Regina Family and Medical Leave City Policy

Labor and Employment Saskatchewan 3 Minutes Read · published May 24, 2026 Flag of Saskatchewan

Regina, Saskatchewan staff seeking family or medical leave must follow City of Regina human resources processes alongside provincial employment standards. This guide explains who is eligible, how to request leave, the roles of City of Regina Human Resources and provincial authorities, and the practical steps staff should take when arranging parental, family responsibility or medical leaves.

Coverage & Eligibility

City of Regina employees are covered by municipal human resources policies and, where applicable, collective agreements; provincial employment standards also set minimum leave entitlements. Eligibility depends on employment status (unionized, non-union, full-time, part-time) and length of service; specific eligibility rules and bargaining-unit differences are administered by City Human Resources.

For provincial minimums and types of statutory leave, see the Saskatchewan Employment Standards guidance.[2]

Check your collective agreement or HR letter for any enhanced entitlements beyond provincial minimums.

Requesting Leave

Employees should notify their supervisor and submit documentation to City of Regina Human Resources as early as possible. Medical leaves commonly require a physician's note or medical certificate; parental leaves require notice and documentation per HR and any applicable collective agreement. For City HR procedures, contact the City of Regina Human Resources office.[1]

  • Request timeline: provide notice as soon as practicable and in accordance with HR or collective agreement rules.
  • Documentation: medical certificate or proof of birth/adoption as required by HR.
  • Initial contact: speak with your supervisor and HR to confirm coverage and next steps.

Penalties & Enforcement

Employment-related leave obligations are enforced through internal City HR processes and, for statutory minimums, the Saskatchewan Employment Standards Branch. The City does not publish municipal fines for leave-related employee disputes on the HR page; provincial enforcement remedies are described by Saskatchewan authorities.[2]

  • Enforcers: City of Regina Human Resources for municipal policy and Saskatchewan Employment Standards for statutory minimums.
  • Fine amounts: not specified on the cited City or provincial pages for municipal employer obligations; see cited pages for statutory enforcement details.[2]
  • Appeals/review: internal HR appeal or grievance processes for employees covered by collective agreements; provincial review routes follow Employment Standards complaint procedures.
  • Inspections and complaints: workers may file complaints with the Saskatchewan Employment Standards Branch where statutory breaches are alleged.
If you believe statutory leave rights were denied, file a complaint with the Employment Standards Branch promptly.

Applications & Forms

The City of Regina does not publish a public central leave application form on its HR pages; internal HR or union forms may apply. For provincial forms or complaint procedures see Saskatchewan Employment Standards and for benefit applications see the federal EI pages.[2][3]

FAQ

Who is eligible for family or medical leave as a City of Regina employee?
Eligibility depends on employment status, length of service, and collective agreement terms; contact City Human Resources to confirm your status.
Do I get paid during family or medical leave?
Paid leave depends on City policy, collective agreements, and benefit plans; statutory unpaid leaves are set by provincial law and federal EI may provide income replacement for eligible employees.[2][3]
How do I appeal a leave decision?
Use internal HR grievance or appeal channels, or file a complaint with Saskatchewan Employment Standards for statutory issues; check timelines with HR and Employment Standards.

How-To

  1. Notify your supervisor as soon as you know you will need leave.
  2. Contact City of Regina Human Resources to request leave and ask which documents are required.
  3. Submit medical certificates or parental documentation to HR by the required method (email or HR portal).
  4. Apply for federal EI benefits if eligible and follow HR guidance on pay top-ups or benefit continuation.
  5. If denied, follow the HR appeal or grievance process; for statutory breaches, lodge a complaint with Saskatchewan Employment Standards.
Start documentation early and keep copies of all communications with HR and your supervisor.

Key Takeaways

  • City HR administers municipal policy while provincial rules set minimum statutory leave rights.
  • Contact City of Regina Human Resources early to confirm documentation and timelines.
  • File complaints with Saskatchewan Employment Standards for statutory enforcement issues.

Help and Support / Resources

  1. [1] City of Regina Human Resources
  2. [2] Saskatchewan Employment Standards - Leave for workers
  3. [3] Government of Canada - EI maternity and parental benefits

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