At a glance
- The Government of British Columbia is proposing to expand job-protected leave entitlements.
- Qualifying employees could receive up to 27 weeks’ leave within a 52-week period if they are unable to work due to a serious personal injury or illness.
- If enacted, BC employers will have to update leave policies / practices to provide extended job-protected leave for serious illness or injury.
On October 20, 2025, the Government of British Columbia introduced Bill 30, the Employment Standards (Serious Illness or Injury Leave) Amendment Act, 2025. This Bill proposes to expand job-protected leave entitlements under the BC Employment Standards Act (ESA).
In its current form, Bill 30 would provide qualified employees up to 27 weeks of unpaid, job-protected leave within a 52-week period if they are unable to work due to a serious personal injury or illness. The proposed extended leave is intended to assist employees with long-term medical treatment and recovery, bringing BC’s employment standards protections in line with several other Canadian jurisdictions and the federal Employment Insurance Sickness Benefits program.
Employees wishing to qualify for this leave would be required to present a certificate from a health practitioner setting out that the employee is unable to work due to a medical condition, as well as the start and end dates of the leave. This medical certificate requirement differs from short-term sick leave. The new rules under the ESA regarding short-term sick leave expressly prohibit BC employers from requiring proof of illness from employees, as we discussed in a previous post. These rules have received royal assent but are yet to come into force.
The proposed extended leave must be taken in increments of at least one week. If the full 27 weeks of leave are not used within 52 weeks from the leave start date, the remaining entitlement may be resumed or extended within that same period, provided the medical requirements are met.
If an employee on the leave returns to work but becomes unable to continue working because of the same medical condition, the proposed amendments provide for additional leave without a new certificate, provided the 27 weeks of leave have not been exhausted within the 52-week period.
Takeaways for employers
If enacted, Bill 30 will require BC employers to update their leave policies and practices to provide extended job-protected leave for serious illness or injury pursuant to the ESA. We encourage employers to begin reviewing policy language and ensuring HR teams are aware of the proposed changes.