 weeks. Parents are eligible for this leave to provide care or support to a critically ill or injured child. Eligible parents who take this leave from work may be eligible to receive Employment Insurance special benefits for Parents of Critically Ill Children.

An employee must have worked with the employer for at least 13 weeks to be eligible for this leave. Written notice must be provided to the employer as soon as possible before the leave begins. The employee must also notify the employer as soon as possible on their return date.

Upon returning, an employee is entitled to return to the same job if the employment leave is for 60 days or less. If the leave is longer than 60 days, the employee can be reinstated to a comparable job. The employee must receive at least the same wage and benefits as before the leave.
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3. Compassionate Care

Compassionate Care leave is an unpaid, job-protected leave of up to 28 weeks. This can be taken in single or multiple blocks of time within a 52-week period providing no block is shorter than one week in duration. The leave is intended to provide employees the opportunity to provide care and support to a family member who is gravely ill and who has a significant risk of death within 26 weeks.

You can receive compassionate care benefits for a variety of family members—both yours and those of your spouse or common-law partner.

Your family members Family members of your spouse or common-law partner
  • Children
  • Wife, husband, common-law partner
  • Father, mother
  • Father's wife, mother's husband
  • Common-law partner of the father or the mother
  • Brothers, sisters, stepbrothers, stepsisters
  • Grandparents, step-grandparents
  • Grandchildren, their spouses or common-law partners
  • Sons-in-law, daughters-in-law (married or common law)
  • Father-in-law, mother-in-law (married or common law)
  • Brothers-in-law, sisters-in-law (married or common law)
  • Uncles, aunts, their spouses or common-law partners
  • Nephews, nieces, their spouses or common-law partners
  • Current or former foster parents
  • Current or former foster children, their spouses or common-law partners
  • Current or former wards
  • Current or former guardians, their spouses or common-law partners
  • Children
  • Father, mother (married or common law)
  • Father's wife, mother's husband
  • Common-law partner of the father or the mother of your spouse or common-law partner
  • Brothers, sisters, stepbrothers, stepsisters
  • Grandparents
  • Grandchildren
  • Sons-in-law, daughters-in-law (married or common law)
  • Uncles, aunts
  • Nephews, nieces
  • Current or former foster parents
  • Current or former wards

Note: A common-law partner is a person who has been living in a conjugal relationship with another person for at least a year.

To be eligible for this leave, an employee must have worked with the employer for more than 13 consecutive weeks. Written notice must be provided to the employer as soon as possible before the leave begins. At the employer’s request, the employee must provide a doctor’s note. Employees who take this leave may be eligible for Employment Insurance Compassionate Care Benefits through Service Canada.The employee must notify the employer of their intended return to work date as soon as possible. 

The employee can return to the same job if the leave is 60 days or less. The employer may reinstate the employee into a comparable job if the leave is longer than 60 days. The employee must receive at least the same rate of pay and benefits as before the leave.

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