How long is parental leave in ontario

If your child was born mid-week, as an exception, you may start your non-consecutive parental leave on the date your child was born and take the first consecutive portion of your leave in seven-day increments. Once there is a break in your leave, your remaining weeks must be taken from Sunday to Saturday.

As an example, if your child was born on a Wednesday, you may claim the first consecutive week s of your leave in seven-day increments from Wednesday to Tuesday starting the date your child was born. Once there is a break in your leave, all remaining weeks must be taken from Sunday to Saturday. If both parents are physicians and meet the eligibility requirements, both parents can apply for their own 8 weeks of parental leave. You and your partner can take your parental leaves at the same time or consecutively.

My partner will not be taking the full 8 weeks of parental leave. No, unclaimed weeks are not transferrable between partners. The maximum benefits for birth mothers remain as 17 weeks and 8 weeks for biological fathers and adoptive parents. For pregnancy leave benefits, you may submit your application package no earlier than 2 weeks before you plan on going on leave. If you are applying for parental leave only, please submit your application after your child is born or after the adopted child was placed in your care for the first time.

The earliest you may start your parental leave is the child's birth date or adoption placement date. This will depend on your pre-leave income earnings. To calculate your weekly PPLBP benefit entitlement, a Part 2 — Income Confirmation form must be completed to verify all non-fee for service income sources that you earned in the month period immediately before your leave start date.

No, you must submit a Part 2 — Income Confirmation signed by your AFA administrator, group lead, office manager or employer. All other personal financial documents will not be accepted. If you are having difficulty obtaining Part 2, please notify the PPLBP office immediately and ensure to submit the remainder of your application package by the submission deadline.

Applications will be considered late and non-eligible if received after the submission deadline regardless of whether obtaining the Part 2 was the reason. As long as your application is received by the submission deadline, your PPLBP benefits can be paid retroactively beginning when your leave first started. No, you cannot submit your application without a start date. You will need to know the start date of your leave before submitting your application package. Incomplete applications will not be processed.

Applications must be received by the submission deadline. The weeks you are on leave and your income earnings for those weeks must be declared on Part 3 — Declaration of Earned Income, "Income Earned by Week" section. Do not include your earnings for the dates you are not on leave. All weeks that are declared will be processed as part of your non-consecutive parental leave. If you have not been licensed to practice medicine in Ontario during the full months prior to your leave, your benefits will be calculated based on the actual period of time you have been licensed to practice medicine in Ontario.

Note: to be eligible, you must have been licensed during the full weeks immediately before your leave start date. Below is an example of wage table explaining how the benefits are calculated based on different month gross eligible earnings:. Am I eligible for an increase payment under the Year 4 retroactive increase payments under the Kaplan Arbitration Award? You must declare your gross fee for service billings before deductions. Income that is attributed to a physician's OHIP billing number is deemed as income that was earned by the physician, regardless of any internal group payment arrangements.

My partnership is providing me with a stipend to support my maternity leave, but I am not an employee. Is this stipend still considered as an employer benefit? Delayed payments for clinical services that were provided before your leave will not affect your PPLBP benefits. Income earnings must be declared based on the date of service, not the date that payment is received. To declare the weekly amount of monthly payments, please divide the earnings by the number of days the payment covers to determine the daily amount and then multiply by 7.

For example, a payment that was for the full month of January would be divided by 31 i. You must declare all eligible earnings your corporation receives under your name for services you provide while you are on leave.

Do not declare the salary you are withdrawing from your corporation. No, you only need to submit a Part 3 — Declaration of Earned Income for the weeks you are on leave. I work in a capitation-based model and will be using my on-going capitation earnings to pay for locum coverage. Can I deduct this amount from my capitation earnings?

Yes, you may deduct the payments you make directly to a locum from your capitation earnings. To claim this deduction, your weekly gross capitation earnings and your weekly deduction for locum coverage must be declared on your monthly Part 3 - Declaration of Earned Income form.

A signed letter must be submitted from your locum to confirm the coverage dates and the weekly payment amount. No, overhead expenses cannot be deducted. Only payments made directly to a locum for providing coverage can be deducted using capitation earnings.

Processing times depend on when your application is received and how complete your documents are. A confirmation email will be sent when your application is received to clarify any missing details or to provide you with the next steps of the application process. This will depend on when your application is received, how complete your documents are, and when your application is approved. Applications that are approved and have a Part 3 — Declaration of Earned Income on file by the 28th of the month will have the first cheque mailed by the 15th of the next month.

For example, an application must be approved and have a Part 3 form on file by January 28th to receive a benefit cheque on February 15th. You must still pay the full fee while you are off on leave as there are no pro-rated fees. You will remain registered with the CPSO while you are on leave. Service Canada : www. PARO : or email paro paroteam. Please feel free to contact the PARO office with any questions you have relating to pregnancy and parental leave.

