Comments on Funding:
Eligible employers are entitled to be reimbursed the amount of infectious disease emergency leave pay that they paid to their employees, up to $200 per employee per day taken.
Employers are eligible for reimbursement of paid infectious disease emergency leave if any one of the following apply:
must submit claims to the Workplace Safety and Insurance Board (WSIB) to get reimbursed for paying their employees the Ontario COVID-19 Worker Income Protection Benefit. Applications for reimbursement of paid infectious disease emergency leave must be made within 120 days of the date the employer paid the employee, or by July 29, 2023 (whichever is earlier). The WSIB cannot process applications submitted after 120 days of the payment date.
can submit applications for up to 10 employees at a time using the regular process. We recommend using this process to submit applications for up to 50 employees.
that need to submit applications for over 50 employees, can register to submit a bulk application when they complete the intake form. After registration they will receive detailed instructions on how to provide the required information.
It takes approximately three weeks to process an approved claim. The timing depends on the completeness and complexity of the claim.
Other Things to Note:
- Employers can only apply to be reimbursed for a maximum of three calendar days, even if they chose not to count part days as full days of paid leave. For example, if an employee took a half day of paid leave on a Monday, two full days of paid leave on the Tuesday and Wednesday and an additional half day on the Thursday, the employer can only apply for reimbursement of three of these days.
- An employer is not entitled to be reimbursed for payments made to an employee for paid infectious disease emergency leave under the Employment Standards Act (ESA) if either:
- the employee received WSIB benefits for the same days of leave,
- he employer cancelled or rescinded the paid leave offered to their employees as part of an employment contract on, or after, April 19, 2021. In other words, an employer cannot cancel their employee’s contractual entitlement to paid leave in order to take advantage of the COVID-19 Worker Income Protection Benefit.