{"id":27505,"date":"2025-07-21T14:42:41","date_gmt":"2025-07-21T18:42:41","guid":{"rendered":"https:\/\/www.people20.com\/blog\/lontario-introduit-un-nouveau-conge-de-longue-duree-pour-maladie\/"},"modified":"2025-10-02T15:20:27","modified_gmt":"2025-10-02T19:20:27","slug":"ontario-introduces-new-long-term-illness-leave","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/ontario-introduces-new-long-term-illness-leave\/","title":{"rendered":"L\u2019Ontario introduit un nouveau cong\u00e9 de longue dur\u00e9e pour maladie :"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">De nouveaux amendements \u00e0 l\u2019ESA \u00e9largissent les droits aux cong\u00e9s pour les employ\u00e9s ayant des conditions m\u00e9dicales graves  <\/h2>\n\n<p>Chez People2.0, tenir nos partenaires inform\u00e9s et pr\u00e9par\u00e9s est notre priorit\u00e9 absolue. Dans cet esprit, nous portons \u00e0 votre attention les r\u00e9centes mises \u00e0 jour l\u00e9gislatives de la Loi ontarienne sur les normes d\u2019emploi de 2000 (ESA), qui auront des r\u00e9percussions importantes sur vos activit\u00e9s commerciales au Canada.   <\/p>\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-8c778a7e32d3d3dc6fcbf510ffd73b1c\" style=\"color:#056892\">Comprendre la l\u00e9gislation  <\/h3>\n\n<h4 class=\"wp-block-heading\"><em>Aper\u00e7u<\/em><\/h4>\n\n<p>L\u2019Ontario a modifi\u00e9 la Loi sur les normes d\u2019emploi de 2000 pour introduire de nouvelles dispositions sur les cong\u00e9s de maladie de longue dur\u00e9e qui offriront une plus grande s\u00e9curit\u00e9 d\u2019emploi aux employ\u00e9s confront\u00e9s \u00e0 des conditions m\u00e9dicales graves. Ces changements repr\u00e9sentent une expansion significative des droits de cong\u00e9 des employ\u00e9s dans la province.   <\/p>\n\n<h4 class=\"wp-block-heading\"><em>Objectifs<\/em><\/h4>\n\n<p class=\"wp-block-heading has-black-color has-text-color has-link-color wp-elements-4b04e5a53504d034422313054579711f\">Les principaux objectifs derri\u00e8re ces amendements \u00e0 l\u2019ESA sont de :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Offrir aux employ\u00e9s suffisamment de temps pour se remettre de conditions m\u00e9dicales graves  <\/li>\n\n\n\n<li>Assurer la s\u00e9curit\u00e9 de l\u2019emploi pendant les absences prolong\u00e9es li\u00e9es \u00e0 la sant\u00e9  <\/li>\n\n\n\n<li>Soutenir l\u2019\u00e9quilibre travail-vie personnelle et le bien-\u00eatre des employ\u00e9s  <\/li>\n\n\n\n<li>Aligner les normes d\u2019emploi de l\u2019Ontario avec l\u2019\u00e9volution des besoins du milieu de travail  <\/li>\n<\/ul>\n\n<h4 class=\"wp-block-heading\"><em>Dispositions cl\u00e9s<\/em><\/h4>\n\n<p>La l\u00e9gislation introduit plusieurs changements importants qui entreront en vigueur \u00e0 diff\u00e9rentes dates :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Cong\u00e9 maladie de longue dur\u00e9e :<\/strong> Les employ\u00e9s ayant au moins 13 semaines de service ont droit \u00e0 un cong\u00e9 non pay\u00e9 pouvant aller jusqu\u2019\u00e0 27 semaines pour des conditions m\u00e9dicales graves qui les emp\u00eachent d\u2019accomplir leurs fonctions professionnelles  <\/li>\n\n\n\n<li><strong>Protection de l\u2019emploi :<\/strong> Les employeurs doivent conserver le poste de l\u2019employ\u00e9 et le r\u00e9int\u00e9grer \u00e0 son retour de cong\u00e9  <\/li>\n\n\n\n<li><strong>Utilisation flexible :<\/strong> Les 27 semaines n\u2019ont pas besoin d\u2019\u00eatre cons\u00e9cutives, ce qui permet des arrangements flexibles  <\/li>\n\n\n\n<li><strong>Adoption