A Record of Employment — commonly called an ROE — is an official document your employer is legally required to issue every time you stop working or your earnings are interrupted. It records your employment history with that employer and is the primary document Service Canada uses to determine whether you qualify for EI benefits and how much you will receive.
Without an ROE, your EI claim cannot be properly processed.
Your employer must issue your ROE within five calendar days of:
- The last day you worked, or
- The day they become aware your earnings have been interrupted
If your employer uses paper ROEs, they must provide it to you directly. If they issue ROEs electronically through Service Canada’s online system, they do not need to give you a physical copy — Service Canada receives it automatically and it will appear in your My Service Canada Account.
What Information Does an ROE Contain?
Your ROE must accurately reflect:
- Your full name and Social Insurance Number
- Your employer’s name and payroll reference number
- Your first and last day of work
- Your total insurable earnings and hours
- The reason your employment ended — called the “separation code”
- Any outstanding vacation pay, statutory holiday pay, or other monies owed
Every single field matters. An error in any one of them can delay your EI claim or reduce the amount you receive.
The Separation Code — Why It Matters More Than Most People Realise
The separation code is one of the most consequential parts of your ROE — and one of the most frequently disputed.
The code tells Service Canada why you stopped working. The most common codes are:
Code A — Shortage of work (layoff)
Used when your position was eliminated or hours reduced due to lack of work. This is the most straightforward path to EI eligibility.
Code D — Illness or injury
Used when you stopped working due to a medical condition. This opens the door to EI sickness benefits rather than regular benefits.
Code E — Quit
This code can significantly complicate your EI claim. If you voluntarily left your job without just cause, you may be disqualified from receiving regular EI benefits. If your employer codes your ROE as a quit when you were actually dismissed, that is a serious problem — and it must be challenged.
Code M — Dismissal
Used when your employer terminated your employment. You are generally still eligible for EI with this code, though Service Canada may contact both parties to understand the circumstances.
Code N — Leave of absence
Used when your earnings are interrupted due to an approved leave — parental, medical, or otherwise.
What If Your Employer Puts the Wrong Code?
This happens more often than it should — and the consequences can be serious. An employer who codes a termination as a resignation, or who records the wrong earnings or hours, can delay or derail your EI claim entirely.
If you believe your ROE contains an error:
- Contact your employer first and request a correction in writing
- If they refuse, contact Service Canada directly — you can dispute the information on your ROE and provide your own account of the separation
- Speak to an employment lawyer if the error appears intentional or your employer is being uncooperative
Deliberately issuing a false ROE is a violation of federal law. It is not a minor administrative issue.
What If Your Employer Refuses to Issue an ROE?
Your employer has no legal right to withhold your ROE. If they fail to issue it within the required five-day window, you can:
- File a complaint with Service Canada
- Contact the Canada Revenue Agency, which administers ROE compliance
- Seek legal advice if the delay is causing financial harm
You can also request that Service Canada process your EI claim without the ROE in certain circumstances — but this takes longer and may affect the outcome of your claim.
ROE and Your Severance Negotiation
One important intersection that many employees miss — the information on your ROE can affect your severance negotiation and vice versa.
Specifically, if you receive a lump sum severance payment, Service Canada may treat a portion of it as earnings allocated to a period following your termination — which can delay the start of your EI benefits. How your severance is structured and described matters, and it is worth discussing with a lawyer before you finalise any settlement.
My Last Words
Your ROE is not just a formality. It is the document that determines whether your EI claim is approved, how much you receive, and when your benefits begin. If it contains an error — whether accidental or deliberate — it needs to be corrected before it costs you money.
If your employer is delaying, refusing, or issuing an ROE with information that does not reflect what actually happened, do not let it go. You have options, and we can help you use them.
