Compassionate Care Benefits: A Complete Guide for Employers

Compassionate care is an essential part of building a supportive workplace and something that you should point your team towards where needed. When an employee’s loved one becomes critically ill, they may need time away to provide care and comfort, and this is where compassionate care benefits can provide additional support.

Through Canada’s compassionate care benefits (CCB) programme, eligible employees can receive financial support during this difficult time. In this guide, we’ll explore how employers can approach compassionate care requests with empathy while ensuring compliance with Employment Insurance (EI) regulations and internal HR policies.

What are compassionate care benefits?

Compassionate care benefits (CCB) offer financial relief through Employment Insurance (EI) for employees who need to step away from work to care for a seriously ill family member. If that loved one has a high risk of death within six months, the programme provides up to 26 weeks of paid benefits to help ease the burden.

The intent is to give employees the security and space to be present for their loved ones when it matters most, without worrying about job loss or income interruption.

Compassionate care benefits and Employment Insurance (EI)

At times, an employee may need to take time away from work to care for a loved one who is critically ill, critically injured, or in need of end-of-life care. Under the Employment Insurance (EI) programme, eligible employees can access caregiving benefits to provide the necessary care and support.

Employees do not have to live with or be related to the person receiving care because the EI programme recognizes close, family-like relationships. Multiple caregivers can also share the available benefit weeks, either together or one after another.

The EI programme includes three caregiving benefit types:

• Family caregiver benefit for children: For employees caring for a child under 18 who is critically ill or injured
• Family caregiver benefit for adults: For employees caring for an adult aged 18 or older who is critically ill or injured
• Compassionate care benefit: For employees supporting a person (child or adult) who requires end-of-life care

Knowing these distinctions of compassionate caregiving allows employers to respond with empathy while meeting their obligations under federal leave and EI rules.

Compassionate care leave: How much do employees get from EI?

Under the Employment Insurance (EI) framework on compassionate care benefits, employees on compassionate care leave may receive 55% of their insurable earnings—up to a weekly maximum of $729 for 2026. This benefit provides income continuity during periods when an employee must care for a critically ill or dying family member.

The EI system is funded through mandatory contributions from both employers and employees. Employers must withhold EI premiums from each employee’s wages and remit these, together with the employer’s matching share, to the Canada Revenue Agency (CRA) in accordance with payroll remittance schedules.

By maintaining accurate deductions and remittances, an employer can fulfil their statutory obligations while enabling employees to access EI support when needed for caregiving, illness, or maternity-related leave.

Who’s eligible for compassionate care benefits in Canada?

Eligibility for EI caregiving benefits depend on an employee’s work status.

For insurable employees

To qualify, two conditions must be met:

• An employee must have at least 600 insured hours of work in the 52 weeks before their claim starts (or since their last claim, whichever is shorter).
• Their regular weekly earnings must have decreased by more than 40% for at least one week due to time off caring for a critically ill, injured, or dying family member.

For self-employed individuals

• They must have an active agreement with the Canada Employment Insurance Commission (CEIC) for at least 12 months before applying.
• They must have earned at least $8,826 in net self-employed income in the previous calendar year (for benefits in 2026, that means earnings from 2025).
• They must show that their business activity has decreased by more than 40% for at least one week due to caregiving responsibilities.

For fishing workers

They must have earned $3,760 or more from fishing during the qualifying period.

For everyone

All claimants must have:

• a medical certificate from a doctor or nurse practitioner confirming the family member is critically ill, injured, or requires end-of-life care
• a close or family-like relationship with the person receiving care

If the care recipient lives outside Canada, a local doctor or nurse practitioner may complete the medical certificate.

Compassionate care and EI: key info for employers

Employers play an important role in managing compassionate care benefits for their employees. Here’s what you need to know to stay compliant.

• Leave sharing: Employees from the same family can share compassionate care leave for one family member, up to 27 weeks total (including the one-week waiting period).
• Top-up flexibility: If you already offer a maternity or parental top-up, you can extend the same support for compassionate care leave.
• Wage loss plans: Companies with a registered wage loss indemnity plan that qualifies for the EI premium reduction aren’t required to add compassionate care benefits—but may do so voluntarily.
• Payroll and records: When filling out a Record of Employment, use code “Z” for employees taking compassionate care leave.

Compassionate care benefits in Canada: FAQs

What is the compassionate care benefit in Canada?

The Compassionate Care Benefit, part of Canada’s Employment Insurance (EI) programme, provides up to 26 weeks of income replacement for employees who must temporarily stop working to care for a gravely ill or terminally ill family member. It ensures job protection and financial continuity during compassionate leave.

What’s the difference between compassionate care and family caregiver benefits?

The key difference lies in the family member’s medical condition. Compassionate care benefits apply when caring for someone who is terminally ill and has a significant risk of death within 26 weeks. In comparison, family caregiver benefits support those providing care to critically ill or injured relatives who are not necessarily terminally ill.

Can I get paid to be a caregiver for a family member in Canada?

Yes, you can receive EI caregiving benefits if you take time off work to care for a critically ill, injured, or terminally ill family member. To qualify, a doctor or nurse practitioner must certify the person’s condition, and you must be either a family member or considered like family to them.