Difference between revisions of "Qualifying for Employment Insurance (8:III)"

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{{REVIEWED LSLAP | date= August 1, 2023}}
{{LSLAP Manual TOC|expanded = EI}}
{{LSLAP Manual TOC|expanded = EI}}


== A. Insurable Employment ==
== A. Insurable Employment ==


Sections 5(1) and (2) of the ''EI Act'' set out what is and what is not insurable employment. Please note that s 5(2) outlines specific instances of employment that are not insurable (i.e. employment in Canada by an international organization, by a foreign government, or by Her Majesty in right of a province). When in doubt, the reader should consult s 5 of the ''EI Act'', and s 3 of the ''EI Regulations''.
Sections 5(1) and (2) of the ''EI Act'' set out what is and what is not insurable employment. Please note that s. 5(2) outlines specific instances of employment that are not insurable (e.g., employment in Canada by an international organization, by a foreign government, or by His Majesty in right of a province). When in doubt, the reader should consult s. 5 of the ''EI Act'' and s. 3 of the ''EI Regulations.''


Generally, if the employer has deducted EI premiums, then the employment is insurable. However, it is the nature of the employment, and not the premiums paid, that is determinative.  
Generally, if the employer has deducted EI premiums, then the employment is insurable. However, it is the '''nature of the employment''', and not the premiums paid, that is determinative.


Disputes concerning s 90(1) of the ''EI Act'' including:  
Some disputes are determined ''solely'' by the Canada Revenue Agency (“'''CRA'''”). These disputes concern s. 90(1) of the ''EI Act'', and include:
*a) whether employment is insurable;
*b) how long employment lasts, including the dates on which it begins or ends;
*c) the amount of any insurable earnings;
*d) how many hours an insured person has had insurable employment;
*e) whether a premium is payable;
*f) the amount of a premium payable;
*g) who is the employer of an insured person;
*h) whether employers are associated employers; or
*i) what amount shall be refunded under s 96(4) - (10);


are determined '''solely''' by the Canada Revenue Agency (CRA). Appeals of decisions by the CRA are made first to the Minister of National Revenue  (within 90 days of being informed of the decision), and then to the Tax Court of Canada (''EI Act'', s 103). Tax Court decisions can be appealed to the Federal Court of Appeal under s 27 of the ''Federal Court Act'', RSC 1985, c. F-7.
:(a) whether an employment is insurable;
:(b) how long an insurable employment lasts, including the dates on which it begins and ends;
:(c) what is the amount of any insurable earnings;
:(d) how many hours an insured person has had in insurable employment;
:(e) whether a premium is payable;
:(f) what is the amount of a premium payable;
:(g) who is the employer of an insured person;
:(h) whether employers are associated employers; and
:(i) what amount shall be refunded under s. 96(4) to (10).


Workers with insurable earnings below $2,000 will have their premiums refunded.  
Appeals of decisions by the CRA are made first to the Minister of National Revenue (within 90 days of being informed of the decision), and then to the Tax Court of Canada (''EI Act'', s. 103). Tax Court decisions can be appealed to the Federal Court of Appeal under s. 27 of the ''Federal Court Act'', RSC 1985, c. F-7.


== B. Qualifying Period ==
== B. Qualifying Period ==


=== 1. General ===
=== 1. General ===


To qualify for EI benefits, a claimant must have worked in insurable employment for a specific period of time. This period is determined by  several factors that are explained below. The premium period is calculated based on '''hours''' of insurable employment. The required number of hours of insurable employment must be accumulated during the claimant’s “qualifying period”. The definition of qualifying period is set out in s 8(1) of the ''EI Act''. This is usually the shorter of either:  
To qualify for EI benefits, a claimant must have worked a certain number of hours of insurable employment during the claimant’s qualifying period. The required number of hours may vary according to the location of the claimant, and the unemployment rate in the region they live in. The definition of qualifying period is set out in s. 8(1) of the ''EI Act''. This is usually the shorter of either:
*a) the 52 weeks immediately before the benefit period commences under s 10(1); or
 
*b) the period between the beginning of a prior claim and the beginning of the present one.
:(a) the 52-week period immediately before the benefit period commences under s. 10(1);
 
:(b) the period that begins on the first day of an immediately preceding benefit period and ends with the end of the week before the beginning of a benefit period under s. 10(1) – i.e., the period between the beginning of a prior claim and the beginning of the present claim.


