- Who is eligible
- How, where and when to apply
- What information / documents needed
- Payments
- When will you receive your first payment
- How much will you receive (depending on model)
- How long can you receive payments
- When to inform your Employer
- Earliest possible starting date for Maternity Leave
- How long do I receive Benefits
- Sickness while on Maternity Leave
- Additional income / Working while on Maternity Leave
- What are my Responsibilities
- Contact Authorities-Local Contacts
0
Parental Maternity Leave Canada – Information
CA – Who is Eligible
To be eligible for maternity leave in Canada, female employees must usually meet a number of requirements. Generally, they must provide advance notice in writing of the expected start date of their leave. This is in order to limit disruptions to the operations of an organization by giving an employer the opportunity to make arrangements to cover the absence of the employee. In many cases, eligibility for a maternity leave is limited to those who have been in the service of their employer for a minimum period of time. A medical certificate attesting the employee’s condition may also be required.
Legislation in all jurisdictions sets a number of qualifying conditions for maternity leave. Employees covered by the Canada Labour Code (federal jurisdiction) and most provincial/territorial labor legislation must have a minimum period of service with the same employer to be eligible.
This ranges from 0 to 12 months: one year in the case of Alberta, Manitoba, the Northwest Territories, Nova Scotia, Nunavut, and the Yukon; 6 months in the federal jurisdiction; 20 weeks before the expected birth date in Newfoundland and Prince Edward Island; 20 weeks in the 52 weeks preceding the day the leave is to commence in Saskatchewan; and 13 weeks in Ontario. British Columbia and New Brunswick have no requirements with respect to length of service, and the only condition in Quebec is to be in the service of the employer the day preceding the notice of intent to take leave
All jurisdictions require employees to provide notice prior to the start date of the maternity leave. Most call for at least four weeks’ notice, although this is less in Quebec (3 weeks) and in Alberta, Newfoundland, Ontario and New Brunswick (2 weeks). However, in the latter case, pregnant employees must provide a notice of intent to take leave 4 months before the projected date of delivery. It should be noted that most jurisdictions allow this requirement to be waived under some circumstances, including premature childbirth.
A requirement for employees to provide their employers with a medical certificate in order to qualify for a maternity leave appears in all jurisdictions. However, in the case of Alberta, British Columbia, the Northwest Territories, Nova Scotia and Nunavut, this is only required if requested by the employer. In Quebec, a medical certificate may be replaced by a written report signed by a midwife.
CA – How, Where and When to Apply
Maternity leave is now covered and protected in the labor/employment standards legislation of every Canadian jurisdiction, and in most collective agreements. It is designed to give expectant mothers the possibility of withdrawing from work in the later stages of their pregnancy and to allow them some time to recuperate after childbirth. Maternity leave clauses represent one of the key practices with respect to work and family balance.
Although they sometimes only reiterate basic legislated guarantees, maternity leave provisions in collective agreements often provide additional benefits. Typically, they indicate: the number of weeks (possibly including extensions) of leave of absence that can be taken and under what conditions; which employment benefits will be continued; how seniority will be calculated; and the procedure upon return to work. More generous agreements also provide income-replacement mechanisms to supplement employment insurance benefits and may include additional safeguards to ensure the employment of pregnant employees and new mothers is adequately protected.
Applications for maternity leave are done by the Human Resource department. An employee must make an application for leave at least one (1) month in advance of the requested commencement date, except where unavoidable circumstances prevent such notice, and provide the immediate Supervisor with a medical certificate or adoption order certifying that the employee is pregnant or about to adopt and specifying the expected date of confinement or adoption is entitled to and shall be granted maternity, paternity or adoption leave without pay.
A female employee must have completed six (6) consecutive months of employment with the Company and must submit an application in writing for maternity leave at least four (4) weeks prior to the date specified by her in her application as the date on which she wishes to commence her leave. In addition, she should provide the Company with a certificate of a duly qualified physician certifying that she is pregnant and specifying the estimated date of delivery.
The employee must also notify the Company of her intention to proceed on maternity leave, in writing, at least three (3) weeks prior to the commencement of her maternal leave. This notice must be accompanied by a medical certificate attesting to the state of the pregnancy and the expected date of birth. The period of notice should be less than three (3) weeks in cases of emergency substantiated by a medical certificate.
