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- New Reservist Leave Rules for Alberta Employers Ahead of the 2025 G7 Summit
New Reservist Leave Rules for Alberta Employers Ahead of the 2025 G7 Summit
- Leave and Absence
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
Charlie Herrera Vacaflor, Employment Law & HR Content Senior Consultant
(Last updated )
In recent years, Alberta’s government has introduced several updates to make the province a more responsive and secure place to work in. One of the most recent and time-sensitive amendments has the potential to affects small businesses across the province—especially those with Canadian Forces reservists on staff.
A temporary but important regulation under Alberta’s
Employment Standards Code
(
Alberta Regulation 30/2025
) grants
job-protected, unpaid leave
to reservists participating in military operations related to the
2025 G7 Leaders’ Summit
.
This leave—effective
March 31, 2025
, and valid through
August 31, 2025
—also applies to
pre- and post-deployment
activities.
What this could mean for small business owners
If you operate with a lean team, even one absence can disrupt operations. These changes could result in military reservists requesting leave with short notice, leaving small businesses scrambling.
Here’s what Alberta employers need to know:
The leave is
job-protected
, regardless of how long the employee has worked for you
You
must reinstate
the employee to their original or equivalent role
You
cannot penalize
employees for requesting or taking this leave
The leave is
unpaid
, but reservists will receive compensation directly from the Canadian Forces
Act now to safeguard business continuity and avoid costly Code complaints.
Who qualifies under this amendment?
Previously, reservist leave applied only to deployments, emergencies, or training. The 2025 regulation expands eligibility to include all Canadian Forces reservists involved in G7-related operations.
Key Changes:
Covers
pre- and post-deployment duties
Applies to
all reservist roles and ranks
involved in G7 security efforts
No minimum employment period
required
This regulation is
time-limited
, ending on
August 31, 2025
You may receive leave requests from employees who wouldn’t normally qualify under typical deployment policies.
Employer obligations during reservist leave
Employers must treat this leave as they would any other protected leave under Alberta’s Employment Standards Code:
Grant the leave upon receiving valid documentation
Guarantee job reinstatement to the same or equivalent position
Allow continued accrual of
seniority and benefits
during the leave
Avoid any disciplinary action or dismissal
related to the leave
Action plan for small businesses
1. Identify Reservists on Staff
Knowing who may qualify for this leave helps you
plan ahead
.
2. Create a Standardized Leave Request Form
Include:
Anticipated start and end dates
G7-related service confirmation
Contact details during leave
Return-to-work expectations
3. Collect Proper Documentation
Request official letters or orders from the Canadian Forces.
4. Implement a
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Leave Tracking System
Track key details such as leave start and end dates, handover plans, and the employee’s return-to-work status to ensure smooth operations.
5.
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Train Your Managers
Make sure supervisors understand how to respond to requests, handle documentation, and support returning staff.
6. Prepare for Staff Shortages
Cross-train existing employees or secure temporary staffing solutions.
Practical considerations for employers
Short Notice Deployments:
Some G7 missions may mobilize with little warning. Build in flexibility.
Flexible Return Dates:
Operations may extend. Be prepared to adjust coverage timelines.
Overlapping Leaves:
Reservist leave can overlap with other entitlements (e.g., parental leave). Understand how to manage multiple leave types.
Post-Deployment Reintegration:
Support returning employees through mental health resources and reintegration programs.
Stay prepared and protected
Alberta’s temporary reservist leave legislation may be short-term—but the risks of non-compliance are real and immediate. Small businesses, in particular, need to plan for potential staffing disruptions and legal obligations.
By understanding your responsibilities and updating your HR processes now, you can avoid costly penalties, maintain operational continuity, and support your employees in service to Canada.
Need HR and health & safety support?
Do you need help implementing these changes in your workplace?
Peninsula’s experts can provide you with the
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essential HR documentation, policies, and procedures
to ensure your business remains compliant and protected. From leave tracking to manager training, we help you manage employee absences with confidence.
Call us today at 1-833-247-3652
to find out how we can help you prepare for the new Alberta reservist leave rules—and any other HR or health & safety challenge you’re facing.
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