=== 2. Extensions of the Qualifying Period ===
=== 2. Extensions of the Qualifying Period ===


The qualifying period may be extended (i.e. the Commission will look further back in time) up to a maximum of 104 weeks, as set out in ss 8(2)(a)-(d). It may be extended if the claimant can prove that he or she was unable to work during any of the weeks of the qualifying period because of:  
The qualifying period may be extended (i.e., the Commission will look further back in time) up to a maximum of 104 weeks, as set out in s. 8(7) of the ''EI Act''. It may be extended if the claimant can prove that they were unable to work during any of the weeks of the qualifying period because of:
*a) illness, injury, quarantine, or pregnancy;
*b) attendance in a course which he or she was referred to by HRDC; or
*c) the claimant has left the job due to hazardous work or working conditions. This covers situations where the claimant has ceased to work  because to continue would have entailed danger to the worker, the worker’s unborn child, or a child whom the worker is breast-feeding.


'''NOTE:'''
:(a) illness, injury, quarantine, or pregnancy;
:The extension under (c) is limited to situations where a worker would receive payments under provincial law. Many provinces, including  BC, do not yet provide for such payments. Consequently, BC workers cannot use (c) as a ground to extend the qualifying period.                             
:(b) confinement in a jail, penitentiary, or other similar institution and was not found guilty of the offence for which the person was being held or any other offence arising out of the same transaction;
:Also, since June 30th 2013, individuals who are incarcerated and found guilty of an offence for which they are being detained will no longer be able to have their Employment Insurance qualifying and/or benefit periods extended beyond the usual 52 weeks for each week they are confined in a jail, penitentiary or similar institution.  
:(c) receiving assistance under employment benefits; or
:(d) the claimant has left the job due to hazardous work or working conditions. This covers situations where the claimant has ceased to work because to continue would have entailed danger to the worker, the worker’s unborn child, or a child whom the worker was breast-feeding (''EI Act'', s. 8(2)).


Section 8(3) allows the Commission to extend the qualifying period for persons who were receiving compensation arising from the “complete severance” of a previous employment relationship during the benefit period (e.g. severance pay paid following dismissal).
:'''Note''': The extension under subsection (d) is limited to situations where a worker would receive payments under provincial law. Many provinces, including BC, do not yet provide for such payments. Consequently, '''BC workers cannot use (d) as a ground to extend the qualifying period.'''


The absolute '''maximum extension''' of a qualifying period is '''104 weeks''' (two years). After 104 weeks, no extensions can be made to the claimant’s qualifying period.  
The absolute '''maximum extension''' of a qualifying period is '''104 weeks''' (two years). After 104 weeks, no extensions can be made to the claimant’s qualifying period.


'''NOTE:''' The qualifying period can never be extended to include a period of time prior to the filing of a previous claim. In other words,  the same insurable hours can never be used for two separate claims.
It is worth noting that the same insurable hours cannot be used for two separate claims.


== C. Minimum Hours of Employment Required ==
== C. Minimum Hours of Employment Required ==


=== 1. Types of Claimants (As Defined By the EI Act) ===
=== 1. Required Hours ===
 
Claimants are classified differently depending on their prior “attachment” to the labour market. Major attachment claimants will be able to receive special benefits (See [[Types of Employment Insurance Benefits (8:VI) | Section VI: Types of Benefits]]). 


==== a) Major Attachment Claimants ====
The number of hours needed to establish a claim for EI regular benefits is based on the regional variable entrance requirements for all claimants. This is based on the regional rate of unemployment in the region where the claimant ordinarily resides.


A major attachment claimant is defined in s 6(1) as a claimant who qualifies to receive benefits and who has 600 or more hours of insurable employment in their qualifying period.  
A claimant will need to have accumulated between 420 and 700 hours of insurable employment during their qualifying period to be eligible to receive EI regular benefits (''EI Ac''t, s. 7(2)).


