International Parents Day: What Are Parents’ Rights in the Ontario Workplace?
June 1st marks International Parents Day, a global observance dedicated to recognizing and appreciating the vital role that parents play in raising children and shaping society. Established by the United Nations in 2012, this day serves as a reminder of the sacrifices parents make, the support they provide, and the need for family-friendly policies in workplaces around the world. As we honour parents on this day, it is also an ideal moment to consider how Ontario’s employment laws protect and support working parents as they navigate the challenges of balancing work and family responsibilities.
The Importance of International Parents Day
Parents are the foundation of every child’s emotional, physical, and educational development. International Parents Day emphasizes the importance of creating environments both at home and at work that allow parents to fulfill this essential role. It also highlights the responsibility of governments, communities, and employers to support parents in ways that strengthen families and, by extension, society as a whole.
In Ontario, legal protections for working parents reflect this broader commitment to supporting caregiving roles. These protections aim to ensure that parents are not forced to choose between their jobs and their families.
Statutory Leave Entitlements in Ontario
One of the core workplace protections for parents in Ontario is the right to pregnancy and parental leave under the Employment Standards Act, 2000 (ESA). These leaves are unpaid but job-protected, meaning that employees are entitled to return to their position-or a comparable one-after the leave ends.
- Pregnancy leave: Birth mothers are entitled to up to 17 weeks of unpaid leave.
- Parental leave: Available to all new parents including birth fathers, adoptive parents, and same-sex partners for up to 61 or 63 weeks, depending on whether pregnancy leave was also taken.
Employees are eligible for these leaves if they have been employed for at least 13 weeks before the start of the leave. During these leaves, many parents are eligible for Employment Insurance (EI) benefits through the federal government, which can provide crucial financial support while they care for a new child.
Job Protection and Reinstatement
A critical component of these leaves is job protection. An employer cannot terminate or discipline an employee for taking pregnancy or parental leave. Upon return, the employee should be reinstated to their original position or a comparable one with the same wages and benefits. This ensures that employees do not suffer career setbacks as a result of starting or growing their families.
Protection Against Discrimination
In addition to leave entitlements, the Ontario Human Rights Code protects employees from discrimination based on family status. This includes protection against workplace policies or practices that negatively impact an employee’s ability to care for their children.
For example, if a parent faces consequences at work for needing flexibility to manage childcare arrangements, that could be considered discrimination. Employers have a duty to accommodate employees’ family-related needs to the point of undue hardship. This does not mean every request must be granted, but it does require employers to meaningfully consider options such as flexible hours, modified schedules, or remote work arrangements where feasible.
Moving Toward Family-Friendly Workplaces
While the law provides a foundation, many employers go beyond the legal minimum to create family-friendly workplaces. These may include enhanced leave policies, childcare benefits, or flexible work models. For working parents, these initiatives can make a significant difference in managing both their careers and their family responsibilities.
Celebrating and Supporting Parents
International Parents Day is more than just a day of recognition—it is a call to action. Supporting parents in the workforce is not only the right thing to do; it also leads to more inclusive, loyal, and productive workplaces. By understanding and upholding the legal rights of parents in Ontario, we can help ensure that parents are supported in both their caregiving and professional roles.
This June 1st, let us honour parents not only with our appreciation but also through meaningful support in policy and practice.
If you have concerns about a workplace issue, you should speak with an experienced employment lawyer. To better understand your employment rights, we encourage employees and employers to seek legal advice. We at Whitten & Lublin are happy to provide insight and advice into your specific circumstances. If you are looking for employment lawyers and would like more information about what Whitten & Lublin can do for you, please contact us online or by phone at (416) 640-2667 today.
Author – Rachel Patten