GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada Labour Code — L-2 206.5
Definitions 206.5 (1) The following definitions apply in this section. child means a person who is under 25 years of age. ( enfant ) crime means an offence under the Criminal Code , other than one that is excluded by the regulations. ( crime ) parent , with respect to a child, means (a) a person who, in law, is a parent of the child; (b) a person, other than a person referred to in paragraph (a), who, in law (i) has custody of the child or, in Quebec, parental authority over the child, (ii) is the guardian of the child or, in Quebec, the tutor or curator to the person of the child, or (iii) has decision-making responsibility , as defined in subsection 2(1) of the Divorce Act , in respect of the child; (c) a person with whom the child is placed for the purposes of adoption under the laws governing adoption in the province in which the person resides; or (d) a person prescribed to be a parent by regulations made under paragraph 209.4(f). ( parent ) Leave — death of child (2) Every employee is entitled to and shall be granted a leave of absence from employment of up to 156 weeks if the employee is the parent of a child who has died and it is probable, considering the circumstances, that the child died as a result of a crime. Leave  —  child who has disappeared (3) Every employee is entitled to and shall be granted a leave of absence from employment of up to 156 weeks if the employee is the parent of a child who has disappeared and it is probable, considering the circumstances, that the child disappeared as a result of a crime. Exception (4) An employee is not entitled to a leave of absence if they are charged with the crime. Period when leave may be taken (5) The period during which the employee may take a leave of absence (a) begins on the day on which the death or disappearance, as the case may be, occurs; and (b) ends 156 weeks after the day on which the death or disappearance, as the case may be, occurs. Disappearance of child (6) Despite paragraph (5)(b), in the case of a child who disappears and who is subsequently found, the period referred to in subsection (5) ends (a) on the 14th day after the day on which the child is found, if the child is found during the 156-week period, but no later than the end of the 156-week period; or (b) 156 weeks after the day on which the disappearance occurs if subsection (2) applies to the child. Clarification (7) For greater certainty, a leave under this section ends on the day on which the circumstances are such that it is no longer probable that the death or disappearance was the result of a crime. Aggregate leave  —  employees (8) The aggregate amount of leave that may be taken by employees under this section in respect of the same death or disappearance of a child — or the same children who die or disappear as a result of the same event — must not exceed 156 weeks. 2012, c. 27, s. 6 2018, c. 27, s. 470 2021, c. 23, s. 249 2023, c. 26, s. 282
Canada Labour Code — L-2
child means a person who is under 25 years of age. ( enfant )
Canada Labour Code — L-2
crime means an offence under the Criminal Code , other than one that is excluded by the regulations. ( crime )
Canada Labour Code — L-2 (a)
parent , with respect to a child, means (a) a person who, in law, is a parent of the child; (b) a person, other than a person referred to in paragraph (a), who, in law (i) has custody of the child or, in Quebec, parental authority over the child, (ii) is the guardian of the child or, in Quebec, the tutor or curator to the person of the child, or (iii) has decision-making responsibility , as defined in subsection 2(1) of the Divorce Act , in respect of the child; (c) a person with whom the child is placed for the purposes of adoption under the laws governing adoption in the province in which the person resides; or (d) a person prescribed to be a parent by regulations made under paragraph 209.4(f). ( parent )
Canada Labour Code — L-2 206.51
Definitions 206.51 (1) The following definitions apply in this section. common-law partner , in relation to an individual, means a person who is cohabiting with the individual in a conjugal relationship, having so cohabited for a period of at least one year. ( conjoint de fait ) stillbirth means the complete expulsion or extraction of a foetus from a person on or after the 20th week of pregnancy or after the foetus has attained at least 500 g, without any breathing, beating of the heart, pulsation of the umbilical cord or movement of voluntary muscle from the foetus after the expulsion or extraction. ( mortinaissance ) Eligible employees (2) An employee is eligible for the leave of absence referred to in subsection (3) if (a) their pregnancy does not result in a live birth; (b) the pregnancy of their spouse or common-law partner does not result in a live birth; or (c) they intended to be the legal parent of the child that would have been born had another person’s pregnancy resulted in a live birth. Entitlement to leave (3) An employee who is eligible for a leave of absence under subsection (2) is entitled to and shall be granted a leave of absence of up to (a) eight weeks, if the pregnancy resulted in a stillbirth; or (b) three days, in any other case. Pregnancy with multiples (4) For the purposes of this section, the following apply in respect of a pregnancy of more than one foetus: (a) an employee may take only one leave of absence under subsection (3) in respect of the pregnancy; and (b) a pregnancy that does not result in a live birth includes a pregnancy that has ended without a live birth in respect of at least one foetus. Period when leave may be taken (5) The period during which the employee may take a leave of absence begins on the day on which the pregnancy does not result in a live birth and ends 26 weeks after that day. Leave with pay (6) If the employee has completed three consecutive months of continuous employment with the employer, the employee is entitled to the first three days of leave with pay at their regular rate of wages for their normal hours of work, and such pay shall for all purposes be considered to be wages. Division of leave (7) The leave of absence may be taken in one or two periods. The employer may require that each period of leave be not less than one day’s duration. Regulations (8) The Governor in Council may make regulations defining any expression for the purposes of this section, including the expressions “regular rate of wages” and “normal hours of work”. 2024, c. 15, s. 198
