{"id":1984,"date":"2025-04-28T17:04:49","date_gmt":"2025-04-28T21:04:49","guid":{"rendered":"https:\/\/johnstonesbenefits.com\/clients\/ila\/?p=1984"},"modified":"2025-03-28T17:05:00","modified_gmt":"2025-03-28T21:05:00","slug":"maternity-and-parental-leaves-of-absence","status":"publish","type":"post","link":"https:\/\/johnstonesbenefits.com\/clients\/ila\/maternity-and-parental-leaves-of-absence\/","title":{"rendered":"Maternity and Parental Leaves of Absence"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-2d9bbcf79d50a3601923aa8844f713a6\">\n#top .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6{\npadding-bottom:10px;\nfont-size:4vw;\n}\nbody .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag{\nfont-size:4vw;\n}\n.av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 av-special-heading-h2 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >The Journal<\/h2><div class='av-subheading av-subheading_below'><p>Solid Group Plans Made Simple<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-f04ef840c2b66cff6c43fead44ee8d66 hr-default  avia-builder-el-1  el_after_av_heading  el_before_av_heading '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m8t9sq25-866d83bba116fdcded91d0684f163dfc\">\n#top .av-special-heading.av-m8t9sq25-866d83bba116fdcded91d0684f163dfc{\npadding-bottom:10px;\ncolor:#c4a106;\nfont-size:3vw;\n}\nbody .av-special-heading.av-m8t9sq25-866d83bba116fdcded91d0684f163dfc .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-m8t9sq25-866d83bba116fdcded91d0684f163dfc .av-special-heading-tag{\nfont-size:3vw;\n}\n.av-special-heading.av-m8t9sq25-866d83bba116fdcded91d0684f163dfc .special-heading-inner-border{\nborder-color:#c4a106;\n}\n.av-special-heading.av-m8t9sq25-866d83bba116fdcded91d0684f163dfc .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-m8t9sq25-866d83bba116fdcded91d0684f163dfc av-special-heading-h2 custom-color-heading blockquote modern-quote  avia-builder-el-2  el_after_av_hr  el_before_av_hr  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >Maternity and Parental Leaves of Absence<\/h2><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_hr-8ddc7023771561a08c2d1878cbb01bdc\">\n#top .hr.hr-invisible.av-av_hr-8ddc7023771561a08c2d1878cbb01bdc{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-av_hr-8ddc7023771561a08c2d1878cbb01bdc hr-invisible  avia-builder-el-3  el_after_av_heading  el_before_av_one_full '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_one_full-7688609b370c0fc22d37f41de2668996\">\n.flex_column.av-av_one_full-7688609b370c0fc22d37f41de2668996{\nborder-radius:0px 0px 0px 0px;\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-av_one_full-7688609b370c0fc22d37f41de2668996 av_one_full  avia-builder-el-4  el_after_av_hr  avia-builder-el-last  first flex_column_div av-zero-column-padding '   ><section  class='av_textblock_section av-m8t9tjnf-92d0bac8faf399f8064a17c5a219ccb1'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/johnstonesbenefits.com\/clients\/ila\/wp-content\/uploads\/2025\/03\/2025_04-Maternity-and-Parental-Leaves.pdf\" target=\"_blank\" rel=\"noopener\">Click here to download pdf<\/a><\/p>\n<p><strong>Group Benefits and Employment Insurance (EI)<\/strong><\/p>\n<p>While on maternity\/parental leave, employees are entitled to the same employee benefits that they receive while actively at work. Employer and employee contributions towards benefits remain the same as well.\u00a0 For example, if the employer pays 100% of the premium for life insurance and AD&amp;D, they are required to continue paying the premiums throughout the leave.\u00a0 If the employee pays 100% of the premium for a certain benefit (ie. long term disability (LTD)), the employee is required to pay the premium during the leave to continue eligibility for that benefit.<\/p>\n<p>For benefits where the employee and employer both contribute to the premiums, the employee is required to pay for their portion of the premium cost during the leave.\u00a0 If the employee elects not to pay for the coverage, the employer has the right to cancel the coverage on the day after the leave begins.<\/p>\n<p><strong>Opting out of coverage<\/strong><\/p>\n<p>The employee can opt out of coverage during the leave period. There are things to note should an employee decide to opt out of coverage.\u00a0 Upon their return to work, they may need to:<\/p>\n<ul>\n<li>complete the waiting period for coverage again<\/li>\n<li>begin any pre-existing conditions waiting period from the date of return to work<\/li>\n<li>be required to provide proof of insurability for some benefits<\/li>\n<\/ul>\n<p>Life and disability benefits tend to be mandatory benefits.\u00a0 Therefore, many employers do not offer the option of opting out of these coverages.\u00a0 If it is allowed, the employee should be required to sign an \u201copt-out\u201d or \u201cwaiver\u201d form that clearly outlines the implications to terminate these benefits during the leave.