Effective November 1, 2019, employers are required to grant an employee with three months or more service an absence in each twelve month period the total of the following:
- three days of paid leave and an additional seven days of unpaid leave
An employee can use this leave intermittently (on an as-needed basis) or all at once.
An employee who is the victim of domestic violence, intimate partner violence or sexual violence themselves or the employee can also use the leave to accompany a minor child, or individual for whom they are a primary caregiver, for one or more of the specified purposes.
- to seek medical attention for a victim with respect to a physical or psychological injury or disability caused by domestic violence, intimate partner violence or sexual violence
- to obtain services from a victim services organization
- to obtain psychological or other professional counselling for a matter related to or arising from domestic violence, intimate partner violence or sexual violence
- to relocate temporarily or permanently for a reason related to or arising from domestic violence, intimate partner violence or sexual violence
- to seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence, intimate partner violence or sexual violence
- to comply with child protection interventions and participate in child protection case planning or related activities
- for any other purpose related to or resulting from the domestic violence, intimate partner violence or sexual violence, that requires the attendance of the employee during the employee's regularly scheduled workday.
The employee must tell their employer of their intention to use the leave and the employee must tell their employer the date the leave will start and for how long they will be absent.
An employer can request written evidence respecting the employee’s need for the leave. The employee must cooperate in obtaining the written evidence.