Canada Labour Code — L-2
common-law partner , in relation to an individual, means a person who is cohabiting with the individual in a conjugal relationship, having so cohabited for a period of at least one year. ( conjoint de fait )
Canada Labour Code — L-2
stillbirth means the complete expulsion or extraction of a foetus from a person on or after the 20th week of pregnancy or after the foetus has attained at least 500 g, without any breathing, beating of the heart, pulsation of the umbilical cord or movement of voluntary muscle from the foetus after the expulsion or extraction. ( mortinaissance )
Canada Labour Code — L-2 206.6
Leave — five days 206.6 (1) Every employee is entitled to and shall be granted a leave of absence from employment of up to five days in every calendar year for (a) [Repealed, 2021, c. 27, s. 6] (b) carrying out responsibilities related to the health or care of any of their family members; (c) carrying out responsibilities related to the education of any of their family members who are under 18 years of age; (d) addressing any urgent matter concerning themselves or their family members; (e) attending their citizenship ceremony under the Citizenship Act ; and (f) any other reason prescribed by regulation. Leave with pay (2) If the employee has completed three consecutive months of continuous employment with the employer, the employee is entitled to the first three days of the leave with pay at their regular rate of wages for their normal hours of work, and such pay shall for all purposes be considered to be wages. Division of leave (3) The leave of absence may be taken in one or more periods. The employer may require that each period of leave be of not less than one day’s duration. Documentation (4) The employer may, in writing and no later than 15 days after an employee’s return to work, request that the employee provide documentation to support the reasons for the leave. The employee shall provide that documentation only if it is reasonably practicable for them to obtain and provide it. Regulations (5) The Governor in Council may make regulations for the purposes of this section, including regulations (a) setting out the other reasons for taking leave under paragraph (1)(f); (b) defining the expressions “regular rate of wages” and “normal hours of work”; and (c) specifying the persons who are the employee’s family members. 2017, c. 33, s. 206 2018, c. 27, s. 514 2021, c. 27, s. 6
Canada Labour Code — L-2 206.7
Definitions 206.7 (1) The following definitions apply in subsection (2). child means a person who is under 18 years of age. ( enfant ) parent has the same meaning as in subsection 206.5(1) but does not include a curator to the person. ( parent ) Leave — 10 days (2) Every employee who is a victim of family violence or who is the parent of a child who is a victim of family violence is entitled to and shall be granted a leave of absence from employment of up to 10 days in every calendar year, in order to enable the employee, in respect of such violence, (a) to seek medical attention for themselves or their child in respect of a physical or psychological injury or disability; (b) to obtain services from an organization which provides services to victims of family violence; (c) to obtain psychological or other professional counselling; (d) to relocate temporarily or permanently; (e) to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding; or (f) to take any measures prescribed by regulation. Leave with pay (2.1) If the employee has completed three consecutive months of continuous employment with the employer, the employee is entitled to the first five days of the leave with pay at their regular rate of wages for their normal hours of work, and such pay shall for all purposes be considered to be wages. Exception (3) An employee is not entitled to a leave of absence with respect to any act of family violence if the employee is charged with an offence related to that act or if it is probable, considering the circumstances, that the employee committed that act. Division of leave (4) The leave of absence may be taken in one or more periods. The employer may require that each period of leave be of not less than one day’s duration. Documentation (5) The employer may, in writing and no later than 15 days after an employee’s return to work, request the employee to provide documentation to support the reasons for the leave. The employee shall provide that documentation only if it is reasonably practicable for them to obtain and provide it. Regulations (6) The Governor in Council may make regulations defining the expressions “regular rate of wages” and “normal hours of work” for the purposes of subsection (2.1). 2017, c. 33, s. 206 2018, c. 27, s. 514 2021, c. 23, s. 250
Canada Labour Code — L-2
child means a person who is under 18 years of age. ( enfant )
Canada Labour Code — L-2
