Leave for Personal Matters for B.C. Government employees
For any kind of leave, obtain permission from your supervisor. Provide them with as much notice as possible. Enter the time away from work with the proper pay code in Time and Leave.
On this page:
- Medical and dental appointments
- Leave to care for others (family illness, donor, compassionate care)
- Birth or adoption
- Household emergencies
- Religious observance
- Legal hearings
- Elections and voting
Time off with pay is available to attend medical and dental appointments for you and dependent children. In some cases, leave is also available to take dependent parents to medical and dental appointments requiring travel (please check your collective agreement for details); your dependent parent must live with you on a permanent basis and medical or dental care must be unavailable locally. Appointments must be for services covered by the B.C. Medical Services Plan, the public service dental plan, extended benefit plan or Employee and Family Assistance Services.
Travel for out-of-area medical appointments
Leave with pay and reimbursement of reasonable travel and accommodation expenses (up to $500 per year) are provided when adequate medical or dental care is not locally available. Appointments must be for yourself, your spouse, a dependent child or a dependent parent who permanently lives with you.
To claim reimbursement for travel and accommodation, fill out the Reimbursement of Incidental Expenses (PDF, 86KB) form. Submit the reimbursement form and receipts to your supervisor for approval. Your supervisor will submit the approved form with receipts through MyHR for reimbursement.
Excluded and included employees submit the manual Reimbursement for Incidental Expenses form to AskMyHR OR time keepers or expense authorities enter reimbursements for travel to out of area medical appointments for both excluded and included employees in Time and Leave.
These leaves allow you to take time off when a family member needs your care:
In the case of the illness or hospitalization of your spouse or a dependent child, paid leave up to a maximum of two days at any one time can be requested, when no one at the employee's home other than the employee can provide for their needs.
Enter time off in Time and Leave using the pay code Family Illness Lv when caring for a spouse or child.
If you are a parent who has to be away from work to provide care or support to your critically ill or injured child, you could be eligible for Employment Insurance special benefits. Learn more about the Family Caregiver Benefit for Children (previously Parents of Critically Ill Children) on the Government of Canada site.
Illness of a parent leave
You may request up to two days leave with pay per calendar year to care for a seriously ill or hospitalized parent or step-parent when there is nobody else available to provide for their needs. The illness of a parent leave can be used in increments of a half-day shift, up to two days per calendar year.
Enter time off in Time and Leave using the pay code Illness of Parent Lv when caring for an elderly parent.
Compassionate care leave
You may take a leave of absence without pay to care for a gravely ill family member at risk of dying. Financial assistance is available through employment insurance compassionate care benefits. Find out how to apply for compassionate care leave.
Please tell your supervisor about your leave right away. Your supervisor will contact MyHR to make sure your benefits coverage, seniority accrual (if applicable), and vacation accrual continues when you are away.
Please see Purchase of Service to learn about purchasing a leave of absence.
A leave with pay can be granted to an employee scheduled to undergo surgery for the purpose of donating bone marrow or an organ. Enter time off in Time and Leave using the pay code Donor Leave.
For your wedding or your child’s wedding, you may be able take time off to celebrate with pay in accordance with the provisions of your collective agreement. Give your supervisor at least two weeks notice. For your child’s wedding, use the pay code Wedding Lv – Child; for your own, enter Wedding Lv – Employee.
You are eligible for two days off with pay to attend the birth of your child; if you are adopting a baby, contact AskMyHR to see if you may also qualify for this leave upon the baby's birth. In Time and Leave, enter pay code Birth or Adopt Lv.
If you are moving, you may be eligible for paid leave of one day to move household furniture and effects. Provide your supervisor with two weeks' notice of your leave. Approval from your manager or supervisor is necessary prior to taking any type of leave. A relocation allowance is sometimes provided in addition to leave time for employees required to move for work. In Time and Leave, use the pay code Moving Day Lv.
Employees can request one day off work with pay to manage serious household or domestic emergencies, but only when
- The employee is faced with a sudden, unexpected and unforeseen critical situation that demands the employee’s immediate action
- There is risk or threat of damage to the employee’s residence and/or risk or danger to the physical safety of their immediate family
- The emergency occurs on the same day the leave is requested
Employees are granted a half-day leave with pay to attend a funeral. In Time and Leave, use the pay code Funeral Pall-Bearer.
This leave with pay is for employees coping with the death of an immediate family member—a parent, step-parent, spouse, child, grandchild, brother, sister, father-in-law, mother-in-law or any other relative permanently residing in the employee's household or with whom the employee permanently resides.
This leave normally does not exceed five days. If the deceased is the employee's grandparent, son-in-law, daughter-in-law, brother-in-law or sister-in-law, one full day is provided to attend the funeral. In Time and Leave, use the Bereavement Lv pay code.
Members of non-Christian religions are able to take up to two days without pay per year in order to celebrate spiritual or holy days. Provide your supervisor or manager with as much notice as possible (preferably two weeks) to take this leave. If approved, enter time taken off in Time and Leave using the pay code LWOP Religious Observation.
Employees who have been called to serve as a juror or witness in court are able to take leave with pay. However, if an employee’s private affairs are the reason for their need to appear in court, only leave without pay is granted.
Employees are able to take one day off with pay in order to appear in court for a hearing for their child; child custody hearings have separate leave provisions that also allow for one day of paid leave for an employee to attend such a hearing. The time off work must be taken on the day that the hearing (including a child custody hearing) occurs:
- Notify your supervisor as soon as possible
- Enter time off in Time and Leave using the appropriate pay code:
- Court Appearance LWP – if you are required as a juror
- Court Appearance – Child if the hearing is for your child
- Personal Court Appear LWOP – if the court appearance has resulted from personal affairs
When unable to work because of penal restrictions, PEA employees may apply to take a leave of absence without pay until the court reaches a decision. Other employees in this situation may be eligible for a general leave without pay.
If an employee is under penal restrictions because of inappropriate behavior while at work, disciplinary action would be taken and a leave without pay is not granted.
During federal, provincial, aboriginal community government and municipal elections (including by-elections), it is expected that employees will use time outside of work while polls are open to vote. If you need time off to vote, talk to your supervisor to arrange a time that works for both of you.
Paid leave is available on election day if the hours of your shift and polling times do not allow you enough consecutive hours free from work to cast your ballot. You may take up to four consecutive hours for provincial elections and up to three for federal, municipal and First Nations elections. As polls are normally open before and after usual work hours, not all employees need to take the full entitlement to ensure they have enough consecutive hours away from work to vote.