Major attachment claimants are eligible for all types of “special” benefits (e.g. pregnancy, parental, and sickness).
Unemployment rates for EI Economic Regions can be found online at https://srv129.services.gc.ca/ei_regions/eng/rates_cur.aspx.


==== b) Minor Attachment Claimants ====
You can find your economic region by searching your postal code at the following link: https://srv129.services.gc.ca/ei_regions/eng/postalcode_search.aspx.


A minor attachment claimant is defined in s 6(1) as a claimant who qualifies to receive benefits and has fewer than 600 hours of insurable  employment in their qualifying period.  
The number of hours that an insured person needs under s. 7 to qualify for benefits is increased to the number shown under s. 7.1(1) of the ''EI Act'' if one or more violations have occurred in the 260-week period prior to the initial claim (see [[Keeping Out of Trouble on Employment Insurance (8:IX)|'''Section IX: Keeping Out of Trouble''']]).


Minor attachment claimants cannot receive most special benefits.
:'''Note''': Due to COVID-19, for EI claims established between September 26, 2021 and September 24, 2022, claimants only needed 420 hours of insurable employment to qualify for regular benefits, regardless of where they lived in Canada. These were temporary measures enacted during the COVID-19 pandemic and have since reverted to the regular entrance requirements.
 
==== c) New Entrants or Re-entrants ====
 
A new entrant, or re-entrant, is defined in s 7 as a person who, in the last 52 weeks before the qualifying period, had less than 490 hours of the following: 
*a) hours of insurable employment;
*b) hours for which benefits have been paid or were payable to the person calculated on the basis of 35 hours for each week of benefits;
*c) prescribed hours that relate to employment in the labour force; or
*d) hours comprised of any combination of those hours.
 
A new entrant, or re-entrant requires 910 hours of insurable employment in their qualifying period, regardless of the rate of unemployment in their region, which qualifies them to be major attachment claimants.  
 
'''NOTE:''' Under subsection 4.1 of s 7 of the ''EI Act'', parents just returning to the workforce who received one or more weeks of special  benefits (see [[Types of Employment Insurance Benefits (8:VI) | Section VI: Types of Benefits]]) in the previous five years are not classified as new entrants or re-entrants. They can qualify for benefits with the same number of hours as regular attached workers.  


=== 2. Youth and EI ===
=== 2. Youth and EI ===


As long as a minor is employed in insurable employment and is paying into the plan, a minor is eligible in the same manner as an adult.  
When a minor is engaged in insurable employment and is making contributions to the plan, they are eligible for EI benefits in the '''same manner as an adult.'''


=== 3. Hours Required ===
== D. Interruption of Earnings ==
 
All new entrant or re-entrant claimants must accumulate 910 hours of insurable employment during their qualifying period, which entitles them to be major attachment claimants. Regional tables of unemployment are not relevant to the 910 hour requirement.                             
 
For all other claimants to receive the regular benefits, they must meet their '''s. 7 Table''' requirements during the qualifying period.
 
The number of hours required to qualify for benefits is based on the unemployment rate of the region in which the claimant lives. HRDC relies on Statistics Canada’s Labour Force Survey and its “seasonally adjusted average unemployment rate”. Note that several features of the Labour Force survey make the official unemployment rate appear much lower than it actually is. The current rate of unemployment for each region can be  found at: http://www.hrsdc.gc.ca/eng/employment/ei/economic_regions/index.shtml.
 
'''''EI Act, s. 7'' Table'''
 