parent has the same meaning as in subsection 206.5(1) but does not include a curator to the person. ( parent )
Canada Labour Code — L-2 206.8
Leave — five days 206.8 (1) Every employee who is an Aboriginal person and who has completed three consecutive months of continuous employment with an employer is entitled to and shall be granted a leave of absence from employment of up to five days in every calendar year, in order to enable the employee to engage in traditional Aboriginal practices, including (a) hunting; (b) fishing; (c) harvesting; and (d) any practice prescribed by regulation. Division of leave (2) The leave of absence may be taken in one or more periods. The employer may require that each period of leave be not less than one day’s duration. Documentation (3) The employer may, in writing and no later than 15 days after an employee’s return to work, request the employee to provide documentation that shows the employee as an Aboriginal person. The employee shall provide that documentation only if it is reasonably practicable for him or her to obtain and provide it. Definition of Aboriginal (4) For the purposes of this section, Aboriginal means Indian, Inuit or Métis. 2017, c. 33, s. 206
Canada Labour Code — L-2 206.9
Entitlement to leave 206.9 Every employee is entitled to and shall be granted a leave of absence from employment to attend court to (a) act as a witness in a proceeding; (b) act as a juror in a proceeding; or (c) participate in a jury selection process. 2018, c. 27, s. 471
Canada Labour Code — L-2 207
Notification to employer 207 (1) Every employee who intends to take a leave of absence from employment under section 206 or 206.1 shall (a) unless there is a valid reason for not doing so, give at least four weeks notice in writing to the employer before the day on which the leave is to begin; and (b) inform the employer in writing of the length of leave intended to be taken. Exception — valid reason (1.1) If there is a valid reason for not providing notice in accordance with paragraph (1)(a), the employee shall notify the employer in writing as soon as possible that the employee intends to take a leave of absence. Change in length of leave (2) Every employee who intends to take or who is on a leave of absence from employment under section 206 or 206.1 shall provide the employer with notice in writing of at least four weeks of any change in the length of leave intended to be taken, unless there is a valid reason why that notice cannot be given, in which case the employee shall provide the employer with notice in writing as soon as possible. R.S., 1985, c. L-2, s. 207; R.S., 1985, c. 9 (1st Supp.), s. 10; 1993, c. 42, s. 28; 2017, c. 20, s. 264
Canada Labour Code — L-2 207.01
Minimum periods of leave 207.01 Subject to the regulations, a leave of absence under any of sections 206.3 to 206.5 may only be taken in one or more periods of not less than one week’s duration. 2014, c. 20, s. 243
Canada Labour Code — L-2 207.02
Interruption 207.02 (1) An employee may interrupt a leave of absence referred to in any of sections 206.3 to 206.5 in order to be absent due to a reason referred to in subsection 239(1) or 239.1(1). Resumption (2) The interrupted leave resumes immediately after the interruption ends. Exception — medical leave (3) Except to the extent that it is inconsistent with subsection 239(7), section 209.1 applies to an employee who interrupted the leave in order to be absent due to a reason referred to in subsection 239(1). (3.1) [Repealed, 2021, c. 26, s. 23] Exception  — work-related illness or injury (4) Except to the extent that it is inconsistent with subsections 239.1(3) and (4), section 209.1 applies to an employee who interrupted the leave in order to be absent due to a reason referred to in subsection 239.1(1). 2014, c. 20, s. 243 2018, c. 27, s. 472 2020, c. 5, s. 40 2020, c. 12, s. 4.4 2021, c. 23, s. 343 2021, c. 23, s. 345 2021, c. 26, s. 23 2021, c. 26, s. 26
Canada Labour Code — L-2 207.1
Notice to employer  — interruption of leave 207.1 (1) An employee who intends to interrupt their leave under subsection 206.1(2.4) or 207.02(1) shall provide the employer with a notice in writing of the interruption before or as soon as possible after it begins. Notice to employer  — resumption of leave (2) The employee shall provide the employer with a notice in writing of the day on which they resume their leave before or as soon as possible after that day. 2012, c. 27, s. 7; 2014, c. 20, s. 244
Canada Labour Code — L-2 207.2
Notification to employer — interruption for child’s hospitalization 207.2 (1) An employee who intends to interrupt their maternity or parental leave in order to return to work as a result of the hospitalization of his or her child shall provide the employer with a notice in writing of the interruption as soon as possible. Employer’s decision (2) The employer shall, within one week after receiving the notice, advise the employee in writing of the employer’s decision to accept or refuse the employee’s return to work. Refusal (3) If the employer refuses the interruption or does not advise the employee within the week referred to in subsection (2), the leave under section 206 or 206.1 is extended by the number of weeks during which the child is hospitalized. The aggregate amounts of leave referred to in subsection 206.1(3) and section 206.2 are extended by the same number of weeks. Certificate (4) The employer may, in writing and no later than 15 days after an employee’s return to work, require the employee to provide a certificate issued by a health care practitioner attesting to the child’s hospitalization. End of interruption (5) An employee who intends to return to their maternity or parental leave after an interruption shall, as soon as possible, advise the employer in writing of the date on which the maternity or parental leave is to resume. Limitation (6) The extension referred to in subsection (3) applies only once in respect of the same child. 2012, c. 27, s. 7; 2017, c. 20, s. 265 2018, c. 27, s. 473
