Summary#

This bill changes the Employment Insurance (EI) Act to raise the maximum length of EI sickness benefits from 15 to 52 weeks for people who cannot work due to illness, injury, or quarantine. It amends two EI provisions to set the new 52‑week limit for both regular employees and self‑employed people who opt into EI special benefits. It also includes a coordinating clause so its changes prevail over related timing provisions in the Budget Implementation Act, 2021, No. 1 (BIA 2021) (Coordinating Amendment).

• Raises the EI sickness benefit cap from 15 to 52 weeks (Paragraph 12(3)(c); Paragraph 152.14(1)(c)).
• Applies to both insured employees and self‑employed participants in EI special benefits (Paragraph 152.14(1)(c)).
• Does not change the benefit rate, eligibility test, or maximum insurable earnings; only the maximum weeks (Bill text limits changes to paragraphs setting “maximum number of weeks”).
• Includes a clause to avoid conflict with BIA 2021 timing provisions (Coordinating Amendment (2)–(3)).

What it means for you#

• Households / Workers

  • If you qualify for EI sickness benefits, you could receive up to 52 weeks instead of 15 weeks for illness, injury, or quarantine (Paragraph 12(3)(c)).
  • The weekly payment formula and earnings cap remain the same; the bill does not change the benefit rate or eligibility rules (Bill text only amends maximum weeks).
  • Start date: The bill does not set a special start date. If no other clause applies, Acts without a coming‑into‑force clause take effect on Royal Assent. The coordinating clause manages overlap with BIA 2021 sections (Coordinating Amendment (2)–(3)). Data unavailable on transitional rules for existing claims.

• Self‑employed individuals who opted into EI special benefits

  • You would also be eligible for up to 52 weeks of sickness benefits under the voluntary EI special benefits regime (Paragraph 152.14(1)(c)).
  • No change to opt‑in requirements or contribution rules is included in the bill (Bill text only amends maximum weeks).

• Employers

  • Payroll processes for EI deductions continue as usual; the bill does not set premium rates or new reporting duties (Bill text).
  • Over time, total EI sickness benefit payouts would likely rise. Future EI premium rates are set separately by the EI Commission, not by this bill. Data unavailable on timing or size of any rate changes.

• Service users

  • Service Canada would need to administer longer‑duration sickness claims. The bill does not include service standards or system changes. Data unavailable on processing impacts.

Expenses#

Estimated net cost: Data unavailable.

• No fiscal note or official cost estimate is provided in the bill text. Data unavailable.
• The bill contains no direct appropriation; EI benefits are statutory and paid from the EI Operating Account (Bill structure).
• Increasing the maximum from 15 to 52 weeks would increase total EI sickness benefit payouts to the extent claimants use additional weeks (Paragraph 12(3)(c); Paragraph 152.14(1)(c)). Data unavailable on magnitude.
• EI premium rates are not set by this bill; any future rate adjustments would be determined through the established rate‑setting process. Data unavailable.

Proponents' View#

• Extending the cap to 52 weeks gives workers who remain ill beyond 15 weeks continued income support, reducing gaps during recovery (Paragraph 12(3)(c); Paragraph 152.14(1)(c)).
• Applies equally to employees and self‑employed EI participants, ensuring consistent treatment across EI sickness benefits (Paragraph 152.14(1)(c)).
• The change is simple and targeted: it only alters the maximum weeks, leaving other EI rules intact, which may ease implementation (Bill text).
• The coordinating clause prevents conflict with BIA 2021 timing provisions, clarifying that the 52‑week limit governs if both laws would otherwise overlap (Coordinating Amendment (2)–(3)).

Opponents' View#

• Longer maximum durations will raise EI sickness benefit expenditures and could put upward pressure on future EI premium rates for workers and employers; the bill provides no offsetting savings or funding source (Bill text; no fiscal note).
• The bill does not include transition rules, which may create unequal treatment between claims opened before and after coming into force (Bill text lacks transitional provisions).
• Administrative systems and staffing may need adjustments to handle longer claims, creating implementation risk and potential processing delays. Data unavailable.
• The bill does not address interactions with other income‑replacement programs (e.g., employer long‑term disability plans), leaving coordination questions to existing practice. Data unavailable.