{| class="wikitable"
! Regional Rate Of Unemployment
! Required Number of Hours of Insurable Employment in the Qualifying Period
|-
| 6.0% and under
| 700
|-
| over 6.0% to 7.0%
| 665
|-
| over 7.0% to 8.0%
| 630
|-
| over 8.0% to 9.0%
| 595
|-
| over 9.0% to 10.0%
| 560
|-
| over 10.0% to 11.0%
| 525
|-
| over 11.0% to 12.0%
| 490
|-
| over 12.0% to 13.0%
| 455
|-
| over 13.0%
| 420
|}
For EI purposes, British Columbia is divided into six regions:
*a) Southern Interior consisting of Thompson-Nicola, Columbia-Shuswap, Okanagan and Kootenays Regional Districts; 
*b) Southern Coastal British Columbia, consisting of Comox-Strathcona, Powell River, Squamish-Lillooet, Fraser Valley, Sunshine Coast, Nanaimo, Alberni-Clayoquot, Cowichan Valley and Capital Regional Districts;
*c) Abbotsford, consisting of Mission and Abbotsford;
*d) Vancouver, consisting of Greater Vancouver, West Vancouver, North Vancouver, Richmond, Surrey, Delta, Burnaby, Langley, Maple Ridge, Coquitlam, Pitt Meadows and New Westminster;
*e) Victoria, including Saanich, Metchosin, Oak Bay, Sooke and Esquimalt; and
*f) Northern British Columbia.
 
For more details on the regions, refer to the ''EI Regulations'', Schedule I, s 7. The monthly seasonally adjusted regional rate is available    from [http://www.statcan.gc.ca/pub/71-001-x/2009005/t018-eng.htm Statistics Canada]. 


'''NOTE:''' A claimant who does not qualify at the time of his or her application may subsequently qualify if the regional unemployment rate  should rise into a higher category. However, the converse does not apply. That is, once a claimant meets the requirements, he or she will not be cut off if the rate subsequently goes down.  
To establish a claim, the worker must have an “interruption of earnings.” An interruption of earnings is defined in ''EI Regulations'' s. 14 as occurring when:


'''NOTE:''' The number of hours that an insured person (other than a new or re-entrant to the labour force) needs under s 7 to qualify for  benefits is increased to the number shown under s 7.1(1) if one or more violations has occurred in the 260 week period prior to the initial claim (see [[Keeping Out of Trouble on Employment Insurance (8:IX) | Section IX: Keeping Out of Trouble]]).
:: an insured person is laid off or separated from an employment and has a period of '''seven or more consecutive days''' during which '''no work is performed''' for that employer and '''no earnings are payable''' from that employment.


== D. Interruption of Earnings ==
Layoff, the end of a contract, and dismissal can all be causes of an interruption of earnings.  


To establish a claim, the worker must have an “interruption of earnings.” An interruption of earnings is defined as:
A substantial reduction in work hours, such as transitioning from full-time employment to one day a week or less, '''does not''' meet the criteria for an interruption of earnings for regular benefits. Therefore, an individual whose work hours are substantially reduced cannot file a claim unless they experience a complete week of unemployment. Special benefits may be an exception to this rule. However, if there is an interruption of earnings from one of two part-time jobs with the same employer, the claimant may be eligible.


::'''Seven or more consecutive days''' during which the employee performs no work and for which the employee will '''receive no earnings'''. (''EI Regulations'', s.14)
:'''Note''': In the case of special benefits, an interruption of earnings is deemed to have occurred when a worker experiences a reduction in earnings exceeding 40% of their normal weekly earnings.
 
Layoff, the end of a contract, dismissal, voluntary departure, maternity, illness, adoption, and retirement can all be causes of an interruption of earnings. It must have occurred in the past 52 weeks for the claimant to be eligible for benefits.
 
A substantial reduction in the hours of work (for example, from full time to one day a week or less) does '''not''' meet this definition.  Consequently, a worker whose hours are drastically reduced cannot establish a claim unless he or she has a full week of unemployment. The only exception is for special benefits. However, if there is an interruption of earnings from one of two part-time jobs with the same employer, then the claimant could qualify.  


=== 1. Weeks of Unemployment ===
=== 1. Weeks of Unemployment ===


“Week of unemployment” is defined in s 11(1) of the ''EI Act''. This definition is important for the purposes of claiming benefits. The  following subsections of s 11 describe situations which do not amount to an interruption of earnings as defined in s 14.  
A “week of unemployment” is defined in s. 11(1) of the ''EI Act'' as “a week in which the claimant does not work a full working week.” However, the subsequent subsections of s. 11 describe situations which ''do not'' amount to an interruption of earnings as defined in s. 14.


