Employment Insurance sickness benefits to 50 weeks

Summary#

This bill would change the Employment Insurance (EI) Act to extend sickness benefits from a maximum of 15 weeks to 50 weeks. It applies to people who cannot work because of illness, injury, or quarantine. It amends the rule for both regular employees and self‑employed people who have opted into EI special benefits (Bill, para. 12(3)(c); para. 152.14(1)(c); Summary).

• Extends the cap on EI sickness benefits to 50 weeks (from 15) (Summary).
• Keeps other EI rules the same, including eligibility, benefit rate, and medical proof (Bill text limits changes to the maximum duration).
• Applies to illness, injury, and quarantine cases (Summary; Bill, para. 12(3)(c); para. 152.14(1)(c)).
• Covers both employees in insurable employment and self‑employed who opted in (Bill, para. 152.14(1)(c)).
• Takes effect on the bill’s coming‑into‑force date; no specific date stated in the text provided.

What it means for you#

• Households

  • If you or a family member relies on EI sickness benefits, you could receive up to 50 weeks instead of 15, if you remain unable to work due to illness, injury, or quarantine and keep meeting medical requirements (Summary; Bill, para. 12(3)(c)).
  • The weekly benefit rate does not change. EI sickness benefits generally replace 55% of average insurable earnings up to the yearly maximum; the bill does not alter the rate or the maximum insurable amount (Bill text changes duration only).

• Workers (employees who pay EI)

  • You could claim up to 50 weeks of EI sickness benefits if a qualified medical professional certifies you cannot work, subject to existing EI eligibility rules (hours, waiting period, reporting) (Bill, para. 12(3)(c)).
  • If your health condition lasts longer than 15 weeks, you would no longer face a hard stop at week 15. Payments could continue up to week 50 if you still qualify (Bill, para. 12(3)(c)).

• Self‑employed (who opted into EI special benefits)

  • If you have registered for EI special benefits and meet existing rules, you could also receive up to 50 weeks for illness, injury, or quarantine (Bill, para. 152.14(1)(c)).

• Employers

  • No new employer mandates appear in the bill. It does not change job‑protected leave rules or require new paperwork. EI benefit administration remains with Service Canada (Bill text limits changes to duration).

• Service users

  • Application steps, medical certificate requirements, and Service Canada processes remain the same. Only the maximum number of payable weeks changes (Bill text limits changes to duration).

Expenses#

Estimated net cost: Data unavailable.

• The bill does not include a direct appropriation. It changes the maximum duration of EI sickness benefits, which would increase benefit payments from the EI program if enacted (Bill, para. 12(3)(c); para. 152.14(1)(c)).
• No official fiscal note was provided in the text available. Data unavailable.
• How this would affect EI premium rates or the EI Operating Account is not stated in the bill. Data unavailable.

Proponents' View#

• Extending to 50 weeks matches the reality of many serious illnesses, where recovery can take many months; 15 weeks is often not enough (Summary).
• A sizable share of EI sickness claimants use all available weeks under current rules, suggesting unmet need when benefits end (ESDC, EI Monitoring and Assessment Reports; proportion of claimants who exhaust the 15-week maximum reported in recent years).
• Longer support can improve income stability for workers facing cancer, major surgery, or complex recovery, reducing pressure to return to work too soon (Summary; Bill, para. 12(3)(c)).
• The bill is narrow and simple to administer because it only changes the maximum number of weeks; it leaves eligibility, benefit rate, and processes unchanged (Bill text limits changes to duration).

Opponents' View#

• Extending benefits from 15 to 50 weeks would raise EI program costs; without new funding, this could lead to higher EI premiums or reduced program balances (Cost impact not specified in the bill; Data unavailable).
• A 50‑week cap may overlap with private long‑term disability plans, creating duplication or shifting costs from private insurance to EI (Policy design risk; Data unavailable).
• Longer maximum duration could increase average claim length, which may raise administrative workload and processing times at Service Canada if resources do not scale (Implementation risk; Data unavailable).
• The bill does not target by diagnosis or need beyond medical inability to work, so it could fund long absences that some employers’ accommodation policies might otherwise cover (Unintended consequence risk; Data unavailable).