Maternity leave and allowance
Last updated on March 25, 2024
If you’re the birth parent and are a BC Public Service employee, you’re entitled to maternity leave of up to 17 consecutive weeks—and may be eligible for the Employment Insurance (EI) maternity benefit from the Government of Canada and maternity leave allowance from the BC Public Service.
A new interactive Maternity, Parental Leave and Allowance Digital Application has been launched to improve your experience as you prepare for your maternity leave.
- Your information is pre-populated, resulting in quicker application time, fewer errors, and less manual effort
- Features include a date picker and calculator to make it simpler to select the start date and length of leave
- The application guides you through the process by providing relevant information for each of the sections
- Complete the application no earlier than two months before the start of your leave
- You can save it as a draft and return to it to make edits before you submit it for approval
Note: the PDF application form is for use only if you are unable to use the Maternity, Parental Leave and Allowance Digital Application.
The information below details:
- When you're entitled to maternity leave
- Your eligibility for maternity allowance
- The steps you need to take to apply for leave and/or allowance
Once maternity leave has concluded, the birth parent can immediately take parental leave.
Maternity leave waiting period = up to 2 weeks
+
Maternity leave = up to 15 weeks (up to a combined total of 17 weeks)
+
Standard parental leave = up to 35 weeks (up to a combined total of 52 weeks)
+
Extended parental leave = up to 26 weeks (up to a combined total of 78 weeks/18 months)
Refer to Parental leave and allowance for BC Public Service employees for more information.
Check your BC Public Service employment terms and conditions and agreements to confirm what maternity benefits are offered:
- BC Government and Service Employees' Union (BCGEU)
- BC's Professional Employees Association (PEA)
- BC Nurses' Union (BCNU)
- King's Printer/Unifor
- Crown Counsel Association
- Excluded Employees and Appointees
If you're an employee not eligible for maternity leave and allowance under the terms and conditions of employment or a collective agreement, your leave is per the Employment Standards Act. You must complete the following letter:
- Letter to Supervisor Advising of Maternity, Parental or Pre-placement Adoption Leave (DOCX, 41KB) stating the dates of your maternity leave (the start date will always be the day after your last day of pay)
Your supervisor submits the document through an AskMyHR service request using the categories: My Team or Organization > Leave & Time Off > Maternity, Parental, Adoption.
For all employees considering maternity leave, review the important information about your benefits, pension, vacation accrual and payroll deductions while on maternity leave before you apply.
Employment Insurance (EI) pay periods run Sunday to Saturday inclusive. EI will not pay for partial weeks. It’s in your best interest to have the day after your last day of pay be a Saturday, if possible.
You can choose to begin your maternity leave anytime up to 13 weeks before your expected date of birth.
You must notify your supervisor in writing at least four weeks prior to the start of your leave. If you apply for allowance, you must start your allowance whenever you decide to start your leave, unless you defer your decision to claim the allowance. The duration of your leave and allowance do not change based on when it starts.
Use the Maternity and Parental Leave Calculator (XLSM, 41KB) to help you determine the dates of your leave so that you are aware.
If you're absent because you are not able to perform your duties within six weeks prior to your expected date of birth and unable to return to work and perform full duties, you must start maternity leave at the beginning of your absence.
If you're within those six weeks and want to return to work from sick leave, your supervisor may require you to provide a doctor's note to clear you to return to work full-time/full-time duties.
The start date of your leave will always be the day after your last day worked, and/or including any leave banks (example: vacation) taken, or until the day your doctor cleared you to work.
If your baby is born early, you must begin maternity leave on the day the baby is born.
If you become ill before your leave begins, and within or prior to the six-week period before your expected date of birth, contact AskMyHR to confirm your leave start date.
Submit a service request using the categories: Myself > Leave & Time Off > Maternity, Parental, Adoption.
If you have a miscarriage, termination or stillbirth more than 19 weeks into your pregnancy, you are eligible to take up to 17 consecutive weeks of maternity leave starting from the date of the miscarriage, termination or stillbirth.