CA – What Information / Documents needed
An employee may apply for one or two day’s leave with pay for needs directly related to the birth or the adoption of a child depending on the relevant collective agreement. It must be noted that this paid leave is not related to the number of children born or adopted at any one time. For example, if an employee were to give birth to twins, she would only be entitled to one or two day’s leave, as specified in the relevant collective agreement.
Access to paid leave ceases during leave without pay periods and does not resume until the employee returns to duty. Consequently, leave with pay for needs directly related to the birth or adoption of a child should be taken immediately before the commencement of the maternity or parental leave without pay.
Employees who are entitled to, and apply for, leave for needs directly related to the birth or adoption of a child must complete the appropriate departmental leave form identifying the specific type of leave requested and the date on which it is to be taken. Most employees will be entitled to this benefit through the “Leave for Family-related Responsibilities” provisions of their relevant collective agreement. In such cases, this paid leave will be deducted from the employee’s annual allotment of paid leave for family-related responsibilities and cannot be granted if the annual maximum of such paid leave has already been used by the employee during that fiscal year.
Where an employee is proceeding on maternity leave without pay before the date of childbirth, the leave form should indicate that the leave with pay for needs related to the birth or adoption of a child is to be the last day(s) of receipt of salary before the commencement of maternity leave without pay. For example, if she stops work on a Wednesday or Thursday, she would be paid for Friday as well, and her maternity leave without pay would begin on the following Monday.
Generally the most important document that an employee will need is the document that is used to make an application for leave at least one (1) month in advance of the requested commencement date and a medical certificate or adoption order certifying that the employee is pregnant or about to adopt and specifying the expected date of confinement or adoption of the baby.
CA – Payments
In Canada, maternity benefits for working mothers and parents remain the responsibility of the federal government. Canada’s Employment Insurance (EI) gives paid maternity leave for 15 weeks. To receive maternity benefits the woman is required to have worked for 600 hours in the last 52 weeks or since your last claim. A woman needs to prove her pregnancy by signing a statement declaring the expected due or actual date of birth.
If her baby is hospitalized, then the 17 week limit can be extended for every week the child is in the hospital up to 52 weeks.
Parental benefits are payable either to the biological or adoptive parents while they are caring for a new-born or an adopted child, up to a maximum of 35 weeks. To receive parental benefits a person is required to have worked for 600 hours in the last 52 weeks or since his/her last claim. They must sign a statement declaring the newborn’s date of birth, or, when there is an adoption, the child’s date of placement for the purpose of the adoption, and the name and address of the adoption authority.
In Canada, the paid maternity leave is 55% up to $468/week for 50 weeks (15 weeks maternity + 35 weeks parental leave shared with father and paid paternity leave is 55% of up to $468/week for 35 weeks parental leave (shared with mother)2 weeks
In Quebec, unpaid paternity leave is usually 70% up to $834.61/week for 25 weeks, then 55% up to $655.76/week for 25 weeks. As with the federal plan, there are 32 weeks of parental leave that can be shared with father. In addition, fathers are eligible for 5 weeks paid leave at a rate of up to 70% of their income or 3 weeks paid leave at a rate of 75% of their income.
EI maternity benefits are payable to the natural mother in the period surrounding the birth of a child, and may start from eight weeks before the expected date of birth to the week of actual delivery. Fifteen weeks of maternity benefits are allowed after a two-week waiting period and can be collected within 17 weeks of the actual week of confinement or week of expected confinement.
Accumulated paid sick leave and/or group insurance benefits are required because of a disabling medical condition directly attributable to pregnancy and can be granted to qualified employees.
CA – When Will You Receive Your First Payment
The time at which one receives payment depends on the type of leave she or he is taking. Employees taking parental or adoption leave may be eligible for EI (Employment Insurance) parental benefits. The duration of parental benefits is 35 weeks. Moreover, where parental benefits are shared by both parents, only one waiting period of two weeks will apply. No waiting period for benefits is required for eligible female employees who take parental leave following a period of maternity leave.
For fathers taking the paternity leave, they are granted a paternity leave with full salary and benefits for a period of up to four (4) weeks, to be taken at the discretion of the employee during the period(s) immediately preceding and/or following:
- the birth of the child; or
- the coming of the child into custody, care and control of a parent for the first time
You can start collecting maternity benefits either up to 8 weeks before you are expected to give birth or at the week you give birth. Maternity benefits can be collected within 17 weeks of the actual or expected week of birth, whichever is later. Between you and your partner you have 35 weeks of parental benefits and you can divide those weeks any way you like.
Parental benefits for biological parents and their partners are payable from the child’s birth date and for adoptive parents and their partners from the date the child is placed with you.
