Workers are entitled to bereavement leave if they have been employed by the same employer for at least 90 days. Bereavement leave may be taken after the death of an immediate or expanded family member. All of the following persons are considered family members. Workers with less than 90 days of employment may continue to receive leave. However, under labour standards legislation, their employers are not required to grant them leave. A staff member can take up to 3 days of mourning during each calendar year. All days off that are not used by an employee cannot be transferred to a new calendar year. An employer cannot leave the job or dismiss an employee to request leave or to go on a funeral leave. Days off that are not taken into account by a worker should not be paid by the employer when the employment ends. A worker must inform an employer as quickly as necessary before taking a leave of absence. A medical certificate or other documentation is not required by law to take bereavement leave, but employers can set their own documentation policies. Days off that are not taken into account by a worker should not be paid by the employer when the employment ends.
The second part, Section 7.6 of the Labour Standards Code, sets out the rules for bereavement leave. Legislation haunts legitimate workers with unpaid leave, at the end of which they must be reinstated to their same place of work or equivalent. An employee who feels unfairly dismissed can file a complaint against labour standards.