Please review the information under these sections:
- Maternity leave allowance: information for BC Public Service employees
- Choosing not to return to work
- Benefits, pension, vacation accrual and payroll deduction
You will need to complete and submit the following application to your supervisor:
You’re eligible for the maternity leave allowance if you’re receiving EI benefits and are either a regular (full- or part-time) employee or an auxiliary employee eligible for maternity leave benefits as per your collective agreement or terms and conditions of employment:
- Apply for Employment Insurance on the Government of Canada website
- Payroll services will electronically submit your record of employment (ROE) directly to Service Canada
- The earliest an ROE can be issued is 5 days after the end of the pay period in which your leave started
After your first EI payment, submit an AskMyHR service request using the categories: Myself > Leave & Time Off > Maternity, Parental, Adoption.
Include the following:
- Your name and employee number
- A copy of your 'My Latest Claim' EI page. It should show:
- Your benefit waiting period dates (if applicable)
- Benefit amount
- Start and end dates of your approved EI claim
If you cannot access AskMyHR, send the information to your supervisor to submit for you.
If you’re not able to return to work after your Maternity leave ends, you may be eligible for leave under the Short-term Illness and Injury Plan. Please contact your supervisor prior to your return-to-work date.
If you have any questions, contact AskMyHR by submitting a service request using the categories: Myself > Leave & Time Off > Maternity, Parental, Adoption or by calling 1-877-277-0772.
This information is for eligible BC Public Service employees.
- Before you apply, review the important information about your benefits, pension, vacation accrual and payroll deductions while on maternity leave
- Use the Maternity and Parental Leave Calculator (XLSM, 41KB) tool to help you determine the dates of your leave
- Follow the timeline closely
You will need to complete and submit the following application to your supervisor:
Before your maternity leave begins
- If you do not want to continue your benefits coverage, you must cancel it for the duration of your leave. There's no option to cancel Employee Basic Life Insurance and long-term disability (LTD) coverage. Ensure you review Benefits, pension, vacation accrual and payroll deductions
-
To be entitled to maternity leave allowance, you are agreeing that you will return to work immediately after your leave ends and remain in the employer's employ for at least six months or the length of the leave you take, whichever is longer. If you do not, you will have to pay back all the allowance and any benefits (extended health, dental, basic life insurance and long-term disability) maintained during your leave prior to April 1, 2022.
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If you're unsure if you'll return after your leave, you may want to defer, or not take, the maternity leave allowance. Refer to Maternity leave allowance: information for BC Public Service employees
- If you want additional taxes deducted from your maternity leave allowance, submit a TD1 form (Canada Revenue Agency) through an AskMyHR
service request using the categories: Myself > Submit a Form or Document > Direct Deposit/Tax Forms (TD1)
At least 10 weeks before your expected date of birth
You
- Notify your supervisor in writing of the expected date of birth in anticipation of your upcoming maternity leave
- If you're electing to start your maternity leave 13 weeks prior to your expected date of birth, you must still notify your supervisor in writing at least 4 weeks prior to the start of your leave
At least four weeks before your expected date of birth
You
You will submit the following document to your supervisor:
OR
If you're an employee not eligible for maternity leave and allowance under the terms and conditions of employment or a collective agreement, your leave is per the Employment Standards Act. You must complete the following letter:
- Letter to Supervisor Advising of Maternity, Parental or Pre-placement Adoption Leave (DOCX, 41KB) stating the dates of your maternity leave (the start date will always be the day after your last day of pay)
You should submit your document as early as possible, but no earlier than 2 months before the start of your leave. The latest date by which you can submit is 4 weeks before your expected date of birth.
Your supervisor
Once you complete and submit your Maternity, Parental Leave and Allowance Digital Application, your supervisor will receive a notification to review and approve it. Once your supervisor approves it, a service request will automatically be created.
If you submitted a letter to your supervisor, they will submit the letter through an AskMyHR service request using the categories: My Team or Organization > Leave & Time Off > Maternity, Parental, Adoption.
If you or your supervisor have any questions, contact AskMyHR by submitting a service request using the categories: Myself (or) My Team or Organization > Leave & Time Off > Maternity, Parental, Adoption.
When your maternity leave begins
- Apply for Employment Insurance on the Government of Canada website
- Payroll services will electronically submit your record of employment (ROE) directly to Service Canada
- The earliest an ROE can be issued is 5 days after the end of the pay period in which your leave started
After your first EI payment
If you choose to take the maternity leave allowance, submit an AskMyHR service request using the categories: Myself > Leave & Time Off > Maternity, Parental, Adoption.
