Short-Term Disability in Ontario: What You Need to Know

Published on
July 4, 2026
Written by Saad Mirza

Short-term disability (STD) is income replacement coverage for employees who cannot work due to a temporary medical condition — physical or mental. It is designed to bridge the gap between your last day of work and your recovery or transition to long-term disability if needed.

Ontario’s Employment Standards Act does not require employers to provide a short-term disability plan. Whether you have access to STD benefits depends on:

Your employment contract
Your employer’s group benefits plan
Your collective agreement if you are unionized

If your employer offers STD coverage, it is a contractual benefit — and once offered, it must be provided according to its terms.

Your Options Without an Employer STD Plan

If your employer does not offer short-term disability coverage, you have other options:

EI Sickness Benefits

The federal government provides up to 15 weeks of Employment Insurance sickness benefits, paid at 55% of your average weekly insurable earnings — up to approximately $695 per week in 2026. You need 600 insurable hours in the past 52 weeks to qualify. Apply at Service Canada as soon as you stop working — do not wait.

ESA Sick Leave

Ontario’s ESA entitles most employees to 3 days of unpaid sick leave per year. Minimal — but it provides basic job protection for short absences.

Human Rights Code Protection

If your condition qualifies as a disability, your employer has a duty to accommodate you — which may include granting additional unpaid leave beyond your ESA entitlement, up to the point of undue hardship.

How Long STD Coverage Lasts

It varies by plan — but typically between 8 and 26 weeks. Most employer plans are designed to cover the period until long-term disability coverage begins, which usually kicks in after 17 to 26 weeks of continuous disability.

How Much STD Pays

It depends on your specific plan — but most STD plans replace between 55% and 85% of your regular earnings during the covered period. Review your benefits booklet or speak to your HR department for your plan’s specific rate.

Termination During Short-Term Disability Leave

Technically, an employer can terminate an employee during a medical leave if there is a legitimate business reason unrelated to the disability. But in practice, terminating someone while on short-term disability is extremely risky for employers and frequently results in legal claims.

If your termination is connected — even indirectly — to your medical condition or absence, you may have claims under:

The Employment Standards Act for termination without proper notice
The Ontario Human Rights Code for disability discrimination
Common law for wrongful dismissal

All three can be pursued at the same time.

Steps to Take After a Denied STD Claim

Insurers deny short-term disability claims more often than they should. If your claim is denied:

Request the denial in writing with full reasons
Review your plan documents against those reasons
File an internal appeal — most plans have a formal process
Speak to an employment lawyer if the appeal fails

A denial is not necessarily final.

Job Protection During Short-Term Disability

While you are on a protected medical leave:

Your job must be held for you
Your benefits and seniority continue to accrue
Your employer cannot demote, discipline, or punish you for being absent

Returning to find a reduced role, lower pay, or a changed position may amount to constructive dismissal.

The bottom line: Short-term disability exists to protect your income when your health forces you out of work. Know what your plan covers, apply for EI sickness benefits if you have no plan, and understand that your job is protected while you recover. If your claim is denied or your employment ends during your leave, get legal advice before accepting that outcome.