Canada Labour Code — L-2 207.3
Notice to employer of leave 207.3 (1) Every employee who takes a leave of absence from employment under any of sections 206.3 to 206.9 shall, as soon as possible, provide the employer with a notice in writing of the reasons for the leave and the length of the leave that they intend to take. Notice of change in length of leave (2) Every employee who is on a leave of absence from employment under any of sections 206.3 to 206.9 shall, as soon as possible, provide the employer with a notice in writing of any change in the length of the leave that they intend to take. Notice — leave of more than four weeks (3) If the length of the leave taken under any of sections 206.3 to 206.5, paragraph 206.51(3)(a) or section 206.9 is more than four weeks, the notice in writing of any change in the length of the leave shall be provided on at least four weeks’ notice, unless there is a valid reason why that cannot be done. Documentation (4) The employer may require the employee to provide documentation in support of the reasons for the leave taken under section 206.4, 206.5 or 206.9 and of any change in the length of leave that the employee intends to take. Return to work postponed (5) If an employee who takes a leave of more than four weeks under any of sections 206.3 to 206.5 or paragraph 206.51(3)(a) wishes to shorten the length of the leave but does not provide the employer with four weeks’ notice, the employer may postpone the employee’s return to work for a period of up to four weeks after the day on which the employee informs the employer of the new end date of the leave. If the employer informs the employee that their return to work is postponed, the employee is not entitled to return to work until the day that is indicated by the employer. Deemed part of leave (6) The period of the postponement is deemed to be part of the leave. 2012, c. 27, s. 8; 2014, c. 20, s. 245; 2017, c. 20, s. 266 2017, c. 33, s. 207 2018, c. 27, s. 474 2024, c. 15, s. 199
Canada Labour Code — L-2 208
Prohibition 208 (1) Subject to subsection (2), no employer shall require an employee to take a leave of absence from employment because the employee is pregnant. Exception (2) An employer may require a pregnant employee to take a leave of absence from employment if the employee is unable to perform an essential function of her job and no appropriate alternative job is available for that employee. Length of leave (3) A pregnant employee who is unable to perform an essential function of her job and for whom no appropriate alternative job is available may be required to take a leave of absence from employment only for such time as she is unable to perform that essential function. Burden of proof (4) The burden of proving that a pregnant employee is unable to perform an essential function of her job rests with the employer. R.S., 1985, c. L-2, s. 208; R.S., 1985, c. 9 (1st Supp.), s. 10
Canada Labour Code — L-2 208.1
Application 208.1 Regardless of the time at which an employee makes a request under section 204, the rights and obligations provided under sections 204 and 205 take precedence over the application of subsection 208(2). 1993, c. 42, s. 29
Canada Labour Code — L-2 209
Right to notice of employment opportunities 209 Every employee who intends to or is required to take a leave of absence from employment under this Division is entitled, on written request therefor, to be informed in writing of every employment, promotion or training opportunity that arises during the period when the employee is on leave of absence from employment and for which the employee is qualified, and on receiving such a request every employer of such an employee shall so inform the employee. R.S., 1985, c. L-2, s. 209; R.S., 1985, c. 9 (1st Supp.), s. 10
Canada Labour Code — L-2 209.1
Resumption of employment in same position 209.1 (1) Every employee who takes or is required to take a leave of absence from employment under this Division is entitled to be reinstated in the position that the employee occupied when the leave of absence from employment commenced, and every employer of such an employee shall, on the expiration of any such leave, reinstate the employee in that position. Comparable position (2) Where for any valid reason an employer cannot reinstate an employee in the position referred to in subsection (1), the employer shall reinstate the employee in a comparable position with the same wages and benefits and in the same location. Wages and benefits affected by reorganization (3) Where an employee takes leave under this Division and, during the period of that leave, the wages and benefits of the group of employees of which that employee is a member are changed as part of a plan to reorganize the industrial establishment in which that group is employed, that employee is entitled, on being reinstated in employment under this section, to receive the wages and benefits in respect of that employment that that employee would have been entitled to receive had that employee been working when the reorganization took place. Notice of changes in wages and benefits (4) The employer of every employee who is on a leave of absence from employment under this Division and whose wages and benefits would be changed as a result of a reorganization referred to in subsection (3) shall notify the employee in writing of that change as soon as possible. R.S., 1985, c. 9 (1st Supp.), s. 10