Include the following:
- Your name and employee number
- A copy of your 'My Latest Claim' EI page. It should show:
- Service Canada header
- Your name
- Type of benefit
- Your benefit waiting period dates (if applicable)
- Benefit amount
- Start and end dates of your approved EI claim
If you cannot access AskMyHR, send the information to your supervisor to submit for you.
After the birth
Update your extended health and dental benefits and your life insurance.
You have 60 days from the birth of your baby to make changes to your Optional Life Insurance selections or to your flexible benefits options, if applicable.
One month before your maternity leave ends
Inform your supervisor, in writing, at least one month before the end of your maternity leave if:
- You're not taking parental leave and are returning to work. Use the template: Letter to Supervisor Advising of Return to Work After Maternity, Parental or Pre-placement Adoption Leave (DOCX, 40KB). Learn more about Entitlements upon return to work
- You're requesting an extension to your leave (and this leave was not already included in your maternity leave letter/application) and you have not already taken the combined maximum of 78 weeks total
- You're resigning and not returning to work. Learn more about Choosing not to return to work
The maternity leave allowance supplements the amount you receive from Employment Insurance (EI) during your maternity leave.
Eligibility
You're eligible for the allowance if you're receiving EI benefits and are the following:
- A regular (full- or part-time) employee
- An auxiliary employee eligible for maternity leave benefits as per your collective agreement or terms and conditions of employment
Amount
Benefit waiting period allowance
Employment Insurance may require a one-week waiting period before they process your first payment.
You will receive an allowance of 85% of your basic pay for the EI waiting period if:
- You are required by Employment Insurance to serve a one-week waiting period for Employment Insurance Maternity benefits, and
- You qualify for maternity leave allowance
The maternity allowance amount is calculated as follows:
85% of your weekly gross basic pay (weekly earnings)
minus
Employment Insurance (EI) weekly gross maternity benefit
minus
any additional earnings received
equals
weekly gross maternity leave allowance amount
(for up to 15 weeks)
Salary used to calculate the allowance
- The allowance is calculated according to your base position, except if you're on a temporary assignment (TA)
- Your allowance will be recalculated if your position's wage increases during your leave for certain reasons
If you're on a TA at the time of your leave:
- Your allowance is calculated based on the salary stated in your TA letter
- If your TA is scheduled to end during your leave and does end, your allowance is recalculated using the basic pay amount for your base position for the rest of your leave
If your earnings change at any time during your maternity leave:
- You are required to report the earnings to both EI and your employer to avoid overpayment
- Your allowance will be reduced dollar-for-dollar based on the earnings that are reported
Income tax implications
Income tax is deducted from maternity leave allowance and EI payments—you may want to discuss your personal tax situation with an independent financial adviser.
You can choose to have additional taxes deducted to cover the income earned from both sources.
Submit a federal TD1 form (Canada Revenue Agency) through an AskMyHR service request using the categories: Myself (or) My Team or Organization > Submit a Form or Document > Direct Deposit/Tax Forms (TD1) or by fax to 250-652-2155.
Remember to complete a TD1 when you return to work if you wish to discontinue having additional taxes deducted.
Not claiming, or choosing to defer, the allowance
If you're not sure you want to claim the maternity leave allowance for whatever reason, including that you have not decided if you’ll return to work after your leave, you may choose to defer the allowance.
You can defer the allowance up to the end of the return-to-work repayment period. The return-to-work repayment period is 6 months or the length of your leave, whichever is longer. Let your supervisor know if you choose to defer.
Refer to the Benefits while on leave or layoff page to learn about your benefits.
You'll be required to repay benefit premiums for the period of leave taken prior to April 1, 2022 and any allowances you've received if:
- You take the allowance and/or benefits, then resign at the end of your maternity or parental leave
- You do not fulfill the return-to-work requirements of your collective agreement or your terms and conditions of employment
Refer to Choosing not to return to work for more information.
Refer to Benefits, pension, vacation accrual and payroll deduction for further details on benefits repayment.
Have questions?
Contact AskMyHR by submitting a service request using the categories: Myself (or) My Team or Organization > Pay > Allowances & Reimbursements.
Parental leave
Parental leave is available following the 17 weeks of maternity leave and extends time off of up to 78 weeks (18 months) for the birth parent.