If a newborn or newly adopted child is hospitalized, you can choose to claim parental benefits immediately following the child’s birth/placement or when he/she comes home from the hospital. In either case, you could receive 35 weeks of parental benefits. Each week your child is hospitalized extends the period in which you can claim parental benefits, up to a maximum of 104 weeks. You must provide a proof of the child’s hospitalization.
When parental benefits are shared between both parents only one waiting period needs to be served. If one stop working because of illness and you are entitled to paid sick leave from your employer your must exhaust all your sick leave credits before being eligible for EI sickness benefits. As well, if you are entitled to a wage loss insurance (WLI) group plan you must first receive the WLI provided by that plan before being eligible for EI benefits.
CA – How Much Will You Receive Depending on Model
Parental benefits are payable either to the biological or adoptive parents while they are caring for a new-born or an adopted child, up to a maximum of 35 weeks. To receive parental benefits a person is required to have worked for 600 hours in the last 52 weeks or since his/her last claim. They must sign a statement declaring the newborn’s date of birth, or, when there is an adoption, the child’s date of placement for the purpose of the adoption, and the name and address of the adoption authority.
An employee who gives birth is, under certain conditions, entitled to 17 weeks’ unpaid leave (15 weeks in Alberta, 18 weeks in Quebec and Saskatchewan). Employees must give their employer notice in writing a few weeks prior to the start of such leave. In some jurisdictions, the leave can also start up to 16 or 17 weeks prior to the expected due date, terminating 17 or 18 weeks after the actual date of delivery, depending on the jurisdiction. Extensions are also possible in some jurisdictions. When she comes back to work, the employee usually returns to her former position or be assigned equivalent duties, with the same salary and benefit
During maternity leave, eligible employees may receive Employment Insurance maternity benefits for 15 weeks, after serving a 2-week waiting period. Some employers provide a supplemental unemployment benefit plan that partially or wholly makes up the difference between Employment Insurance maternity benefits and the worker’s salary.
In all Canadian jurisdictions, employees who meet eligibility requirements are entitled to unpaid parental leave ranging from 12 to 52 weeks. In ten jurisdictions, the full parental leave is available to both parents if they are eligible. However, in Alberta, New Brunswick, the Yukon and the federal jurisdiction, parental leave may be shared between both parents as long as the total period of leave does not exceed the legislated maximum.
Some jurisdictions allow employees to continue their participation to benefit plans during the leave, provided they make all contributions they would normally have made, within a reasonable period of time. In some jurisdictions the employee may be required to pay the employer’s share of these benefits.
If her baby is hospitalized, then the 17 week limit can be extended for every week the child is in the hospital up to 52 weeks — following the week of the child’s birth.
CA – How Long Can You Receive Payments
A combination of maternity, parental and sickness benefits can be received up to a combined maximum of 50 weeks. If you have received sickness benefits before or after your maternity benefits you could receive up to a maximum of 65 weeks of combined sickness, maternity and parental benefits. The benefits are usually provided as shown below:
- Maternity benefits: Birth mothers or surrogate mothers
- Parental benefits: Biological and adoptive parents
- Sickness benefits: People whose illness, injury or quarantine prevents them from working
The payments are usually given for certain time frames as shown below.
- Maternity benefits can be paid up to a maximum of 15 weeks.
- Parental benefits can be paid up to a maximum of 35 weeks.
- Sickness benefits can be paid up to a maximum of 15 weeks.
However one can chose to apply for more than one benefit.
You can start collecting maternity benefits either up to 8 weeks before you are expected to give birth or at the week you give birth. Maternity benefits can be collected within 17 weeks of the actual or expected week of birth, whichever is later. Parental benefits for biological parents and their partners are payable from the child’s birth date and for adoptive parents and their partners from the date the child is placed with you.
If you stop working because of illness and you are entitled to paid sick leave from your employer your must exhaust all your sick leave credits before being eligible for EI sickness benefits. As well, if you are entitled to a wage loss insurance (WLI) group plan you must first receive the WLI provided by that plan before being eligible for EI benefits.
If your baby or newly adopted child is hospitalized, you can choose to claim parental benefits immediately following the child’s birth/placement or when he/she comes home from the hospital. In either case, you could receive 35 weeks of parental benefits. Each week your child is hospitalized extends the period in which you can claim parental benefits, up to a maximum of 104 weeks. You must provide a proof of the child’s hospitalization.
