BC’s Bill 11: New Rules for Sick Notes (Effective Nov. 2025)

Employers in BC can no longer ask for sick notes for an employee's first two health-related short-term absences of five consecutive days or fewer in a calendar year. 

In May 2025, the BC government passed Bill 11, the Employment Standards Amendment Act to limit sick note requests in certain cases. Details of how these new rules would be implemented came on November 12, 2025, via a regulation. 

The changes apply to leaves for personal illness, injury, or caring for a sick family member, with exceptions for longer absences or specific leave types. 

This article provides clarity on the new sick note rules and how they apply in the workplace.  

BC's new restrictions on asking for sick notes 

Employers cannot request a sick note for a health-related leave if: 

• The leave lasts 5 consecutive days or fewer. 
• It is the employee's first or second health-related leave of the calendar year. 

This prohibition lifts for the third and subsequent short-term absences, but employers must consider reasonableness. 

BC’s health-related leaves defined 

Health-related leaves in BC include: 

• Personal illness or injury (under ESA s. 49.1). 
• Family responsibility leave to care for a sick family member (under ESA s. 52). 

Each leave type counts separately.  

For example, a three-day personal illness in February counts as Leave #1, while a four-day absence for a sick child in April counts as Leave #2. Employers cannot request sick notes for either. 

If a leave crosses two calendar years 

If a leave spans years (e.g., December 29 to January 2), it counts entirely in the starting year (which would be December). 

“Reasonably sufficient proof” for the third absence 

The prohibition does not apply to the third short-term absence. However, employers are still only permitted to request “reasonably sufficient proof” under ESA s. 49.1(2). 

Requests for doctor's notes become unreasonable for common, short-duration illnesses like colds or flu. 

Instances in which employers can request a medical note for the third absence 

For third absences, accept alternative proof such as: 

• Verbal or written employee confirmation. 
• Pharmacy receipts (if provided). 

Insist on medical notes only in suspected abuse cases with clear patterns. Consult HR experts first. For case-specific advice, call our free employer line at (1) 833-247-3652. 

Other situations where employers can request medical documentation 

• Absences of 6 consecutive days or more. 
• Leaves excluded from the rule, such as maternity (s. 50), parental (s. 51), compassionate care (s. 52.1), or critical illness (s. 52.11). 
• For return-to-work management or duty to accommodate (e.g., functional limitations or needs). 

Are you complaint with Bill 11? 

Peninsula can help. Our HR advisors can provide clarity on employer obligations, review and update your policies, and support you with any other HR or employee-related matters that may arise. Call (1) 833-247-3652 for free 24/7 expert guidance.