On your application, you can select whether to apply for:
- Up to 52 weeks as standard parental leave
- Up to 78 weeks as extended parental leave
Once you have made your selection, you can provide your supervisor with notice if you wish to extend your leave (as long as it does not exceed 78 weeks in total) or return from your leave early.
If you're taking parental leave and have included this leave with your maternity leave application, please refer to the parental leave timeline.
Extended childcare leave
- The total combined leave can be up to 78 weeks (18 months)
- Regular employees can take this leave without pay at the end of their leave as long as they have not already taken the full 78 weeks (18 months) of maternity and extended parental leave
- Send a written request to your supervisor at least four weeks before the end of your initial leave
- Extended childcare leave follows the same rules as a general leave without pay for benefits coverage and pension contributions
- More information about maintaining benefit coverage can be found on Careers & MyHR under Benefits while on leave or layoff
Vacation
- Employees can request to use earned vacation before or after their maternity leave to extend their time off work. Request the leave through your supervisor for approval
- Look up your annual vacation entitlement
- Your vacation entitlement will be pro-rated for the period that you are off on leave
Regular Bargaining Unit employees returning to work:
- Retain seniority
- Receive credit for seniority accumulated during the leave period
Auxiliary Bargaining Unit employees retain seniority and may be credited for the hours they would have worked during the leave period.
At least one month before the end of your leave, inform your supervisor in writing, if you are resigning and not returning to work.
The date following the conclusion of your leave will be deemed your date of resignation unless another date of resignation is provided. If you do not immediately return to work at the end of your leave or meet the time period requirements, you'll be responsible for repaying:
- Benefit premiums (both employee and employer portions) for the period of the leave taken prior to April 1, 2022 including:
- Employee Basic Life Insurance
- Long-term disability (LTD)
- Applicable flexible benefits credits received for waived extended health and dental coverage for the duration of the leave and any flexible benefits credits received for life insurance coverage for the period of the leave prior to April 1, 2022
- Any allowances you received, on a pro-rated basis if you returned for a period of time
Confirm your return-to-work time period requirements:
- BC Government and Service Employees' Union (BCGEU)
- BC's Professional Employees Association (PEA)
- BC Nurses' Union (BCNU)
- King's Printer/Unifor
- Crown Counsel Association
- Excluded Employees and Appointees
Employee Basic Life insurance and long-term disability (LTD) coverage are mandatory when you take maternity and/or parental leave. You cannot opt out of coverage. These benefits are maintained throughout the leave, even if you choose to waive extended health and dental coverage.
If you're re-employed at a later date, you'll still be responsible for repaying benefit premiums (prior to April 1, 2022) and any allowances as above.
Refer to the next section: Benefits, pension, vacation accrual and payroll deduction for further details on benefits repayment.
- Benefits in place before your leave will remain in place during the leave—but you can cancel extended health and dental coverage and any optional life insurance plans
- Effective April 1, 2022, if you resign or do not fulfil the full return to work requirements, any benefits that were maintained by the employer and/or flex credits paid on your behalf during your leave prior to April 1, 2022, will need to be repaid
- You must maintain Employee Basic Life Insurance and long-term disability coverage when you take maternity and/or parental leave. There is no option to waive this coverage
Once you notify your employer that you're resigning, payroll will calculate your allowance and/or benefits overpayment and notify you in writing of the amount.
You must contact payroll to make arrangements for repayment. Contact information for payroll will be provided.
Cancelling benefits while on leave
Bargaining Unit benefits
To cancel extended health, dental or any of the optional life insurance plans you do not wish to maintain, review How to update your coverage on the Benefits for Bargaining Unit employees page.
You must maintain Employee Basic Life Insurance and long-term disability coverage when you take maternity and/or parental leave. There is no option to waive this coverage.
Flexible benefits for excluded employees
To cancel extended health, dental or any of the optional life insurance plans you do not wish to maintain, refer to How to update your coverage on the Benefits for excluded employees page.
You must maintain Employee Basic Life Insurance and long-term disability coverage. There's no option to waive this coverage.