If eligible, you may receive EI sickness benefits while awaiting a decision about your sick leave pay or wage loss insurance. However, one must sign an agreement to inform Service Canada of the decision and repay the benefits.
CA – When to Inform Your Employer
In Canada generally a woman must provide advance notice in writing of the expected start date of her leave. This is in order to limit disruptions to the operations of an organization by giving an employer the opportunity to make arrangements to cover the absence of the employee. Some collective agreements nonetheless make it possible to waive this obligation where circumstances warrant.
Expectant mothers are still entitled to maternity leave if they fail to give four weeks written notice. Within two weeks of stopping work, employers must receive a medical certificate stating the expected date of delivery and noting any dates employees were unable to work because of the pregnancy in the 17 weeks before the expected date of birth. This time missed from work can be included in the maternity leave.
Employee wanting to take parental leave must give employers notice in writing at least four weeks before the leave. If you work are pregnant and are currently employed, it is important that you advise your employer in writing of your intention of maternity leave. But it’s important that you give your employer notice that you will be leaving. It is common courtesy, and also advises your superiors that there exist certain laws and concerns that may affect a pregnant worker. It is better to your maternity notice letter in writing, this ensures you have a copy and your employer will have a copy to refer to.
Employees must tell their employer what type of leave they are taking. The employer will need enough detail to show the time-off meets the requirements for a statutory leave. If an employee requests time-off without specifying a statutory leave, the employer should ask whether they are advising of a leave under The Employment Standards Code or requesting permission for unpaid time-off. Employers do not control when an employee can take an unpaid leave under The Employment Standards Code, but they do control other types of time-off.
Some employers give paid maternity leave, whereas others keep your current position open for a certain time after the birth of a baby to ensure you can keep your job. Maternity leave is an unpaid leave, taken by mothers near the end of a pregnancy or immediately afterwards. Whatever time you choose to start your leave, it is important to notify the employer as early as you can!
CA – Earliest Possible Starting Date for Maternity Leave
With the exception of the Yukon, all Canadian jurisdictions have established limits concerning the start date of a maternity leave. Usually, labour standards legislation stipulates that a maternity leave is not to commence earlier than a given number of weeks before the expected date of birth. This number can range from 11 to 17 weeks, the latter representing the maximum length of a standard maternity leave in most jurisdictions.
In other instances, the decision on when to start a maternity leave is done on mutual agreement between the employee and her supervisor or manager. The commencement and termination dates of an employee’s Maternity Leave can be a matter of mutual agreement between the employee and the Supervisor under the law. A number of collective agreements also delimit a more or less strict time period within which a maternity leave must start and end.
Even though the starting date of the leave may be preset in a collective agreement, additional clauses of labour laws are sometimes negotiated to offer a measure of flexibility in dealing with individual cases. Conversely, the establishment of a fixed start and end date can be designed as an alternative solution should no agreement be reached between an employee and her employer.
The Corporation may:
(i) defer the commencement of maternity leave of any female employee for any period approved in writing by a qualified medical practitioner or a person approved by the Deputy Minister of National Health;
(ii) Allow leave to an employee to commence earlier than eleven (11) weeks before the expected termination of her pregnancy
Extensions to maternity leave are provided in the labour standards legislation of most Canadian provinces and territories. Seven jurisdictions guarantee at least six weeks of postnatal leave.
Five jurisdictions – Alberta, Manitoba, the Northwest Territories, Nunavut, Quebec – provide for an extension of maternity leave should the actual date of delivery occur after the estimated date of delivery. Employees requesting maternity leave must give their employers at least four weeks’ written notice before the leave. They must also provide a medical certificate indicating the estimated date of delivery.
The splitting of maternity leave before and after the birth is done at the employee’s discretion and the day of the included. However an employer may allow the employee concerned complete freedom to decide on the splitting of maternity leave before and after the birth.
CA – How Long Do I Receive Benefits
One of the key concerns of many unions when bargaining maternity-related benefits is to eliminate or at least attenuate any adverse financial impact on pregnant employees when they take a leave of absence. A means to achieve this is to negotiate maternity allowances to replace lost earnings.
The most common income-replacement mechanisms appearing in collective agreements are supplementary unemployment benefit (SUB) plans. Sometimes, employees not eligible for EI benefits may also receive an allowance during their leave of absence.
