Alberta Employment Law Updates for 2026: What Employers and Employees Need to Know

As we enter 2026, Alberta employment law is changing in a way that affects job‑protected leave for many workers. Employers and HR professionals should prepare now to ensure their policies are up‑to‑date, compliant, and supportive of employee rights. In addition, Alberta employment law updates 2026 are particularly relevant for those assessing their obligations.

One of the most significant changes involves extended job‑protected leave for long‑term illness and injury. This came into effect on January 1, 2026. Alberta employment law updates 2026 also include important new provisions you should be aware of. (alberta.ca))

For those looking to deepen their understanding, courses on Alberta employment law can provide practical guidance for applying these rules in the workplace.

Expanded Long‑Term Illness and Injury Leave

Under the Alberta Employment Standards Code, employees who have worked with the same employer for at least 90 days are eligible for job‑protected long‑term illness and injury leave. Previously, this leave provided up to 16 weeks per calendar year of unpaid protection. (alberta.ca).

Key change for 2026:
Effective January 1, 2026, eligible employees are entitled to up to 27 weeks of job‑protected leave per calendar year for long‑term illness or injury.

What employers need to know:

• Employees must still meet the 90‑day employment requirement before becoming eligible. This is included among the Alberta employment law updates for 2026.
• Employees are required to provide a medical certificate specifying the estimated duration of leave, part of changes published in Alberta’s employment law updates for 2026.
• Employers are obligated to reinstatement rights — when the employee returns, they must be provided with the same or an equivalent job as detailed in the new Alberta employment law updates 2026.
• Employers are not required to pay wages or benefits during this leave, unless the employment contract or collective agreement states otherwise; this requirement is confirmed by the 2026 Alberta employment law updates.

Other Job‑Protected Leaves Still in Force

Alberta offers a range of job‑protected leaves outside of long‑term illness and injury. These remain important for employers and workers to understand. In fact, Alberta employment law updates 2026 affect some of these provisions. So, it is wise to review changes closely. These include:

• Bereavement leave – up to 3 days of unpaid job‑protected leave following a family member’s death. (alberta.ca) It’s advisable to track how Alberta employment law updates 2026 could refine the eligibility for this and other leaves.
• Maternity and parental leave – extended unpaid leave for birth and adoption, which may be subject to new Alberta employment law updates in 2026.
• Compassionate care leave – up to 27 weeks to care for a gravely‑ill family member. Employers need to stay current with Alberta law updates for 2026 on this benefit.
• Personal and family responsibility leave – up to 5 days per year for personal or family health needs, so check any 2026 updates related to this leave.
• Critical illness leave – up to 16 weeks for a critically ill adult family member or up to 36 weeks for a critically ill child. It’s best practice to monitor Alberta employment law and its updates for 2026 on leave entitlements.

Preparing Your Workplace for 2026

With the expansion of long‑term illness and injury leave now confirmed for 2026, employers should take practical steps to update their internal policies and handbook language. When preparing for workplace compliance, pay close attention to any changes resulting from the latest updates for 2026.

1. Review your current job‑protected leave policies to ensure they reflect the new 27‑week entitlement.
2. Update HR documentation and templates for medical‑certificate requirements and notice procedures to comply with Alberta employment law updates for 2026.
3. Train supervisors and HR staff on employee rights and return‑to‑work obligations.
4. Communicate changes to employees clearly before January 1, 2026.
5. Consider additional learning opportunities: Employers and HR professionals may find that courses on Alberta employment law help clarify obligations and support compliance with the new rules.Proactive planning helps minimize confusion, supports employee well‑being, and reduces legal risk – all of which become more important as Alberta employment law sees significant updates in 2026.

The expansion of long‑term illness and injury leave marks a major shift in Alberta’s employment standards for 2026, one that affects both employers and employees alike. Therefore, these updates should be followed closely by all businesses to ensure continued compliance.

Staying informed about employment law updates is one of the best ways to support a fair, compliant, and productive workplace. Additionally, continued education can play an important role in maintaining that knowledge over time.