Pregnancy & Subsequent Parental Leave
According to the Employment Standards Act (ESA), a birth mother who has at least 13 weeks of employment is eligible for 17 weeks of pregnancy leave and an additional 35 (standard) or 61 (extended) weeks of parental leave. Please note that the election of a standard or extended leave option must be made prior to the commencement of an employee’s leave.
TMU pregnancy and subsequent parental leave sub plan top-up
TMU will pay a supplementary unemployment benefit (sub plan) to "top-up" your employment insurance.
In order to be eligible for TMU’s sub plan top-ups, an employee must be in receipt of Employment Insurance benefits.
There are two components to a pregnancy and subsequent parental leave: the length of time you can be on a leave of absence and the length of time you will receive income during your leave of absence. Based on Employment Insurance regulations and the Employment Standards Act, in some cases entitlement to income may not span the entire duration of the leave.
The top-up payment for standard leaves is paid according to the following schedule:
|Leave type||Length||12 Month leave
|18 Month leave
|Ryerson sub-plan top-up|
|Pregnancy leave (Waiting period)||First 1 week (waiting period)||None||None||97% of your pay|
|Pregnancy leave||Next 16 weeks||55% of pay to an EI maximum (see EI website, external link for details)||55% of pay to an EI maximum (see EI website, external link for details)||EI benefits + top-up amount = 97% of your pay|
|Ryerson parental leave||4 weeks||55% of pay to an EI maximum (see EI website, external link for details)||33% of pay to an EI maximum (see EI website, external link for details)||EI benefits + top-up amount = 97% of your pay|
|Continued 12 month parental leave||Next 31 weeks*||55% of pay to an EI maximum (see EI website, external link for details)||n/a||None|
|Continued 18 month parental leave||Next 57 weeks*||n/a||33% of pay to an EI maximum (see EI website, external link for details)||None|
*If you share Employment Insurance parental benefits with another parent, you may be eligible for 5 extra weeks of standard parental benefits or either extra weeks of extended parental leave benefits. One parent cannot receive more than 35 weeks of standard benefits. One parent cannot receive more than 61 weeks of extended benefits
For employees on a term contract, sub plan top-up payments from Ryerson will cease on the end date of their contract unless the contract is extended.
Employment insurance details
The table below outlines the process for initiating pregnancy leave.
|Contact||Details||When do I contact them?|
|Your chair/director and HR client services||
Note: Any additional inquiries that you may have regarding your pregnancy should be directed to HR Client Services.
Note: A delay in application will delay receiving your benefits.
|HR Pension and Benefits Unit||
Employment Insurance is federally regulated and provides income during your leave. To qualify for EI benefits, the Employment Insurance Act requires at least 600 hours of insurable employment in the 52 week period preceding the claim or since your last claim for employment insurance benefits.
Parents can also choose to split or share parental leave benefits, if both parents are eligible. If the benefits are split, only one parent will need to serve a two-week waiting period.
You can begin your pregnancy leave, as per ESA, no earlier than 17 weeks before the expected date of birth. You may begin a claim for pregnancy benefits, as per EI, up to 12 weeks before a child is born but no later than the birth of the child.
To prevent any delays in processing your claim and top-up payments from TMU, you must apply for employment insurance no later than the birth of your child .
For employees who also take pregnancy leave, parental leave begins when the pregnancy leave ends. Your parental leave must begin and end within 52 weeks or 78 weeks (extended Parental Leave) from the time the child is born.
Benefits and pension details
Your group benefits, including extended health care and dental care coverage, basic life insurance, long term disability insurance and travel accident insurance will continue during your leave.
Charges for a semi-private or private hospital room are covered under the extended health care plan. Please provide your contract number 25180 and your employee number when completing your hospital accommodation form. In most cases, you will have to pay first and have the amount reimbursed by completing a PDF fileSun Life extended health claim form.
For any benefits that you pay a portion of the premiums (for example supplemental life insurance and voluntary accident insurance), HR pension and benefits will send you an election form, including the costs to continue your coverage during your leave.
Pension deductions will stop once you commence your pregnancy/parental leave. The RRPP allows you to continue pension membership during your leave through pension buy-back.
Upon receiving notification of your pregnancy/parental leave HR pension and benefits will prepare a pension calculation which will indicate how much service is available for purchase and how much it will cost to purchase the service.
You will have the option to buy or decline the buy-back of pension service. Buy-backs are usually payable in 12 monthly installments (or number of months you are on leave) with the first cheque due on the first day of the month following receipt of the calculation.
The cost of buying back a pregnancy/parental leave is equal to the contributions you would normally have made had you not been on leave. Your contributions are based on deemed earnings, which is the salary you were earning immediately before your leave.
The decision to purchase service is voluntary. If you choose not to purchase the service while on a leave, then you will receive credited service only for the actual time you contributed to the plan, and will lose the credited service during the period of your leave. If you choose not to purchase the service, the opportunity to do so is lost.
Vacation credits will continue to accrue while on pregnancy/parental leave.
You may use some or all of your vacation credits before you start your leave. You may also use some or all of your vacation credits prior to your return from leave as long as you inform your department and it has been approved in advance.
It is expected that all vacation, whether used before or after your leave, is posted and approved by your supervisor on the eHR absence management system prior to the start of your leave.
Employees should be mindful of their vacation accrual and work with their leaders to keep their vacation balance below the allowable maximum (two years’ worth).
If you would like to suspend your parking deductions for the duration of your pregnancy/parental leave or if you have any questions regarding your parking space while on your leave, please contact Parking Services at 416-979-5008. You will also need to contact the same number to arrange to have your parking deductions/space reinstated when you return from your leave.
Generally, payments deducted from your pay that fall under TMU donations are suspended for the duration of your leave and resume upon return from pregnancy/parental leave. If you would like to stop your donations at any time, please submit a written request to University Advancement who will forward the deduction cancellation to Human Resources.
One month's notice is required in order for payroll deductions to be stopped. If you would like to suspend or cancel your RAC dues/membership, please contact their customer service representatives at firstname.lastname@example.org or 416-979-5096.
For more information
Please see Articles 22 in your OPSEU Collective Agreement.
For more information on pregnancy and subsequent parental leave, contact HR Client Services.
For more information on employment insurance, visit the Service Canada Employment Insurance website, external link.
If there is a question about any portion of this leaves information, the applicable Collective Agreement is the governing document.