*Subsection (2): a week during which a claimant’s contract of service continues and in respect of which he or she receives, or will receive,  usual remuneration for a full working week, does not constitute a week of unemployment, even if the claimant actually performs no work during that time.
== E. Record of Employment ==


*Subsection (3): where an employee agrees with the employer to take a period of leave from employment, but continues to be an employee during  that period, and receives remuneration that was set aside during a period of work (i.e. vacation pay), any week or part of a week during such a period of leave is not a week of unemployment, regardless of when the remuneration was paid.  
Typically, the record of employment (“'''ROE'''”) serves as the primary proof to establish an interruption of earnings. Employers have an obligation to issue an ROE for an insured individual when there is an interruption of earnings (''EI Regulations'', s. 19(2)).
 
*Subsection (4): where an insured person regularly works a greater number of hours, days, or shifts than are normally worked by persons in  full time employment, and pursuant to an agreement to which the employer is therefore entitled to a period of leave, the weeks falling in the  period of leave are not considered to be weeks of unemployment.  
 
== E. Record of Employment ==


An employer who completes a paper form must provide an employee with a Record of Employment (a ROE) five days after the first day of the interruption of earnings, or the day on which the employer becomes aware of the interruption of earnings. Many employers do not follow the  rules and take longer. 
An employer who completes a paper form must provide an employee with an ROE within five days of the first day of the interruption of earnings, or the day on which the employer becomes aware of the interruption of earnings.  


The rules for how and when an employer must file a ROE are different if they fill it out online rather than in paper form. The rules for this are set out in s 19(3.1) of the ''Employment Insurance Regulations''. If the ROE is completed in electronic form, it must be sent to the Commission no later than 5 days after the end of the pay period in which the first day of the interruption of earnings fell. If there are 13 or fewer pay periods in a year, then the ROE must be sent to the Commission no later than 15 days after the first day of the interruption of earnings. An employer who completes a ROE in electronic form is not required to send a copy to the employee.  
However, when the ROE is completed in electronic form, it must be submitted to the Commission no later than five days after the end of the pay period in which the first day of the interruption of earnings occurred. The rules governing this process are outlined in s. 19(3.1) of the ''EI Regulations''. If there are thirteen or fewer pay periods within a year, the ROE must be submitted to the Commission no later than fifteen days after the first day of the interruption of earnings. It is important to note that when an employer completes an ROE in electronic form, they are not required to provide a copy to the employee.


The ROE contains information important to the EI claim. It sets out the first and last dates of work, the total hours worked and the total earnings, which are used to determine the amount of benefits payable and it also sets out the reason for separation. If it says that the claimant quit or was fired, the Commission must investigate the reasons. Depending on the conclusions of the Commission, the claimant may be disqualified from all regular benefits (see [[Quantifying Employment Insurance Benefits (8:V)#D. Effect of Earnings | Section V.D: Effect of Earnings]]).
The ROE contains crucial information for an EI claim. It sets out the first and last dates of employment, the total hours worked, and the total earnings. These details are utilized to calculate the eligible amount of benefits. Additionally, the ROE indicates the reason for separation. In cases where it states that the claimant resigned or was terminated, the Commission is obligated to investigate the circumstances and reasoning. Based on the Commission’s findings, the claimant may be disqualified from receiving regular benefits entirely (see Section [[Quantifying Employment Insurance Benefits (8:VI)|'''VI.C: Effect of Earnings''']]).


'''NOTE:''' It is important that claimants who have worked more than one job during the qualifying period retain the ROEs from each employer.  
If the claimant disagrees with statements in the ROE, they can ask the employer to correct them. The claimant should also bring the errors to the Commission’s attention at the time of application.


If the claimant disagrees with statements in the ROE, he or she can ask the employer to correct them. The claimant should also bring the errors to the Commission's attention at the time of application.  
:'''Note''': It is crucial for claimants who have held multiple jobs during the qualifying period to retain the ROEs from each employer.