One of our very knowledgeable staff members will be pleased to assist you. Contact Need Us? Reach Us Phone: What documents do I need to apply for benefits? Will I get an income top-up to EI payments? What if I require specific accommodations, such as a lactation room, upon my return to work? Important Contact Information. How long is pregnancy and parental leave?

Standard parental leave: 35 weeks EI benefits per family; 37 weeks if you did not take pregnancy leave; Extended parental leave: 61 weeks; 63 weeks if you did not take pregnancy leave. Standard parental leave: 35 weeks EI benefits per family. Extended parental leave: 61 weeks EI benefits per family.

The earliest a pregnancy leave can begin is 17 weeks before the due date. The latest a pregnancy leave can begin is the day the baby is born. Barbara gave her employer written notice that she would begin her pregnancy leave on September Now Barbara wants to start her leave on August She must give her employer new written notice by August 13 two weeks before August An employee can also change the date she will begin her leave to a later date than she originally told her employer.

To do this, she must give her employer new written notice at least two weeks before the original date she said she would begin her leave. Mairead gave her employer written notice that she would start her pregnancy leave on September Now Mairead wants to start her leave on September She must give her employer new written notice by August 27 two weeks before September An employee who fails to give the required notice does not lose her right to a pregnancy leave.

An employee can tell her employer when she will be returning to work, but she is not required to do so. If the employee does not specify a return date, the employer is to assume that she will take her full 17 weeks of leave or any longer period that she may be entitled to. An employer cannot require an employee to return from her leave early. Also, an employer has no right under the ESA to require an employee to prove, through medical documentation, that she is fit to return to work.

An employee may want to change the date her leave was scheduled to end to an earlier date. If so, she must give the employer a new written notice at least four weeks before the new, earlier day.

An employee may want to change the date her leave was scheduled to end to a later date. In this case, she must give the employer a new written notice at least four weeks before the date the leave was originally going to end.

Unless the employer agrees, she cannot schedule a new end date to her pregnancy leave that would result in her taking a longer leave than she is entitled to under the ESA. Suppose an employee wants to resign before the end of her pregnancy leave, or at the end of the leave. This notice requirement does not apply if the employer constructively dismisses the employee. Both new parents have the right to take parental leave of up to 61 or 63 weeks of unpaid time off work.

A new parent is entitled to parental leave whether he or she is a full-time, part-time, permanent or term contract employee provided that the employee:. An employee does not have to actively work in the week period preceding the start of the parental leave. For example, the employee could be on layoff, vacation, sick leave or pregnancy leave for all or part of the week qualifying period and still be entitled to parental leave. The ESA only requires the employee to have been employed by the employer for 13 weeks before he or she may commence a parental leave.

A birth mother who takes pregnancy leave must ordinarily begin her parental leave as soon as her pregnancy leave ends. In this case, the employee can either commence her leave when the pregnancy leave ends or choose to return to work and start her parental leave later.

If she chooses to return to work, she will be able to start her parental leave anytime within 78 weeks of the birth or the date the baby first came home from the hospital. The parental leave does not have to be completed within this week period. It just has to be started. Birth mothers who take pregnancy leave are entitled to take up to 61 weeks of parental leave. All other new parents are entitled to take up to 63 weeks of parental leave.

Employees may decide to take a shorter leave if they wish. However, once an employee has started parental leave, he or she must take it all at one time. The employee cannot use up part of the leave, return to work for the employer and then go back on parental leave for the unused portion. However, under the ESA , a return to work, even on a part-time basis, would end the parental leave.

An employee who has a miscarriage or stillbirth, or whose spouse or same-sex partner has a miscarriage or stillbirth, is not eligible for parental leave. Because EI benefits can be taken over a shorter period or longer period, it is strongly advised that employees tell the employer exactly how many weeks they plan to take as parental leave when they give notice for example, 37 or If an employee is also taking a pregnancy leave, she may, but is not required to, give her employer notice of the parental leave when she gives notice of her pregnancy leave.

In this case, the employee has two weeks after stopping work to give the employer written notice that he or she is taking parental leave.

The parental leave begins on the day the employee stops working. Suppose an employee has given notice to begin a parental leave. The employee can begin the leave earlier than he or she has told the employer by giving the employer new written notice at least two weeks before the new, earlier date. If the employee intends to use less than 61 or 63 weeks of leave, it is advised that the employee clearly state the number of weeks they plan to take in the new written notice.

Leroy gave his employer written notice that he would begin his parental leave on September Now he wants to start his leave on August Leroy must give his employer new written notice by August 13 two weeks before August An employee can also change the starting date of the leave to a later date than he or she originally told the employer. To do this, the employee must give the employer new written notice at least two weeks before the original date the leave was going to begin.

Wendy gave her employer written notice that she would start her parental leave on September Now Wendy wants to start her leave on September An employee who fails to give the required notice does not lose his or her right to a parental leave.