Alberta Employment Law Updates for 2026: What Employers and Employees Need to Know

As we enter 2026, Alberta employment law is changing in a way that affects job‑protected leave for many workers. Employers and HR professionals should prepare now to ensure their policies are up‑to‑date, compliant, and supportive of employee rights.

One of the most significant changes involves extended job‑protected leave for long‑term illness and injury, which came into effect on January 1, 2026. (alberta.ca)

For those looking to deepen their understanding, courses on Alberta employment law can provide practical guidance for applying these rules in the workplace.

Expanded Long‑Term Illness and Injury Leave

Under the Alberta Employment Standards Code, employees who have worked with the same employer for at least 90 days are eligible for job‑protected long‑term illness and injury leave. Previously, this leave provided up to 16 weeks per calendar year of unpaid protection. (alberta.ca)

Key change for 2026:
Effective January 1, 2026, eligible employees are entitled to up to 27 weeks of job‑protected leave per calendar year for long‑term illness or injury.

What employers need to know:

• Employees must still meet the 90‑day employment requirement before becoming eligible.
• Employees are required to provide a medical certificate specifying the estimated duration of leave.
• Employers are obligated to reinstatement rights — when the employee returns, they must be provided with the same or an equivalent job.
• Employers are not required to pay wages or benefits during this leave, unless the employment contract or collective agreement states otherwise.

Other Job‑Protected Leaves Still in Force

Alberta offers a range of job‑protected leaves outside of long‑term illness and injury, which remain important for employers and workers to understand. These include:

• Bereavement leave – up to 3 days of unpaid job‑protected leave following a family member’s death. (alberta.ca)
• Maternity and parental leave – extended unpaid leave for birth and adoption.
• Compassionate care leave – up to 27 weeks to care for a gravely‑ill family member.
• Personal and family responsibility leave – up to 5 days per year for personal or family health needs.
• Critical illness leave – up to 16 weeks for a critically ill adult family member or up to 36 weeks for a critically ill child.

Preparing Your Workplace for 2026

With the expansion of long‑term illness and injury leave now confirmed for 2026, employers should take practical steps to update their internal policies and handbook language:

1. Review your current job‑protected leave policies to ensure they reflect the new 27‑week entitlement.
2. Update HR documentation and templates for medical‑certificate requirements and notice procedures.
3. Train supervisors and HR staff on employee rights and return‑to‑work obligations.
4. Communicate changes to employees clearly before January 1, 2026.
5. Consider additional learning opportunities: Employers and HR professionals may find that courses on Alberta employment law help clarify obligations and support compliance with the new rules.

Proactive planning helps minimize confusion, supports employee well‑being, and reduces legal risk.

The expansion of long‑term illness and injury leave marks a major shift in Alberta’s employment standards for 2026, one that affects both employers and employees alike. Employers should act now to understand these changes, update policies, and ensure their workplaces are ready for the new year.

Staying informed about employment law updates is one of the best ways to support a fair, compliant, and productive workplace, and continued education can play an important role in maintaining that knowledge over time.