== F. Filing an Application ==
== F. Filing an Application ==


'''Applications should be filed during the first full week of unemployment''' (see [[Checklist for Initial Application for Employment Insurance (8:App A) | Appendix A: Checklist for Initial Application for EI Applications]]). However, as a matter of policy, applications will be automatically “antedated” (see [[Benefit Period of Employment Insurance (8:IV)#B. Antedating | Section IV.B: Antedating) for up to four weeks. If the claimant delays longer than this, he or she may lose benefits unless he or she is able to show “good cause” for the delay. Because of this, if a claimant cannot get a ROE immediately, he or she should still go to the nearest Canada Employment Insurance Commission office and complete an application. Usually, the Commission will want to have an ROE before they process the claim, however, claimants should always ensure they apply on time even if they do not yet have their ROE. The Claimant should make efforts to get the ROE from the employer, however if  the Claimant is unsuccessful the Commission will contact the employer if the record is not completed on time. If necessary, a claimant may prove his or her employment history and insurable earnings by filing an application supported bypay slips and cheque stubs, etc.  
'''Applications should be filed during the first full week of unemployment''' (see [[Checklist for Initial Application for Employment Insurance (8:App A)|'''Appendix A: Checklist for Initial Application for EI Applications''']]). However, as a matter of policy, applications will be automatically “antedated” (see Section [[Benefit Period of Employment Insurance (8:V)|'''V.B: Antedating''']]) for up to four weeks following the week of the interruption of earnings. If the claimant delays longer than this, they may lose benefits unless they are able to show “good cause” for the delay. Because of this, if a claimant cannot get an ROE immediately, they should still go to the nearest Canada Employment Insurance Commission office and complete an application. Usually, the Commission will want to have an ROE before they process the claim. However, claimants should always ensure they apply on time even if they do not yet have their ROE. The Claimant should make efforts to get the ROE from the employer. If the Claimant is unsuccessful, the Commission will contact the employer if the record is not completed on time. If necessary, a claimant may prove their employment history and insurable earnings by filing an application supported by pay slips and cheque stubs, etc.


'''NOTE:''' Applications may be filed online through the HRDC web site. Applicants filing online must still submit their ROE(s) by mail or in person. If the claimant’s ROE has a “W” or “S” serial number, his or her employer has provided ROE electronically to the local office and the claimant is not required to submit the paper copy. Claimants may review and edit their claim information online by using the “MyEI Information on-line” service provided by HRDC.  
:'''Note''': Applications may be filed online through the ESDC website. Applicants filing online must still submit their ROE(s) by mail or in person. If the claimant’s ROE has a “W” or “S” serial number, their employer has provided the ROE electronically to the local office and the claimant is not required to submit the paper copy. Claimants may review and edit their claim information online by using their My Service Canada Account (“MSCA”).


For general information about filing an application and about the EI system visit: http://www.hrsdc.gc.ca/en/ei/menu/eihome.shtml.
For general information about filing an application and about the EI system, visit: https://www.canada.ca/en/services/benefits/ei/ei-apply-online.html.




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Latest revision as of 18:16, 29 August 2023

This information applies to British Columbia, Canada. Last reviewed for legal accuracy by the Law Students' Legal Advice Program on August 1, 2023.



A. Insurable Employment

Sections 5(1) and (2) of the EI Act set out what is and what is not insurable employment. Please note that s. 5(2) outlines specific instances of employment that are not insurable (e.g., employment in Canada by an international organization, by a foreign government, or by His Majesty in right of a province). When in doubt, the reader should consult s. 5 of the EI Act and s. 3 of the EI Regulations.

Generally, if the employer has deducted EI premiums, then the employment is insurable. However, it is the nature of the employment, and not the premiums paid, that is determinative.

Some disputes are determined solely by the Canada Revenue Agency (“CRA”). These disputes concern s. 90(1) of the EI Act, and include:

(a) whether an employment is insurable;
(b) how long an insurable employment lasts, including the dates on which it begins and ends;
(c) what is the amount of any insurable earnings;
(d) how many hours an insured person has had in insurable employment;
(e) whether a premium is payable;
(f) what is the amount of a premium payable;
(g) who is the employer of an insured person;
(h) whether employers are associated employers; and
(i) what amount shall be refunded under s. 96(4) to (10).

Appeals of decisions by the CRA are made first to the Minister of National Revenue (within 90 days of being informed of the decision), and then to the Tax Court of Canada (EI Act, s. 103). Tax Court decisions can be appealed to the Federal Court of Appeal under s. 27 of the Federal Court Act, RSC 1985, c. F-7.

