The Langley Chamber recently met with the B.C. Deputy Minister of Labour to share feedback on recent changes to employment legislation and the growing complexity and cost these changes are creating for businesses—particularly small and mid-sized employers.

The discussion focused on a range of employment standards changes introduced in recent years, including paid sick leave, scheduling pressures, and compliance requirements. A key topic was the new 27-week unpaid, job-protected leave for serious illness or injury, which came into effect in November 2025 as the latest in a string of employment standards changes in recent years.

Under the new rules, employees can take up to 27 weeks of unpaid leave within a 52-week period if they are unable to work due to their own illness or injury, regardless of tenure. Employers must hold the employee’s position—or a comparable one—while the employee is on leave. Leave must be taken in full-week increments, and employers may be required to manage multiple periods of leave within the same year, supported by medical certificates outlining expected return dates.
In speaking with the Deputy Minister, the Chamber emphasized that while businesses support employee well-being, the cumulative effect of employment standards changes has increased administrative burden, staffing uncertainty, and cost—particularly for smaller employers with limited capacity to backfill roles or absorb prolonged absences. The Chamber highlighted the need for clearer guidance, greater flexibility, and stronger consideration of business realities when employment policy is designed and implemented.

This meeting is one example of how the Langley Chamber advocates directly on behalf of local businesses—raising practical, on-the-ground concerns with senior decision-makers and ensuring the employer perspective is part of policy discussions, not an afterthought. The Chamber will continue engaging with provincial officials to push for a balanced approach that protects workers while supporting business viability and economic stability.

Members with questions or feedback related to employment standards changes are encouraged to contact the Chamber, as this input helps inform our ongoing advocacy work.

About the new Serious Personal Illness or Injury Leave

Regardless of how long they have been employed, employees can take up to 27 weeks of unpaid leave within any 52-week period if they can't work due to their own illness or injury.

An employee taking this leave must give their employer a certificate, issued by a doctor or nurse practioner, stating:

• They can't work for medical reasons
• The date the leave begins
• The date they expect to return to work

Employees must take this leave in units of one or more weeks. For example, if an employee takes a leave of 8 days, it counts as 2 full weeks of leave. A week is any consecutive 7-day period. The 52-week period begins on the day when the certificate is issued or the first leave begins (whichever comes first).

Employees can take subsequent leaves within the same 52-week period if they haven't already used their full 27 weeks and either:

• Give their employer a new certificate
• Return from the original leave early but need to take more weeks of leave before the date they originally expected to return to work