Paid sick days should be a basic right, not a privilege

No one should have to choose between their paycheck and their health. But for too many workers, calling in sick often means losing a day’s wage. The gap in public health policy regarding employer-covered sick days is a pressing issue that demands attention.

Policies vary widely across Canadian provinces, with many jurisdictions failing to require employers to provide any sick days at all. This became glaringly obvious during the COVID-19 pandemic, when sick workers were forced to choose between staying home to recover from the virus and going to work ill, endangering their colleagues and the public.

While 64 per cent of Canadians have access to paid sick leave, more than a third of workers still do not. Should those workers be expected to sacrifice their financial stability for their health? The absence of universal coverage isn’t just a workforce issue, it’s a public health concern, an economic burden, a matter of social equality, and a challenge for mental health. Without affordable care, many struggle with depression, anxiety, and other mental health issues on their own, often until they reach a breaking point.

Public health

The benefits of paid sick leave extend beyond the individual. The pandemic proved staying home while sick helps limit the spread of disease. So why isn’t a public health necessity standard workplace practice? 

Respiratory illnesses like COVID-19, influenza, and the common cold spread rapidly through businesses, leading to increased absences and disruptions. When employees have the security to take necessary sick days, fewer people come to work ill, reducing disease transmission. In 2010 the World Health Organization recognized the importance of paid sick leave in controlling the spread of infectious diseases. “In 2009, when the economic crisis and the H1N1 pandemic occurred simultaneously, an alarming number of employees without the possibility of taking paid sick leave days attended work while being sick,” the report reads. “This allowed H1N1 to spread into the workplace causing infections of some 7 million co-workers in the USA alone.”

Beyond preventing outbreaks, allowing workers time off for health concerns enables preventive care, such as regular check-ups, screenings, and early treatment before conditions worsen. 

Economic stability

Some critics argue guaranteed sick days could lead to increased absenteeism and ultimately harm businesses. But several research studies illustrate the opposite. When sick employees work through their illness, productivity declines, mistakes increase, and workplace outbreaks lead to even more absences. 

The Public Health Agency of Canada estimates that chronic diseases and other illnesses cost the Canadian economy an estimated $190 billion per year. Workers without paid sick leave are more likely to delay seeking medical care, leading to more serious health issues that burden the healthcare system. Investing in this protection results in fewer sick workers, lower healthcare costs, and a more stable, productive workforce. 

Social equality

Should businesses have the right to determine whether workers must choose between their health and a paycheck? Why are profit-driven companies allowed to make this decision? 

Currently, jobs requiring higher education and specialized training are more likely to offer paid sick leave, while low-wage workers—who often need it the most—are frequently left without any protections. Establishing universal standards for medical leave is a crucial step toward workplace fairness.

Consider Sweden, where virtually all employees, including full-time, part-time, and casual workers, receive 14 days of guaranteed sick time per year. This ensures workers can take necessary time off without financial strain, creating a healthier and more equitable society.

Mental health

This issue extends beyond physical health. It also impacts mental well-being. Imagine waking up exhausted, realizing you desperately need a mental health day to reset, but knowing that taking time off means losing a part of your paycheck.

Providing financial security when employees need time off significantly reduces workplace stress and burnout. Beyond promoting mental health, this also helps employees build resilience, ensuring a healthier and more sustainable workforce. When workers have the assurance that they can take time off without financial consequences, they return to their jobs more focused, engaged, and better equipped to handle challenges.

Where do we currently stand in Canada?

In December 2021 the Liberal government legislated 10 days of paid sick leave for federally-regulated private sector workers. While a positive development, the regulations only cover a little over four per cent of Canadian workers. Critics also point out that the new policy requires workers to complete a period of “continuous employment” before they can qualify for paid sick leave — typically between 30 and 90 days. They also point out that workers, in federally-regulated workplaces, have to “earn” paid sick leave days — one day earned at the beginning of every month, up to a maximum of 10 days. 

“In other words, on January 1 of each year, workers have zero accumulated paid sick days,” writes journalist Adam D.K. King. “On February 1, they will be entitled to one day, then two days on March 1, and so on. Someone needing to take a week off (five days) from work with illness will only be able to do so in June, whereas a worker needing to rest for two weeks won’t be entitled to do so with pay until November — provided of course that they haven’t previously used any of their accrued sick days.”

King, a labour reporter for The Maple, calls this a “foolish way to design a sick leave policy, from both a public health and workers’ rights perspective.

“Denying the ability of a sick person to take sufficient time off in, say, March, puts us no further ahead than we were previously. There’s simply no good reason to incrementally award sick days, unless you think that the object of policy design is to outmaneuver conniving workers whose primary objective is to abuse paid sick leave.”

The federal NDP claimed victory on the Liberals’ Bill C-3, An Act to amend the Criminal Code and the Canada Labour Code, which included the 10 days of paid sick leave, saying it happened “thanks to years of advocacy from the NDP.” While the Conservatives also supported the bill, that support was a long time coming.

While the Liberals took a step in the right direction, their regulation doesn’t protect all Canadian workers, especially those in sectors with less protections and workplace benefits. Collaboration between provinces and territories is needed to develop a national action plan to legislate paid sick leave throughout the country.

Call to action

Protecting workers’ right to recover isn’t just a workplace perk, it’s essential for public health, economic stability, social equality, and mental well-being. It’s time for policymakers to act and implement universal standards across Canada. Every worker, regardless of their job, education, or income level, deserves the ability to take time off when ill without financial strain. 

So, what’s a fair standard? At a minimum, all employees should be entitled to 14 guaranteed sick days per year, similar to Sweden, with added flexibility during public health emergencies like COVID-19. The Swedish model serves as a practical example, recognizing that illnesses are a normal part of life. Canadians require autonomy to respond to their circumstances, as some may need more sick days, while others may need fewer. This highlights the importance of establishing a minimum standard in Canada. Additionally, workers managing chronic illnesses should receive extra considerations, ensuring they have the time needed for medical appointments and treatments. Equity must be a core principle of this policy, and government officials must establish clear, enforceable guidelines for Canadian employers.

We must act now to ensure a better future for the workforce. The Government of Newfoundland and Labrador recently extended the period for unpaid long-term sick leave, and removed the official requirement for a sick note after three consecutive sick days. While this is a positive change for Canada’s overloaded healthcare system, it does not prioritize workers, as the province has yet to mandate paid sick days. As well, while employers are encouraged not to require a sick note, they are not obligated to do so.

The federal government must take strong action to protect Canadian workers by revoking the “earned” paid sick days. All workers in federally-regulated workplaces should be granted 14 days of paid sick leave without these unreasonable conditions. No Canadian should ever have to choose between their paycheck and their health again.

The Independent’s federal election coverage is supported by the Covering Canada: Election 2025 Fund.