Bereavement Leave Rules by Canadian Province
For Canadian workers facing a death in the family, bereavement leave is provided by provincial or federal employment standards. The specifics vary by jurisdiction. This is a general overview — check your specific employer policy and applicable employment standards.
Federal labour standards
For federally-regulated workplaces (banks, airlines, broadcasting, federal Crown corporations, federally-regulated transportation):
Entitlement: Up to 10 days of bereavement leave for immediate family death, which can be taken in one or two periods within the window ending six weeks after the funeral, burial or memorial service.[1]
Paid: First 3 days paid if employee has 3+ months continuous employment; remaining 7 days unpaid.
Eligibility: All employees.
Immediate family: Spouse, common-law partner, child, parent, brother, sister, grandparent, grandchild, spouse's parent.
Death of a child: Since December 12, 2025, federally-regulated employees are entitled to up to 8 weeks of unpaid leave following the death of their child (or their spouse's or common-law partner's child), and a separate pregnancy-loss leave now applies as well.[1]
Provincial employment standards
Ontario
Bereavement Leave: Up to 2 days unpaid per calendar year, for employees with at least 2 consecutive weeks of service. Covers a spouse, parent, child, sibling, grandparent, grandchild (including step- and foster relationships) and certain other relatives.[2]
Family Caregiver Leave: Up to 8 weeks unpaid per year for caring for a seriously ill family member.[2]
Note: Ontario replaced its old Personal Emergency Leave days with separate sick, family responsibility and bereavement leaves in 2019. The statute is the minimum — many employers provide more.
British Columbia
Bereavement Leave: Up to 3 days unpaid for immediate family death.
Family Responsibility Leave: Up to 5 days unpaid annually for family matters.
Compassionate Care Leave: Up to 27 weeks unpaid for caring for a seriously ill family member.
Alberta
Bereavement Leave: Up to 3 days unpaid for immediate family death (after 90 days employment).
Compassionate Care Leave: Up to 27 weeks unpaid for caring for a gravely ill family member.
Saskatchewan
Bereavement Leave: Up to 5 days unpaid for immediate family death. As of January 1, 2026, the days can be used any time within six months of the death, and eligibility was broadened to include "like family" relationships and pregnancy loss.
Manitoba
Bereavement Leave: Up to 5 days unpaid for a family member's death (increased from 3 days effective May 30, 2023).[3]
Compassionate Care Leave: Available for caring for dying family member.
New Brunswick
Bereavement Leave: Up to 5 consecutive days unpaid, beginning no later than the day of the funeral.
Nova Scotia
Bereavement Leave: Up to 5 consecutive working days unpaid for the death of a close family member (including in-laws).
Prince Edward Island
Bereavement Leave: Up to 3 days for immediate family — 1 paid + 2 unpaid; up to 3 unpaid days for extended family.
Newfoundland and Labrador
Bereavement Leave: Up to 3 days — 1 paid + 2 unpaid after 30 days with the employer (2 unpaid days before that).
Northern Territories (Yukon, NWT, Nunavut)
Bereavement Leave: Provided under territorial employment standards; specific provisions vary.
Outside this guide
Quebec's employment-standards regime is administered separately and is not covered here — check with the provincial labour-standards body directly.
Who is 'immediate family'?
Varies by jurisdiction but typically includes:
- Spouse or common-law partner
- Child (biological, step, foster, adoptive, ward)
- Parent (biological, step, foster, adoptive)
- Sibling
May include:
- Grandparent
- Grandchild
- Parent-in-law (spouse's parent)
- Sibling-in-law (spouse's sibling)
- Aunt, uncle (rare in employment standards; some employer policies include)
- Person for whom employee acts in loco parentis
Some employment standards explicitly include same-sex spouses and common-law partners (now standard across Canada).
Employer policies often exceed minimums
Many Canadian employers provide more than the statutory minimum:
- 5-7 days paid bereavement (immediate family)
- 1-3 days paid bereavement (extended family)
- Additional unpaid leave with manager approval
- Continuation of benefits during leave
- Flexible return-to-work arrangements
Check your specific employer policy first. Union collective agreements often have more generous provisions.
