Can You Be Fired for Caring for a Family Member? New Canadian Research Highlights Employee Rights

Can your employer fire you for taking care of a sick parent, spouse or child? Canadian employees have legal protections when family caregiving responsibilities interfere with work. A new national report reveals just how many workers are struggling to balance their jobs with caring for loved ones.

The Caring in Canada 2026 report, released by the Canadian Centre for Caregiving Excellence in May 2026, found that millions of Canadians are juggling employment with caregiving. For employees facing rigid schedules, denied accommodation or threats of dismissal, understanding their workplace rights is increasingly important.

New Canadian Research Reveals the Pressure on Working Caregivers

The national study surveyed more than 2,600 caregivers and care providers, revealing how caring for loved ones is affecting Canadians’ financial security, employment and well-being.

An October 2026 report by Human Resources Director Canada also highlighted the growing impact of caregiving responsibilities on the workforce.

For many employees, the challenge goes beyond finding enough hours in the day. They may face pressure to choose between keeping their jobs and meeting essential family obligations.

That pressure can become a legal issue when employers refuse accommodation, punish employees for caregiving-related absences or terminate their employment.

Does Your Employer Have to Accommodate Family Responsibilities?

Yes. Employers across Canada have a duty to accommodate caregiving needs protected by human rights legislation, up to the point of undue hardship.

This can include essential childcare responsibilities or caring for an aging parent with significant medical needs.

Depending on the circumstances, reasonable accommodation may involve:

• Adjusting start and finish times.
• Changing shifts or allowing flexible scheduling.
• Considering remote or hybrid work.
• Providing time off for essential caregiving needs.

Employers don’t have to approve every arrangement an employee requests. However, they must properly consider protected caregiving needs rather than automatically refusing accommodation because it is inconvenient.

Learn more about the duty to accommodate in Canada.

Can Your Employer Refuse Flexible Hours or Work From Home?

An employer can’t simply ignore a legitimate accommodation request because it prefers everyone to follow the same schedule.

For example, an employee caring for a parent with a serious medical condition may need adjusted hours to attend appointments. A parent with essential childcare responsibilities may also need changes to their schedule.

The employer must consider reasonable options. That doesn’t mean employees have an automatic right to work from home or choose their preferred hours, but a blanket refusal can violate human rights law when protected needs are involved.

Read more about flexible work arrangements and employee rights in Canada.

Can You Take Time Off to Care for a Sick Family Member?

Employees across Canada may qualify for job-protected leave to care for a sick or injured family member.

The amount of leave available, eligibility requirements and whether it is paid depend on the province and the type of leave.

For example, Ontario provides eligible employees with up to eight weeks of unpaid family caregiver leave per calendar year for each qualifying family member with a serious medical condition. Alberta provides eligible employees with up to five days of unpaid personal and family responsibility leave per year. British Columbia also provides family responsibility leave and other caregiving-related protections.

Additional leave may be available for employees caring for critically ill family members or someone approaching the end of life.

An employer can’t legally punish an employee for taking a leave they’re entitled to under applicable employment standards legislation.

Can Your Employer Fire You for Caring for a Parent, Spouse or Child?

Your employer can’t legally fire you because of protected caregiving responsibilities or because you’ve exercised your right to job-protected leave.

If your employer cuts your hours, demotes you, threatens dismissal or terminates your employment after you request accommodation, you may have a claim for discrimination or wrongful dismissal.

Depending on the circumstances, employees may be entitled to severance pay and additional compensation for violations of their human rights.

An employee who is pressured to resign or whose job is substantially changed may also have a constructive dismissal claim.

Don’t resign or sign a severance offer before speaking with an employment lawyer. You could be entitled to significantly more compensation than your employer initially offers.

Family Caregiving Rights in Ontario, Alberta and BC

Although employees across Canada have protections against family-status discrimination, the rules for accommodation, protected leave and employment compensation differ by jurisdiction.

• Ontario: Learn about family status accommodation in Ontario, including childcare, eldercare and employee rights.
• Alberta: Explore Alberta employment law and your rights when an employer refuses accommodation or threatens your job.
• British Columbia: Review workplace discrimination rights in Canada, including protections that apply to employees in BC.

What Should You Do if Your Employer Refuses Accommodation?

If your employer isn’t respecting your caregiving responsibilities:

1. Explain your needs. Identify the caregiving obligation and how it conflicts with your work.
2. Request accommodation in writing. Keep a record of your employer’s response.
3. Save relevant documents. Preserve emails, schedules, warnings and performance reviews.
4. Don’t resign or accept a major job change without advice. You may have a claim for compensation.
5. Speak with an employment lawyer. Find out whether your employer has violated your rights and what you’re owed.

Fired or Denied Accommodation Because of Family Responsibilities?

If your employer has refused reasonable accommodation, punished you for taking protected leave or fired you because of caregiving responsibilities, the employment lawyers at Samfiru Tumarkin LLP can help you enforce your rights and pursue compensation.

We represent non-unionized employees in Ontario, Alberta and British Columbia.

Before you sign, always check first. Contact us today or call 1-855-821-5900.