Province also clarifies ‘reasonably sufficient proof’ of illness or injury
Effective immediately, new rules in British Columbia restrict when employers can ask for sick notes, aiming to give health-care providers more time with patients and reduce unnecessary administrative work.
Under the new employment standards regulations, employers can no longer request a sick note for a worker’s first two health-related, short-term absences of five consecutive days or fewer in a calendar year.
“Unnecessary medical appointments take time away from patients who need to see their doctors and nurses, don’t help people get better any faster and risk further spread of illness,” said Jennifer Whiteside, Minister of Labour.
The changes were first introduced in April 2025 with Bill 11, amending the Employment Standards Act to clarify when employers can request a sick note.
Minor illnesses don’t need sick notes
The changes are based on input from health-care providers, who highlighted scientific evidence that most minor illnesses, such as colds and influenza, typically resolve within five days.
“Sick notes for short-term illness put an enormous burden on physicians and other primary care providers. Setting limits on employers who require these notes means that someone with a cold can stay home from work and rest, and I can be more available for patients who need my help,” said Lisa Gaede, family physician and Doctors of BC representative on the Administration Burdens Working Group.
In May, Saskatchewan also passed new legislation covering sick notes, which takes effect Jan. 1, 2026. It restricts employers from asking for a sick note unless the employee has been absent for more than five consecutive working days or had non-consecutive absences of two or more working dates due to sickness or injury in the preceding 12 months.
Ontario and Quebec have also made recent changes.
Clarifying ‘reasonably sufficient proof’
Employers still have the right to ask for “reasonably sufficient proof” that an employee’s absence is due to illness or injury, but this does not normally include a sick note from a health-care professional.
Examples of reasonably sufficient proof include a receipt from a drugstore or pharmacy, a medical bracelet from a hospital, or a signed confirmation from the employee stating they are sick.
In asking for reasonably sufficient proof, employers must allow a reasonable time frame for employees to provide it, says the government.
“If the employee has electronic evidence that can be sent from home, it may be reasonable for the employee to send it while on leave. Employers should be aware of any privacy limitations when seeking medical information from employees.”
The Canadian Medical Association estimates B.C. doctors wrote roughly 1.6 million sick notes in 2024.
Paid sick leave and entitlements
All eligible employees in B.C. are entitled to five paid sick days and three unpaid days each year. The number of hours scheduled on a sick day does not affect the wages owed; employees are paid an amount equal to an average day’s pay.
Unused sick leave does not carry over from year to year, and employers are required to keep records of absences.
Employees can take time off without warning for unexpected illnesses or life situations and are not required to provide advance notice.
