Manitoba employers may soon need to rethink long‑standing practices around sick notes as the province moves forward with Bill 11, proposed legislation that would significantly limit when medical documentation can be requested in the workplace. While many businesses have relied on sick notes as a routine attendance‑management tool, the bill reflects growing pressure on the healthcare system and shifting expectations around employee wellbeing.
Under Bill 11, employers would only be permitted to request a sick note if an employee has been away for more than seven consecutive days, or has missed more than ten scheduled workdays in a calendar year due to illness or injury. The bill would also broaden who can provide documentation, allowing notes from a wider range of regulated health professionals—not just physicians.
For employers, the changes may feel like a major adjustment. Many small and mid‑sized businesses already struggle to balance operational needs with fair and consistent attendance policies. Sick notes have often been used as a way to verify absences, discourage misuse of sick time, or maintain accountability. But healthcare providers across Manitoba have raised concerns about the volume of appointments being used solely to obtain sick notes. Doctors Manitoba has publicly supported reducing unnecessary documentation, noting that these visits take time away from patients who need medical care.
Bill 11 also fits into a broader national conversation about modern workplace expectations. Employees are increasingly looking for workplaces that prioritize health, flexibility, and trust, while employers are trying to navigate evolving legislation and shifting norms around attendance and communication.
Whether Bill 11 passes as written or is amended, Manitoba employers should begin preparing now. Reviewing attendance policies, updating internal procedures, and training supervisors on the new thresholds will help prevent confusion and ensure compliance. More importantly, adapting early can help strengthen trust and communication between employers and employees—something that benefits every workplace, regardless of industry.
As the bill moves through the legislative process, employers are encouraged to monitor updates and confirm details through official provincial sources.
