Manitoba Sick Note Rules 2026: Employer Guide Before October 1, 2026

Starting October 1, 2026, Manitoba employers will face new limits on when they can ask an employee for a sick note. The change applies when an employee is absent from work because of the employee’s own injury or illness. A Manitoba employer may require a sick note only if one of these conditions is met: The employee’s absence continues for more than one week ; or The employee has been absent because of injury or illness on more than 10 scheduled workdays in the same calendar year, either before the current absence or because of the current absence. This wording matters. The official Manitoba text says “more than one week.” Some secondary summaries describe the idea as more than seven days or seven consecutive days, but employers should use the statutory wording in their policies. If an employer is legally allowed to require a sick note, the employer must accept a note from a broader list of health professionals, not only physicians. If the employee is charged a reasonable fee for the note, the employer must reimburse the employee. Important disclaimer: This article is for general HR compliance information only. It is not legal advice. Employers should review their workplace facts, contracts, collective agreements, human rights duties, privacy obligations, return-to-work procedures, workplace safety duties, and applicable jurisdiction before making policy decisions. Topic What Employers Need to Know Effective date The new sick note limits start on October 1, 2026. Legal source Bill 11, The Employment Standards Code Amendment Act (Sick Notes for Employee Absences), 3rd Session, 43rd Legislature. Main rule Employers cannot routinely require sick notes for short illness or injury absences. First threshold A sick note may be required if the absence continues for more than one week. Second threshold A sick note may be required after more than 10 scheduled workdays of illness or injury absence in the same calendar year. Part-day absences A part-day illness or injury absence may count as one day for the annual threshold. Accepted providers Notes may come from several eligible health professionals, not only doctors. Cost If the employer requires the note, the employer must reimburse reasonable sick note fees. Paid sick leave The change does not create a new paid sick leave entitlement. HR action Update policies, manager scripts, absence tracking, and reimbursement procedures before October 1, 2026. Many workplaces still use old sick note rules. A handbook may say, “A doctor’s note is required after three sick days.” Another policy may say, “A medical note is required for any absence before or after a weekend, holiday, or vacation.” Those policies are risky after October 1, 2026. The new Manitoba rule creates a legal threshold. Employers must ask whether the absence is longer than one week, or whether the employee has crossed more than 10 scheduled workdays of illness or injury absence in the same calendar year. Employers can still require employees to report absences, keep the workplace informed, follow call-in rules, cooperate with lawful return-to-work processes, and participate in accommodation discussions where required. Manitoba employers can still manage attendance — but they need a cleaner, more careful process. Manitoba passed Bill 11, The Employment Standards Code Amendment Act (Sick Notes for Employee Absences) . The bill amends The Employment Standards Code by adding a new Division 8.1 called Sick Notes. The bill received Royal Assent on June 1, 2026 and comes into force 180 days after Royal Assent. That makes the effective date October 1, 2026 . The new Division defines “sick note,” explains when a sick note may be required, lists who may provide one, confirms that some other medical documents are not affected, and creates a reimbursement duty when an employer requires a sick note. Employers should treat the official wording as the controlling source. For the first threshold, use “more than one week.” For the second threshold, use “more than 10 scheduled workdays in that calendar year.” Canada Policy Manual tracks legislative changes across all Canadian provinces. Learn how we monitor, verify, and update our policy content. The new rule applies under Manitoba employment standards legislation. In general, Manitoba employment standards apply to provincially regulated employers and employees in Manitoba. Most local Manitoba workplaces will fall under provincial employment standards. Examples may include restaurants, local retail stores, local professional offices, many construction employers, many local service businesses, and many non-profit workplaces. However, not every workplace located in Manitoba is governed by Manitoba employment standards. Some employers are federally regulated because of the nature of their operations. Examples may include certain banks, airlines, railways, telecommunications employers, and interprovincial transportation employers. Before changing a policy, confirm the correct juri