<\/p>\n<p><strong>Disability benefits while on leave<\/strong><\/p>\n<p>Disability benefits cannot be claimed while on maternity or parental leave, because the employee is not considered to be \u201cactively at work\u201d. However, if the prescribed waiting period has been met, the employee can file a claim for disability benefits if they are unable to return to work on the scheduled date. If the employee opted out of all coverage, they would have to meet the eligibility rules based on the return-to-work date. Therefore, it is crucial for the employee or employer (according to how the plan was set up) to continue paying disability premiums during the leave.<\/p>\n<p><strong>Review Your Policies<\/strong><\/p>\n<p>It is always a good idea to review your company policies regarding maternity and parental leaves. This should include the method by which the employee portion of premiums is collected for the duration of the leave.<\/p>\n<p>We also advise you to document your maternity and parental leave provisions and to clearly communicate the information to your employees.<\/p>\n<p><strong>Employment Insurance (EI)<\/strong><\/p>\n<p><strong>Coverage<\/strong><\/p>\n<p>EI <strong>maternity benefits<\/strong> are offered to biological mothers, including surrogate mothers, who cannot work because they are pregnant or have recently given birth. A maximum of 15 weeks of EI maternity benefits is available. Benefits can be paid as early as 12 weeks before the expected date of birth and can end as late as 17 weeks after the actual date of birth. The weekly benefit rate is 55% of the claimant\u2019s average weekly insurable earnings up to a maximum amount, currently $695.<\/p>\n<p>EI <strong>parental benefits<\/strong> are offered to parents who are caring for a newborn or newly adopted child or children.<\/p>\n<p>There are two options available for receiving parental benefits: standard or extended.<\/p>\n<ul>\n<li><strong>Standard parental benefits<\/strong> can be paid for a maximum of 40 weeks, if the parents are sharing the leave period, and must be claimed within a 52-week period (12 months) after the week the child was born or placed for the purpose of adoption. The weekly benefit rate is 55% of the claimant\u2019s average weekly insurable earnings up to a maximum amount, currently $695. Note: one parent cannot receive more than 35 weeks of the standard parental benefits.<\/li>\n<li><strong>Extended parental benefits<\/strong> can be paid for a maximum of 69 weeks, if the parents are sharing the leave period, and must be claimed within a 78-week period (18 months) after the week the child was born or placed for the purpose of adoption. The benefit rate is 33% of the claimant\u2019s average weekly insurable earnings up to a maximum amount, currently $417. Note: one parent cannot receive more than 61 weeks of extended benefits.<\/li>\n<\/ul>\n<p><strong>Eligibility<\/strong><\/p>\n<p>You may be eligible to receive Employment Insurance (EI) maternity or parental benefits if:<\/p>\n<ul>\n<li>you\u2019re pregnant or have recently given birth when requesting maternity benefits<\/li>\n<li>you&#8217;re a parent caring for your newborn or newly adopted child when requesting parental benefits<\/li>\n<li>your regular weekly earnings from work have decreased by more than 40% for at least 1 week<\/li>\n<li>you accumulated 600 insured hours of work in the 52 weeks before the start of your claim or since the start of your last claim, whichever is shorter<\/li>\n<\/ul>\n<p>For more information regarding eligibility go to <a href=\"https:\/\/www.canada.ca\/en\/services\/benefits\/ei\/ei-maternity-parental\/eligibility.html\">EI maternity and parental benefits: Eligibility &#8211; Canada.ca<\/a><\/p>\n<p><strong>Waiver Form<\/strong><\/p>\n<p>We suggest that employers have employees sign a waiver of coverage form confirming they understand the implications of discontinuing benefits.\u00a0 We can help design this form!<\/p>\n<p>Some specific points that should be included on the form that the employee is signing agreement to when opting out of benefits:<\/p>\n<ul>\n<li>There is NO benefits coverage \u2013 so, for example, a death, or an illness or injury during the leave that prevents the employee from returning to work, will not be covered. In addition, benefits cannot be reinstated until an employee has returned to work.<\/li>\n<li>Once they return to work, the insurer may require the employee to re-serve a waiting period for benefits eligibility.<\/li>\n<li>Pre-existing conditions may re-commence and could limit coverage or delay the effective date of coverage.<\/li>\n<li>If the employee is opting out of benefits during their leave because their spouse\u2019s plan has coverage, this coverage is limited to health and dental benefits only \u2013 not life insurance or disability insurance<\/li>\n<\/ul>\n<\/div><\/section><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1984","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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