EI maternity benefits are payable to the natural mother in the period surrounding the birth of a child, and may start from eight weeks before the expected date of birth to the week of actual delivery. Fifteen (15) weeks of maternity benefits are allowed after a two-week waiting period and can be collected within 17 weeks of the actual week of confinement or week of expected confinement, whichever is later. However, the 17-week limit can be extended and payments delayed for every week a baby is confined to the hospital, for up to 52 weeks following the week of the child’s birth. It may also be possible to receive sickness benefits in addition to the maximum weeks of maternity benefits should an employee be unable to work because of complications due to pregnancy or childbirth or by reason of an unrelated illness.
Benefits usually cover 55% of a claimant’s weekly insurable earnings, to a maximum of $413 per week. There are nonetheless exceptions: claimants who are in a low-income family with a net annual income of less than $25,921 and who are receiving the Child Tax Benefit (CTB) can receive a higher benefit rate (family supplement).
To be eligible, an employee must have worked a minimum of 700 hours in the previous 52 weeks or since the start of her last claim. It should be noted that EI legislation has been amended and that requirements will be reduced to 600 hours. Further changes include the possibility of retaining some work attachment while receiving benefits, thereby allowing parents to earn the greater of $50 or 25% of their weekly benefits, without penalty.
Supplemental insurance benefits for employees on a maternity (or parental) leave provided by employers do not affect EI benefits, as long as the combined income of the benefit and supplement do not exceed 100% of an employee’s normal weekly salary.
CA – Sickness While on Maternity
It is possible in ten Canadian jurisdictionsfor employers to require a pregnant employee to start a leave of absence when it is considered that the employee cannot reasonably perform the duties of her position. In four jurisdictions these are Federal, New Brunswick, Quebec and Saskatchewan, this applies only where there is no alternative employment.
Also, in Quebec and under the federal legislation, a pregnant employee may request, on the basis of a medical certificate to that effect, to be reassigned to other duties when her employment presents a risk to herself, to the unborn child or to the nursing child. When it is not possible to reassign the employee to alternative employment or to modify her employment the employee may take a leave of absence immediately. Under the federal legislation, this reassignment or leave of absence may last up to the 24th week following the birth.
In Quebec, income support is provided during this leave under the province’s workers’ compensation system. In addition, the Quebec Act Respecting Labour Standards also provides a statutory leave without pay for a medical examination, or an examination carried out by a midwife, related to the employee’s pregnancy.
Since September 30, 2000, a new provision in Part II of the Canada Labour Code, which applies to workplaces under federal jurisdiction, also allows an employee who is pregnant or nursing to cease performing her job if she believes that continuing any of her job functions may pose a risk to her health or that of her fetus or child. Until she receives a decision from a qualified medical practitioner of her choice as to whether or not there is indeed a risk, the employee continues to receive her wages and benefits.
In general, the importance of ensuring an employee’s health and safety during her pregnancy has been recognized in the workplace. Withdrawals from work are usually requested by the employer so that the job responsibilities of the employee can be assessed in order to determine whether there is a risk to her or to her fetus.
Some laws in Quebec stipulate that the employee shall be withdrawn from her work station immediately without loss of wages incase of sickness, an assessment done to work out a position she is compatible with and she is compensated under the weekly compensation plan in case of non-occupational accident or illness.
CA – Additional Income/Working While on Maternity
Few Canadians get extra payments from their employers while on parental leave, even though it appears a useful strategy for retaining workers. Most new mothers (about 85 per cent) are employed before giving birth, and thus are eligible for benefits from either federal or Quebec maternity and parental leave programs. But since those benefits cover only part of earnings – up to 75 per cent in Quebec and 55 per cent in the rest of Canada – most households find reduced incomes during the work absence.
Labour standards legislation in several Canadian jurisdictions allows employees to maintain a number of benefits – normally including pension, life insurance, accidental death, medical and dental plans – during their maternity (and parental) leave, although this is usually contingent on the payment of their share of premiums. Such is the case in British Columbia, Manitoba, Ontario, Quebec and Saskatchewan, as well as for employees covered by the Canada Labour Code (federal jurisdiction).
In Nova Scotia’s Labour Standards Code, an employee may maintain benefit plans in which she participated prior to her leave as long as she enters an arrangement with the employer to pay both the employer’s and the employee’s cost.
The amount and duration of benefits can be highly variable, depending on the agreement. The income replacement rate is usually less than 100%. It is assumed that a 93% income replacement rate through EI and SUB benefits provides take-home pay equivalent to a full salary, because of tax and other advantages. Note that contract language may specify a fixed duration of benefits, or have it pegged to the period of EI benefits. In the latter case, there will likely be financial repercussions for employers in light of the federal government’s recent decision to extend EI parental benefits to 35 weeks.
