Attracting and retaining top talent has never been tougher.
Employees today want more than a paycheck. They’re looking for employers who support their well-being, work/life balance, and life outside work. Leave programs play a huge role in that equation.
When employees have time to recharge, care for their families, or pursue personal goals, they return to work more engaged and productive. Companies that offer meaningful leave benefits send a strong message: We value you as a person, not just as a worker.
Mercer’s 2025 Canada Leave Programs survey explains how Canadian employers are shaping leave programs today. Let’s explore the latest trends and highlight some uniquely Canadian offerings that set employers apart, including benefits that aren’t common in the US.
Primary caregiver and maternity leave
Primary caregiver and maternity leave are essential for recovery and bonding after the birth or adoption of a child. In Canada, legal requirements already ensure parental support.
That’s a stark contrast to the US, where there is no federal requirement for paid maternity leave and employees often rely on unpaid Family and Medical Leave Act (FMLA) protections or patchwork state programs. Canadian employers who lean in to these expectations for primary caregiver and maternity leave create a compelling differentiator in attracting talent.
Secondary caregiver (paternity) leave
Traditionally, secondary caregiver or paternity leave has lagged behind maternity leave. There are no legal requirements for paternity leave in Canada, except in Quebec. But Canadian employers are closing the gap, aiming to provide options for new parents.
Here are a few highlights from the 2025 survey:
- 47% of employers now provide more time for secondary caregiver or paternity leave than the statutory minimums.
- Median fully paid leave is 40 days (about 8 weeks), averaging 54 days.
- Employers offering a mix of fully paid, partially paid, and unpaid time provide up to 121 days total, or about 4 months off.
US employers rarely offer paid paternity leave at this scale, making Canada’s approach a clear advantage for working families.
Other family leave options
In Canada, leave options don’t stop at maternity or paternity leave. There are also offerings for adoption and dependent care leave, ensuring there’s something for every employee’s needs.
Adoption leave
Canadian law provides joint parental family leave ranging, on average, from 35 weeks to 65 weeks, with pay of either 55% of salary for 35 weeks or 33% of salary for 61 weeks. Employers generally extend the same benefits to adoptive parents as to birth parents. This level of support is far more generous than what most US adoptive parents receive, who often must patch together sick leave or vacation time.
Dependent care leave
Dependent care leave provides employees with time off to care for a family member with health issues. Here’s what you need to know:
- 60% of companies offered dependent care leave in 2024; the 2025 survey confirms it’s remained the same.
- Employers provide an average of 13 paid days of leave annually (median 6 days) for dependent care.
- Some add options of partially paid leave (average 32 days) or unpaid leave (average 52 days) for greater flexibility.
- Covered family members often include children, spouses, parents, grandparents, siblings, and in-laws.
Dependent care leave isn’t a standard benefit for US workers, making this another distinctly Canadian advantage.
Annual vacation leave
Vacation time is one of the most visible indicators of a company’s commitment to balance. The mandated minimum is 10–20 days, depending on the province.
Here’s what Canadian employers are practicing in 2025:
- Employees with 1 year of service receive a median of 15 vacation days, averaging 17 days.
- At 5 years of service, the median increases to 20 vacation days.
- Long-tenured employees (20+ years) enjoy a median annual leave of 25 days, or 5 full work weeks.
In contrast, the majority of US private-sector workers average only 10–14 paid vacation days after 1 year of service, climbing slowly with tenure. Canadian vacation leave clearly provides an edge.
Other annual leave options
Beyond vacation, Canadian employers are expanding annual leave categories to better support personal needs.
For personal days:
- 61% of employers offer personal days, with employees typically receiving 5 paid days and additional unpaid time.
- These personal days are invaluable for doctor’s appointments, moving, or handling personal responsibilities without cutting into vacation.
For volunteer days:
- 46% of employers support volunteer leave, most often 2 paid days per year.
- This encourages community engagement and strengthens the employer brand and employee pride.
Both types of leave are optional in the US, where few employers formally designate volunteer or personal leave.
Bereavement leave
Losing a loved one is a challenging time and Canadian employers recognize the need for space to grieve. The 2025 survey data states:
- Employees receive an average of 5–6 paid days of leave for the loss of a spouse, child, or parent.
- For other family members, the median bereavement leave is 3–4 paid days.
While US employers may offer bereavement leave, it’s not federally required and policies vary widely, making Canada’s consistency and generosity a differentiator.
Sabbaticals
Sabbaticals remain less common but are gaining traction as a long-term retention strategy in Canada. The 2025 data states:
- 25% of employers offer sabbatical programs.
- Median sabbatical leave is 8 paid weeks, with unpaid options extending up to 24 weeks.
Sabbaticals allow employees to pursue education, personal projects, or rest. In the US, sabbaticals are still considered a niche benefit, usually limited to academia or progressive tech firms.
Why Canadian leave programs stand out
When you put the data together, Canadian employers are building leave programs that stand out in 3 key ways:
- More comprehensive coverage: From maternity to dependent care, Canadian programs cover life stages and needs that US programs often overlook.
- Longer durations of leave: Canadians generally receive more time away, whether it’s vacation, parental leave, or time for bereavement, than workers in the US.
- Unique options: Benefits offered to Canadian employees, like volunteer leave, sabbaticals, and dependent care, are far from standard south of the border.
These advantages make Canadian companies more appealing to workers who value balance.
What this means for employers
If you’re a Canadian employer, your leave programs are a powerful tool to:
- Attract and retain top talent
- Reduce burnout and stress
- Build a culture of care, flexibility, and trust
- Differentiate yourself from US competitors and even local peers
The key takeaway? Employees today want to feel supported in all areas of their lives. By offering a mix of mandated, enhanced, and unique leave options, you position your organization as one that genuinely values its people.
How does your leave offering compare?
Canadian employers have an opportunity to continue setting the standard for modern leave programs. The 2025 Mercer survey clarifies that forward-thinking organizations are already going above and beyond.
Whether providing extended parental leave, offering sabbaticals, or giving employees time to volunteer, these benefits do more than fill a policy handbook. They create workplaces where people want to stay, grow, and thrive.
Now is the perfect time to take stock, refresh your offering,s and show your employees that their well-being is at the heart of your business.
To learn more about enhancing your leave programs, contact us via email or call 855-286-5302.