The Government of Manitoba now limits sick note requests under an amendment to Manitoba’s Employment Standards Code, in force since October 1, 2026. The amendment, introduced as Bill 11, received Royal Assent on June 1, 2026. If you employ people in Manitoba, your sick leave policy may already be out of date.
Why the change? Manitoba’s official sick notes fact sheet says the rules “help reduce pressure on the health care system while allowing employers to verify longer absences.”
What Manitoba’s sick note rules change
As of October 2026, Manitoba’s Employment Standards Code limits when you can require a sick note and makes you pay for it. The fact sheet defines a sick note as proof an employee can’t work briefly due to a minor illness, such as a cold or flu.
- Thresholds: You can only require a note after more than one week off, or more than ten scheduled sick workdays a year (section 51.2(1))
- Partial days: You may count a partial-day absence as a full day toward the ten-workday total (section 51.2(2))
- Accepted professionals: You must accept notes from any treating physician, physician assistant, clinical assistant, psychologist, or midwife (section 51.2(3)). Registered, psychiatric, and practical nurses, nurse practitioners, and out-of-province equivalents also qualify
- Reimbursement: You must repay a note’s reasonable cost within 30 days of receiving evidence (section 51.3). Employees have 30 days from getting the note to provide it
- Exceptions: The limits don’t cover physician or midwife certificates for Division 9 leaves, such as maternity leave (section 51.2(4)). Return-to-work documentation is also unaffected
The government can add professionals or reimbursement rules by regulation, so check the amending act for updates.
What this means for employees in Manitoba
Employees in Manitoba no longer need a doctor’s visit to prove a short cold or flu. Within their first ten sick workdays of the year, short absences need no note.
When you do require one, employees can see a nurse practitioner, psychologist, or midwife. They also get the cost back.
If you don’t reimburse within 30 days, the Code treats the unpaid amount as wages owing. Employees can then file a complaint within six months after your deadline.
What it means for employers
As of October 2026, Manitoba employers need to update sick leave policies, attendance tracking, and payroll reimbursement.
Update your sick leave policy
Find blanket “doctor’s note after one day” rules in your handbook. Rewrite them to match the one-week and ten-workday thresholds, and list the professionals whose notes you’ll accept. Keep separate rules for Division 9 leave certificates and return-to-work notes.
Track sick days by calendar year
The ten-workday threshold applies per calendar year, so your HR system needs to count each employee’s sick days from January 1. Decide whether you’ll count partial days as full days. Then train managers to check it before asking for a note.
Build a reimbursement process in payroll
Give employees a simple way to submit proof of cost. Reimburse within 30 days through expenses or payroll, so every payment is on record.
This is where an Employer of Record becomes critical. Without a local entity, an EOR employs your Manitoba team for you and keeps leave rules and payroll in line with provincial law.
Staying compliant in the evolving Canadian market with Multiplier
Multiplier helps you hire and pay people across Canada without a local entity. Our Employer of Record acts as the legal employer and handles payroll, tax withholdings, localized benefits, and HR admin.
Our in-house legal and tax experts help you apply changes like these. Working with independent professionals? Contractor of Record lets you engage them compliantly.
Already have an entity? Global Payroll helps you pay employees accurately, including sick note reimbursements within the 30-day deadline.
Multiplier supports hiring in 150+ countries. Explore our Canada country guide and Canada Employer of Record guide, or estimate hiring costs with the employee cost calculator.
FAQs
When did Manitoba's new sick note rules take effect?
Manitoba's sick note rules took effect on October 1, 2026. Bill 11, the Employment Standards Code Amendment Act (Sick Notes for Employee Absences), received Royal Assent on June 1, 2026. Manitoba Employment Standards enforces them, and its sick notes fact sheet explains the details.
Can I still ask a Manitoba employee for a doctor's note?
Yes, but only in two situations. You can require a sick note if an illness or injury absence lasts more than one week. You can also require one after more than ten scheduled sick workdays in a calendar year. Partial days can count as full days toward that total.
Who can issue a sick note in Manitoba?
Any treating physician, physician assistant, clinical assistant, psychologist, or midwife can issue one. Registered nurses, nurse practitioners, registered psychiatric nurses, and licensed practical nurses qualify too. You must also accept notes from equivalent professionals outside Manitoba, plus any classes the government adds by regulation.
Do the new rules affect maternity leave or return-to-work notes?
No. The limits don't change physician or midwife certificates for Division 9 leaves, such as maternity or long-term serious illness leave. You can still ask for documentation confirming an employee is fit to return to work. Keep these requests separate in your policy.
How can an Employer of Record help me comply in Manitoba?
An Employer of Record employs your team in Manitoba on your behalf and handles payroll, tax withholdings, benefits, and HR admin. With Multiplier, you can hire across Canada without a local entity. Our in-house legal and tax experts help you apply provincial changes like these sick note rules.
