We've previously covered emergency leave and short-term care leave, which help working parents address sudden needs. For longer-term caregiving, such as supporting a seriously ill family member, long-term care leave provides essential flexibility.
Imagine your child faces a serious, potentially life-threatening illness. Your priority becomes their care, not work. Long-term care leave allows you to focus fully on a loved one—whether a child, partner, or parent—who requires extended support due to a life-threatening condition.
Submit a written request to your employer at least two weeks in advance. You're entitled to a maximum of 6 times your weekly working hours per year. This could mean six full weeks off or up to 18 weeks at one-third of your hours—or any combination in between.
For a 36-hour workweek, that's up to 216 hours annually. You can apply once every 12 months. Like short-term care leave, employers can only deny it if it causes serious business issues. Once approved and started, they cannot revoke it.
Key differences: Employers aren't required to pay wages during this leave. This may impact pension accrual (check your collective labor agreement or employee handbook), and you're not covered for sickness benefits or WAO/WIA. However, holiday hours continue to accrue.
As outlined, multiple leave options support caregiving alongside full-time work. Need more details? Explore our resources for comprehensive guidance.
