How to Deal With Employer Pressure to Work While Sick

All photos: Edward Jenner

For Canadian employees, the pressure to stay sick is stressful and disconcerting. Most employees fear that if they take time off, they will lose income, be delayed on assignments, or have negative repercussions. On the other hand, going to work sick can make you feel even worse and put others at risk. It is important to know your rights and how to respond to protect your health and legal position. This situation can be avoided in Toronto and other parts of Canada, where employees are protected in terms of employment and occupational health laws.

understand your rights

In Canada, the right to take sick leave if needed is a legal right of every employee. Sick leave varies depending on your state/territory. Generally, employees are not subject to penalties if they take sick leave. This is the case in Ontario, where workers are entitled to a certain number of sick days per year, but those days are not paid. Employers must not intimidate or take any action against workers who exercise this right. Knowing your legal rights means you can make choices without worrying about losing your job.

Set yourself apart from your boss

Communication with your employer is an important aspect when dealing with the issue of having to work while sick. We recommend that you clearly explain to your employer your state and why you can no longer provide work in a safe manner. Communication in the form of email or a formal request for time off leaves a trail that can be helpful in the event of a disagreement. To avoid misunderstandings, it’s best to maintain a level-headed, matter-of-fact tone that demonstrates your choices are based on legitimate health concerns.

Your employer may require some documentation (a doctor’s note) to authorize sick leave. This information will help relieve tension in a timely manner and remind you of your right to take a break. While it is necessary to respect reasonable requests, employees should not be pressured to work in conditions that simultaneously have a negative impact on their health. We recommend that you seek legal advice to ensure that your communications are consistent with your rights and obligations.

deal with stress at work

If an employee is not feeling well, the manager may put indirect or direct pressure on the employee to come to work, for example by continually telling the employee to come to work or fearing being seen as untrustworthy. It is important to understand that these pressures are facts that must be managed to protect health and employment privileges. Staff must support the individual’s choice to take sick leave if needed and point out that it is in their personal and general work environment’s best interests to take sick leave.

It may be important to record cases of pressure or coercion in case the situation gets out of control. Documenting communications, emails, or messages is a way to obtain evidence of your employer’s wrongdoing if you file a complaint or obtain legal advice. A Toronto employment lawyer can advise employees on how to record interactions and how to respond without disrupting the workplace.

Seek legal advice and support

Employer pressure should not be ignored, as you may need to consult a professional in these situations. An employment lawyer will review your case, clarify your rights, and advise you on the best course of action to take. We can also assist employees in dealing with serious issues such as retaliation and violations of occupational health laws. Early legal advice can help avoid confusion and secure future employment opportunities.

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