future\/cong\u00e9 pour gestation pour autrui :<\/strong> Seize semaines suppl\u00e9mentaires de cong\u00e9 non pay\u00e9 seront disponibles pour des situations d\u2019adoption ou de gestation pour autrui (date d\u2019entr\u00e9e en vigueur \u00e0 proclamer)  <\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-f04f97cb1d238dfb8762350cb0273b85\" style=\"color:#056892\">Ce que cela signifie pour vous  <\/h3>\n\n<h4 class=\"wp-block-heading\"><em>Analyse d\u2019impact  <\/em><\/h4>\n\n<p>Ces changements affecteront sp\u00e9cifiquement les employeurs op\u00e9rant en Ontario en :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Exigeant que la planification de la main-d\u2019\u0153uvre \u00e0 plus long terme s\u2019adapte aux absences prolong\u00e9es  <\/li>\n\n\n\n<li>Ce qui n\u00e9cessite une mise \u00e0 jour des politiques et proc\u00e9dures de cong\u00e9  <\/li>\n\n\n\n<li>Cr\u00e9er des d\u00e9fis op\u00e9rationnels potentiels lors des absences des employ\u00e9s  <\/li>\n\n\n\n<li>Exiger une tenue de dossiers renforc\u00e9e pour l\u2019administration des cong\u00e9s  <\/li>\n<\/ul>\n\n<h4 class=\"wp-block-heading\"><em><em><em>Exigences  <\/em><\/em><\/em><\/h4>\n\n<p>Les employeurs doivent maintenant :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Mettre \u00e0 jour les manuels de l\u2019employ\u00e9 et les politiques de cong\u00e9 pour refl\u00e9ter les nouvelles dispositions  <\/li>\n\n\n\n<li>\u00c9tablir des proc\u00e9dures pour g\u00e9rer les demandes de cong\u00e9 maladie de longue dur\u00e9e  <\/li>\n\n\n\n<li>Tenir des registres pr\u00e9cis du temps de service des employ\u00e9s et de l\u2019utilisation des cong\u00e9s  <\/li>\n\n\n\n<li>Assurez-vous que les gestionnaires comprennent les nouveaux droits aux cong\u00e9s et les exigences en mati\u00e8re de protection de l\u2019emploi  <\/li>\n\n\n\n<li>Pr\u00e9parez-vous \u00e0 d\u2019\u00e9ventuels ajustements de personnel lors des absences prolong\u00e9es  <\/li>\n<\/ul>\n\n<h4 class=\"wp-block-heading\"><em><em>Opportunit\u00e9s  <\/em><\/em><\/h4>\n\n<p>Ces changements l\u00e9gislatifs offrent aussi des opportunit\u00e9s aux entreprises visionnaires :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Une loyaut\u00e9 et une r\u00e9tention accrues des employ\u00e9s gr\u00e2ce \u00e0 des politiques de cong\u00e9 de soutien  <\/li>\n\n\n\n<li>Am\u00e9lioration de la marque employeur et des avantages en recrutement  <\/li>\n\n\n\n<li>Occasions de d\u00e9velopper des strat\u00e9gies de main-d\u2019\u0153uvre plus flexibles  <\/li>\n\n\n\n<li>Potentiel pour renforcer l\u2019engagement des employ\u00e9s et les programmes de bien-\u00eatre  <\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-39ceb429eb64f68eab1466ad78dd720e\" style=\"color:#056892\">Prochaines \u00e9tapes et plan d\u2019action  <\/h3>\n\n<h4 class=\"wp-block-heading\"><em>Actions imm\u00e9diates  <\/em><\/h4>\n\n<p>Pour se pr\u00e9parer \u00e0 la date d\u2019entr\u00e9e en vigueur du 19 juin 2025 :  <\/p>\n\n<ol class=\"wp-block-list\">\n<li>R\u00e9visez et mettez \u00e0 jour votre manuel de l\u2019employ\u00e9 et vos politiques de cong\u00e9  <\/li>\n\n\n\n<li>Former le personnel RH et les gestionnaires sur les nouvelles dispositions de cong\u00e9  <\/li>\n\n\n\n<li>\u00c9valuer les strat\u00e9gies actuelles de planification et de couverture de la main-d\u2019\u0153uvre  <\/li>\n\n\n\n<li>\u00c9tablir des proc\u00e9dures claires pour les demandes et approbations de cong\u00e9  <\/li>\n<\/ol>\n\n<p><em><em>Strat\u00e9gies \u00e0 long terme  <\/em><\/em><\/p>\n\n<p>Pour la conformit\u00e9 continue et la planification strat\u00e9gique :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>D\u00e9velopper des syst\u00e8mes complets d\u2019administration des cong\u00e9s  <\/li>\n\n\n\n<li>Cr\u00e9er une planification de la rel\u00e8ve pour les r\u00f4les critiques  <\/li>\n\n\n\n<li>Envisagez des solutions de dotation temporaire pour les absences prolong\u00e9es  <\/li>\n\n\n\n<li>Mettez en place des programmes de bien-\u00eatre des employ\u00e9s pour soutenir la sant\u00e9 globale  <\/li>\n\n\n\n<li>Revoir et mettre \u00e0 jour r\u00e9guli\u00e8rement les politiques au fur et \u00e0 mesure de l\u2019\u00e9volution des r\u00e8glements  <\/li>\n<\/ul>\n\n<h4 class=\"wp-block-heading\"><em><em>Assistance personnalis\u00e9e  <\/em><\/em><\/h4>\n\n<p>Chaque situation d\u2019affaires est unique. Nous vous encourageons \u00e0 contacter People2.0 pour obtenir des conseils personnalis\u00e9s sur l\u2019impact pr\u00e9cis de ces changements sur vos op\u00e9rations et votre strat\u00e9gie de main-d\u2019\u0153uvre.   <\/p>\n\n<h3 class=\"wp-block-heading has-text-color has-link-color wp-elements-eec53b10fe23a485820970c3e72a2f96\" style=\"color:#056892\">Naviguer ensemble dans la conformit\u00e9  <\/h3>\n\n<p>Notre engagement envers votre succ\u00e8s va bien au-del\u00e0 de la simple prestation de services; nous sommes votre partenaire pour naviguer dans la complexit\u00e9 du paysage canadien de l\u2019emploi en \u00e9volution. En restant proactifs et inform\u00e9s des changements l\u00e9gislatifs comme les nouvelles dispositions ontariennes sur les cong\u00e9s de maladie de longue dur\u00e9e, nous pouvons nous assurer collectivement que votre entreprise demeure non seulement conforme, mais prosp\u00e8re.   <\/p>\n\n<p>Ces changements refl\u00e8tent l\u2019\u00e9volution continue des attentes en milieu de travail et des droits des employ\u00e9s. Avec une bonne pr\u00e9paration et le bon partenariat, votre organisation peut s\u2019adapter avec succ\u00e8s tout en maintenant l\u2019excellence op\u00e9rationnelle et en soutenant vos employ\u00e9s pr\u00e9cieux.   <\/p>\n\n<p>Pour toute question sur l\u2019impact de ces changements sur votre situation particuli\u00e8re, contactez nos sp\u00e9cialistes en emploi canadiens chez <a href=\"mailto:HRCanada@people20.com\" target=\"_blank\" rel=\"noreferrer noopener\">HRCanada@people20.com<\/a>. Ensemble, continuons \u00e0 fa\u00e7onner l\u2019avenir du travail de fa\u00e7on responsable.   <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le nouveau cong\u00e9 de longue dur\u00e9e pour maladie de l\u2019Ontario offre 27 semaines de cong\u00e9 non pay\u00e9 pour des conditions m\u00e9dicales graves, \u00e0 compter du 19 juin 2025.<\/p>\n","protected":false},"author":3,"featured_media":27453,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1199,1227,1889,1203,1215],"tags":[1639,1683,1687,1679,1675,1371],"class_list":["post-27505","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-classification-compliance-fr-ca","category-compliance-fr-ca","category-legislative-updates","category-practice-areas-fr-ca","category-workforce-management-fr-ca","tag-legislative-updates-fr-ca","tag-pa3-fr-ca","tag-pa4-fr-ca","tag-pa2-fr-ca","tag-pa1-fr-ca","tag-workforce-compliance-fr-ca"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>People2.0 | Global<\/title>\n<meta name=\"description\" content=\"Le nouveau cong\u00e9 de longue dur\u00e9e pour maladie de 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