Public-sector workers are far more likely to get extra income, and get it for a longer period of time than their private sector counterparts.
Working while on leave can be a good way to earn an additional income. If you work while you’re receiving parental benefits, you’re allowed to earn $50 per week or 25% of your weekly benefits, whichever is higher. If you’re receiving the maximum $447 per week, then you can earn just over $110 a week in additional income. Any income earned above that amount will be deducted dollar for dollar from your benefits.
CA – What are My Responsibilities / Rights
If you’re pregnant or thinking about becoming pregnant, one thing you’ll want to think about and fully understand is what being pregnant and having a baby means in relation to your work or your job. This is often referred to as your pregnancy (or parental) rights.
These rights encompass a wide variety of concepts, from the parental leave you’re entitled to after your baby is born, to how you should be treated as a pregnant person at your job, to how you’re treated after you have your baby both at work and outside of work.
Generally, you cannot be fired or demoted at your job because you are pregnant, breastfeeding, or plan to become pregnant. Even if you have not worked at your job for 52 weeks, you can still not be fired for being pregnant and your employer is still required to accommodate your needs while pregnant. You should also have full access to your earned benefits like vacation, sick leave, seniority, or overtime. Finally, your employer cannot tell you when to begin your maternity leave. As long as your health permits, you are permitted to work until your baby is born unless your employer cannot accommodate your needs. Pregnancy is a valid health reason to be away from work (for prenatal appointments or tests for example) but is not considered an “illness” or a “disability”.
In some cases, your pregnancy may prevent you from doing your job. If this is the case, you and your employer should work together to find accommodations that allow you to continue to work. Unless this causes undue hardship, your employer together with your input should make an effort to find a way for you to continue working. In addition, before you even get a job, you should know that it is illegal for an employer to ask if you’re pregnant, plan to become pregnant, or have a family.
Other rights include: the right to continue to participate in benefit plans and to earn credits for length of employment, length of service and seniority.
Each Province has its own human rights code or legislation governing these rights. In principle, they are all similar in their protection of your rights. While most of the issues arising from pregnancy or new parenthood occur in the workplace, there are other areas in which your rights are ensured, like housing, facilities and services.
CA – Contact Authorities – Local Contacts
Pregnant employees have the right to take Pregnancy Leave of up to 17 weeks of unpaid time off work. In some cases the leave may be longer. Employers do not have to pay wages to someone who is on pregnancy leave.
New parents have the right to take Parental Leave–unpaid time off work when a baby or child is born or first comes into their care. Birth mothers who took pregnancy leave are entitled to up to 35 weeks’ leave. Birth mothers who do not take pregnancy leave and all other new parents are entitled to up to 37 weeks’ parental leave.
Government officials, business leaders and unions have a long history of collaboration in negotiating fair and equitable employment standards for workers in western societies. Such standards protect the rights of these workers, foster positive workplace environments and proactive relationships between managers and employees and, ultimately, benefit the bottom line of any business.
While the Labour Program focuses on regulating workplaces in the federal jurisdiction, some programs do apply to other workers. Did you know that 90 percent of the Canadian workforce is covered by provincial or territorial labour laws? Only 10 percent of all Canadian businesses are federally regulated
NFO-GO provides contact information for all Ontario Government programs and services.
Employment Standards Information Centre
GTA: 416-326-7160
Canada-wide: 1-800-531-5551
TTY: 1-866-567-8893
Established in 1919 to develop and enforce labour legislation, the Ministry of Labor’s mission is to advance safe, fair and harmonious workplace practices that are essential to the social and economic well-being of the people of Ontario.
Through the ministry’s key areas of occupational health and safety, employment rights and responsibilities, labour relations and internal administration, the ministry’s mandate is to set, communicate and enforce workplace standards while encouraging greater workplace self-reliance. A range of specialized agencies, boards and commissions assist the ministry in its work.
Ministry of Labour Health & Safety Contact Centre
1-877-202-0008
Employment Practices Branch
400 University Avenue, 9th Floor
Toronto ON M7A 1T7
Call Centre
416-326-7160 (Greater Toronto Area)
1-800-531-5551 (Canada-wide)
Fax: 416-326-7061
Occupational Health and Safety Branch
505 University Avenue, 19th Floor
Toronto ON M7A 1T7
1-877-202-0008
Fax: 416-326-7761
