Renseignements en français

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Renseignements en Français

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Absence from Work Due to Illness or Injury

If certain conditions are met, The Saskatchewan Employment Act provides unpaid job protection to employees who are absent from work due to their own illness or injury or because of the illness or injury of a family member.


1. Missing Work Due to an Illness or Injury

Employers may not discharge or discipline employees who have worked for them for more than 13 consecutive weeks because of absence due to the illness or injury of the employee:

  • if the absence does not exceed 12 days in a calendar year for an illness or injury that is not serious;
  • if the absence is due to serious illness or injury, and does not exceed 12 weeks in a period of 52 weeks; or
  • if the employee is injured and receiving benefits under The Workers' Compensation Act, and the absence does not exceed 26 weeks in a period of 52 weeks.

The employer may require a medical note to verify the absence. Employment standards do not require employers to pay employees who are away sick. However, employers and employees may agree to paid sick leave.

Using Vacation as "Sick Leave"

Vacation pay can be used as "sick leave" only by mutual agreement between an employer and employee. Vacation days used as "sick leave" should be clearly identified on the employee's pay stub.

An employee's vacation entitlement is not reduced if vacation pay is paid out when they are away due to illness or injury.


2. Missing Work Due to a Family Member's Illness or Injury

Employees may also be entitled to job protection while they are absent from work due to the serious illness or injury of a member of the employee's immediate family who is dependent on the employee. An employer may request that the employee provide a doctor's certificate certifying that the family member was ill or injured.

If the employee's absence due to the illness or injury is the result of a public health emergency, the employee doesn't require 13 weeks of employment or needs to provide a medical note.


3. Duty to Accommodate Disabled Employees

An employer is required to modify an employee's duties or re-assign the employee to other duties if the employee become disabled. Accommodation will typically require participation by both the employer and employee.

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