EI Sickness Benefits Extended to 50 Weeks

Summary#

This bill changes the Employment Insurance (EI) Act to extend the maximum length of EI sickness benefits from 15 weeks to 50 weeks. It applies to claims for illness, injury, or quarantine. It also updates the parallel rule for self‑employed people who opt into EI special benefits. The act takes effect on April 1, 2020, or on the day it receives Royal Assent, whichever is earlier (Coming into Force).

• Increases the cap on EI sickness benefits to 50 weeks (Bill, para. 12(3)(c)).
• Applies the same 50‑week cap to self‑employed EI special benefits for sickness (Bill, para. 152.14(1)(c)).
• Covers illness, injury, and quarantine under the longer limit (Bill, paras. 12(3)(c), 152.14(1)(c)).
• Effective April 1, 2020, or Royal Assent date, whichever is earlier (Coming into Force).
• Does not change eligibility rules, benefit rate, or premium rates in the text of the bill (Bill).

What it means for you#

• Households

  • If you qualify for EI sickness benefits, you could receive up to 50 weeks instead of 15 weeks for illness, injury, or quarantine. Effective April 1, 2020, or the date of Royal Assent, whichever is earlier (Bill, paras. 12(3)(c); Coming into Force).
  • If you have a long illness (for example, cancer), you may be able to remain on EI sickness benefits longer before looking to other income supports. Actual eligibility rules and benefit rates are unchanged by this bill (Bill).

• Workers

  • Employees who pay EI premiums and meet EI sickness eligibility can claim up to 50 weeks for a qualifying illness, injury, or quarantine period (Bill, para. 12(3)(c)).
  • The bill does not alter how much you are paid per week or the qualifying rules. Only the maximum duration changes (Bill).

• Self‑employed individuals

  • If you have registered to participate in EI special benefits as self‑employed, your maximum sickness benefit length also rises to 50 weeks (Bill, para. 152.14(1)(c)).

• Employers

  • No direct new obligations in the bill. Payroll systems may need to account for longer potential absence periods covered by EI sickness benefits. Premium rates are not set by this bill (Bill).

• Provinces and territories

  • Potential for fewer or later transitions from EI sickness benefits to provincial social assistance for people with long illnesses. Fiscal impact not quantified in this bill. Data unavailable.

Expenses#

Estimated net cost: Data unavailable.

• No direct appropriations or tax/premium changes are included in the bill text; it only changes the maximum number of payable weeks (Bill).
• Extending benefits from 15 to 50 weeks would increase EI sickness benefit payouts. The total impact depends on claim volumes, durations, and interaction with other programs. Official estimates are not provided in the bill. Data unavailable.
• EI premium rates and any adjustments to fund higher payouts are set outside this bill. Data unavailable.

Proponents' View#

• Supports people with serious illnesses, such as cancer, by allowing income support for up to 50 weeks instead of 15 weeks (Bill, para. 12(3)(c); Preamble).
• Aligns with the House of Commons motion adopted on February 19, 2020, calling for an increase to 50 weeks (Preamble).
• Reduces the gap between typical recovery times for major illnesses and the prior 15‑week limit, lowering pressure to move to other income supports early (Bill, para. 12(3)(c)).
• Applies equally to employees and self‑employed participants in EI special benefits, improving consistency (Bill, paras. 12(3)(c), 152.14(1)(c)).
• Implementable without changing eligibility or benefit rates, since it only amends the maximum duration (Bill).

Opponents' View#

• Higher total EI payouts could require higher EI premiums for workers and employers, reduced service levels elsewhere, or other adjustments. The bill does not address funding, creating fiscal risk. Data unavailable.
• Longer maximum durations could increase average claim length, raising program costs beyond initial expectations. Data unavailable.
• Overlap with other long‑term income supports (for example, employer long‑term disability or federal disability programs) may cause coordination and administrative challenges. Data unavailable.
• Short implementation timeline tied to April 1, 2020, or Royal Assent, could strain EI administration and create transition issues for existing claims (Coming into Force).
• Extending “quarantine” coverage to 50 weeks may be broader than needed for most quarantine situations, potentially paying beyond the period of public‑health restriction (Bill, para. 12(3)(c)).