Last Updated on:
August 30, 2022

Stay Home When You're Not Feeling Well

Stay Home When You're Not Feeling Well

Not Feeling Well, Don't Go to Work!

The Coronavirus pandemic has taught us the impact of social proximity, commuting, workplace layouts, door knobs and elevator buttons can have on your own health and those around you. Unfortunately the effects of going to work sick is not limited to the coronavirus and is an important concern with or without a global pandemic.

Responsible employer policies should accommodate their employees at first sign of symptoms, not only when symptoms worsen. Providing an option of working from home when symptoms start to appear can be effective. This helps employees get better faster and prevents other employees from getting sick. These accommodations are not legally binding but recommended.

It is the responsibility of the employee to know their rights regarding sick days and sick pay in order to properly manage their own health. Unfortunately the current legislation does not promote this protocol by only  providing payment on the second and third sick day at 50% of your salary, and only receiving full compensation from the fourth day onwards.  Click here for the full details on sick pay.

Not Feeling Well? Know your rights!

  • All full-time employees must be granted 1.5 sick-days per month, which accumulate month to month. All employees have a right to those days and cannot be fired for taking sick days allotted to them.  For more details click here →
  • Taking a sick day is not contingent on permission from an employer.
  • Employees are entitled to use sick days to care for a family member. For more details click here →
  • In homes where both parents work, parents are allowed 8 accrued sick days a year for the care of children under the age of 16. Additional days and age limits are granted for single parents, parents of children with illnesses and parents of children with disabilities. For more details click here →
  • It is important to note that the rights detailed here are the minimum legal requirement for what an employer must provide. Additional accommodations, such as payment from the first sick-day, is negotiable upon contract and provided in some work places.

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