Additional leave options
If bereavement leave is insufficient:
Vacation time: Use accrued vacation for additional time off (paid).
Personal/family responsibility leave: Many provinces have additional unpaid leave provisions (3-5 days for personal/family matters).
Sick leave: If grief is affecting health (anxiety, depression, sleep disturbance), sick leave may be appropriate. Medical note may be required.
Family medical leave / compassionate care leave: For caring for a dying family member (before death). Most provinces and federal labour code have provisions.
Compassionate Care Benefits through EI: Available for those caring for a gravely ill family member at risk of death within 26 weeks. Up to 26 weeks of EI benefits while on leave. (Funeral arrangements after death not covered by this specific benefit.)
Unpaid personal leave: Some workplaces allow additional unpaid personal leave for extended bereavement situations.
What to do at work
Immediately: Notify your manager and HR as soon as possible. Most employers are flexible with immediate leave for a death.
Documentation: Some employers may request documentation (death certificate, funeral program, obituary). Often informal acknowledgment is sufficient.
Return planning: Discuss return-to-work date with manager. Some flexibility around return — graduated return, reduced hours initially, work-from-home if applicable.
Ongoing support: Many employers offer EAP for grief support after the initial leave.
Special circumstances
Death of a child: Some employers and some jurisdictions provide extended bereavement leave for the death of a child (recognizing the particular intensity of this loss). Federally-regulated employees are entitled to up to 8 weeks of unpaid leave following the death of a child.[1] Compassionate care benefits through EI available for terminally ill child.
Pregnancy loss or stillbirth: Specific provisions may apply; varies by jurisdiction and employer. The Canada Labour Code now includes a dedicated pregnancy-loss leave for federally-regulated workers, and several provinces (including Manitoba and Saskatchewan) extend bereavement leave to pregnancy loss.[3]
Death of distant family or close friend: Generally not covered by mandated bereavement leave. Employer discretion; use vacation or personal time.
Out-of-country death: Travel time often considered separately; some employers extend leave for international travel.
What we focus on at It's Simple Will
We help families be prepared so the practical aftermath of a death doesn't compete with grieving time. The Funeral Pre-Planner captures preferences so families know what their loved one would have wanted, reducing decision burden during bereavement leave.
Related guides
Citations & sources
- [1]Federal labour standards — Types of leaves — Government of Canada
- [2]Ontario Ministry of Labour — Employment Standards — Government of Ontario
- [3]Bereavement Leave — Employment Standards Fact Sheet, Manitoba — Government of Manitoba
Frequently asked questions
How much bereavement leave am I entitled to?
Depends on province and what type of workplace. Provincial employment standards typically require 2-5 unpaid days for immediate family death. The Canada Labour Code provides up to 10 days for federally-regulated workplaces, with the first 3 paid after 3 months of continuous employment. Specific employer policies may be more generous. Union collective agreements often provide additional.
Is bereavement leave paid?
Provincially-mandated bereavement leave is typically unpaid. Employers may voluntarily provide paid bereavement (many do — 3-5 days paid is common in many workplaces). Federal labour code requires the first 3 days of bereavement leave to be paid for those who have completed 3+ months of continuous employment.
Who counts as immediate family?
Varies by jurisdiction. Typically includes — spouse or common-law partner, child, parent, sibling. Often includes — step-relatives, grandparent, grandchild, spouse's immediate family. May include — same-sex spouse (yes everywhere now), foster parents, adoptive family. Check specific employment standards or employer policy.
Can I take more time off?
Possibly. Options — additional vacation; unpaid leave under provincial employment standards; family medical leave (for caring for dying family member before death); personal/family responsibility leave (varies by province); compassionate care benefits through EI for dying family member.
What about more distant family or close friends?
Generally not covered by mandated bereavement leave. Employer may grant additional time at their discretion. Some employers offer 'compassionate leave' that extends to broader relationships. Vacation time can also be used.
What if I'm self-employed?
No statutory bereavement leave for self-employed. Time off is self-determined. EI compassionate care benefit available for self-employed (with EI special benefits enrollment) for caring for a dying family member.