- If you cancel coverage under the Flexible Benefits Program, you'll receive additional flex credits each month for the length of your leave, or until you reinstate coverage during Open Enrolment or as a result of an eligible life event
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If you return from your leave in a new plan year, you will have the opportunity to make elections at that time and reinstate your benefits
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If you return from your leave in the same plan year, you will have to wait until the next Open Enrolment or an eligible life event to reinstate your benefits
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You will need to provide Evidence of Insurability for Flexible Benefits (PDF, 520KB) if you apply for optional life insurance for yourself and/or your spouse
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- These credits count as cash earnings and are recorded on your pay. You're responsible for reporting to Service Canada any monies paid or payable to you, cash or other, while receiving employment insurance, maternity or parental benefits
- If you do not meet the return-to-work requirements, you'll be required to repay the flex credits received in lieu of extended health and dental during the leave and flex credits received for life insurance coverage for the period of leave prior to April 1, 2022
Continuing Optional Life Insurance coverage while on leave
Under the Employment Standards Act (Part 6), you can pay the premiums and maintain the Optional Life Insurance coverage if you:
- Are not eligible for top-up allowance
- Are taking the leave but not receiving any top-up allowance
- Waive your top-up allowance
- Defer your top-up allowance
The Optional life insurance plans include:
- Optional Family Funeral Benefit
- Employee Optional Life Insurance
- Spouse Optional Life Insurance
- Child Optional Life Insurance
- Employee Optional Accidental Death & Dismemberment Insurance
- Spouse Optional Accidental Death & Dismemberment Insurance
- Child Optional Accidental Death & Dismemberment Insurance
Within 30 days of starting your leave, complete the Option to Continue Employee Benefits While on Employment Standards Act Leave of Absence Without Pay form (PDF, 305KB).
If you do not maintain your Optional Life Insurance benefits, they will be considered waived. When you return, if you return within 3 months (90 days) from the start of your leave, any optional life insurance plans will be automatically reinstated. If you return after three months (90 days) from the start of your leave, any optional life insurance plans that does not require evidence of insurability can be reinstated. You'll need to reapply for optional employee and/or spouse optional life insurance and provide evidence of insurability. The insurance will not be effective until the carrier approves the application.
Refer to Benefits while on leave without pay.
Submit forms through an AskMyHR service request using the categories: Myself (or) My Team or Organization > Benefits > Submit a Health Benefit Form/Application.
Vacation accrual
In most cases, your entitlement will be pro-rated according to your maternity and/or parental leave dates. Vacation earned prior to your leave but not used in the same calendar year will be carried over, archived or paid out pursuant your collective agreement or Terms & Conditions of Employment regarding vacation carryover.
There is no accrual of vacation entitlement while on Maternity and/or Parental Leave as it is considered leave without pay unless:
You are a Bargaining Unit employee, vacation entitlements and vacation pay shall continue to accrue while on Maternity Leave and all three of these conditions apply:
- You return to work for a period not less than six months after being on leave, and
- You have not received parental allowance; and
- You were employed prior to March 28, 2001
OR:
You are covered under the Crown Counsel Agreement and return to work for a period not less than six months, vacation earned during Maternity and/or Parental leave are credited back.
Pension
Pension contributions are based solely on the maternity, parental or pre-placement adoption allowance you receive while you're on leave. You can purchase the remaining service for your leave within five years of the end of your leave period or before termination of employment, whichever occurs first.
If you are not returning to work after the leave, and you want to purchase the service, the application must be made while on leave (and therefore an active member) in order to be eligible to purchase.
If you do not apply to purchase a leave before terminating employment, you have lost the opportunity to purchase the service, even if you become an active plan member again.
Please note that if you have not gone on maternity leave yet and your baby is born early, you must notify us. Your maternity leave must start on the day that your baby is born. If you do not notify us, and your leave starts after your baby is born, this may impact your purchase of service.
Effective May 1, 2020, employees have the option to make continuous pension contributions monthly throughout their leave.
For more information, refer to the:
Payroll deductions
- You may wish to cancel some deductions from your pay while you're on leave.
- If you've applied for the Deferred Salary Leave program, you can suspend your contributions while on a temporary leave, such as maternity leave.
To suspend contributions, submit an AskMyHR service request using the categories: Myself > Leave & Time Off > Deferred Salary Leave.
Deductions must commence once you return from your leave. Notify MyHR when you return from your leave to reinstate your deductions by submitting an AskMyHR service request using the categories: Myself > Leave & Time Off > Deferred Salary Leave.