B. Qualifying Period

1. General

To qualify for EI benefits, a claimant must have worked a certain number of hours of insurable employment during the claimant’s qualifying period. The required number of hours may vary according to the location of the claimant, and the unemployment rate in the region they live in. The definition of qualifying period is set out in s. 8(1) of the EI Act. This is usually the shorter of either:

(a) the 52-week period immediately before the benefit period commences under s. 10(1);
(b) the period that begins on the first day of an immediately preceding benefit period and ends with the end of the week before the beginning of a benefit period under s. 10(1) – i.e., the period between the beginning of a prior claim and the beginning of the present claim.

2. Extensions of the Qualifying Period

The qualifying period may be extended (i.e., the Commission will look further back in time) up to a maximum of 104 weeks, as set out in s. 8(7) of the EI Act. It may be extended if the claimant can prove that they were unable to work during any of the weeks of the qualifying period because of:

(a) illness, injury, quarantine, or pregnancy;
(b) confinement in a jail, penitentiary, or other similar institution and was not found guilty of the offence for which the person was being held or any other offence arising out of the same transaction;
(c) receiving assistance under employment benefits; or
(d) the claimant has left the job due to hazardous work or working conditions. This covers situations where the claimant has ceased to work because to continue would have entailed danger to the worker, the worker’s unborn child, or a child whom the worker was breast-feeding (EI Act, s. 8(2)).
Note: The extension under subsection (d) is limited to situations where a worker would receive payments under provincial law. Many provinces, including BC, do not yet provide for such payments. Consequently, BC workers cannot use (d) as a ground to extend the qualifying period.

The absolute maximum extension of a qualifying period is 104 weeks (two years). After 104 weeks, no extensions can be made to the claimant’s qualifying period.

It is worth noting that the same insurable hours cannot be used for two separate claims.

C. Minimum Hours of Employment Required

1. Required Hours

The number of hours needed to establish a claim for EI regular benefits is based on the regional variable entrance requirements for all claimants. This is based on the regional rate of unemployment in the region where the claimant ordinarily resides.

A claimant will need to have accumulated between 420 and 700 hours of insurable employment during their qualifying period to be eligible to receive EI regular benefits (EI Act, s. 7(2)).

Unemployment rates for EI Economic Regions can be found online at https://srv129.services.gc.ca/ei_regions/eng/rates_cur.aspx.

You can find your economic region by searching your postal code at the following link: https://srv129.services.gc.ca/ei_regions/eng/postalcode_search.aspx.

The number of hours that an insured person needs under s. 7 to qualify for benefits is increased to the number shown under s. 7.1(1) of the EI Act if one or more violations have occurred in the 260-week period prior to the initial claim (see Section IX: Keeping Out of Trouble).

Note: Due to COVID-19, for EI claims established between September 26, 2021 and September 24, 2022, claimants only needed 420 hours of insurable employment to qualify for regular benefits, regardless of where they lived in Canada. These were temporary measures enacted during the COVID-19 pandemic and have since reverted to the regular entrance requirements.

2. Youth and EI

When a minor is engaged in insurable employment and is making contributions to the plan, they are eligible for EI benefits in the same manner as an adult.

D. Interruption of Earnings

To establish a claim, the worker must have an “interruption of earnings.” An interruption of earnings is defined in EI Regulations s. 14 as occurring when:

an insured person is laid off or separated from an employment and has a period of seven or more consecutive days during which no work is performed for that employer and no earnings are payable from that employment.

Layoff, the end of a contract, and dismissal can all be causes of an interruption of earnings.

A substantial reduction in work hours, such as transitioning from full-time employment to one day a week or less, does not meet the criteria for an interruption of earnings for regular benefits. Therefore, an individual whose work hours are substantially reduced cannot file a claim unless they experience a complete week of unemployment. Special benefits may be an exception to this rule. However, if there is an interruption of earnings from one of two part-time jobs with the same employer, the claimant may be eligible.

Note: In the case of special benefits, an interruption of earnings is deemed to have occurred when a worker experiences a reduction in earnings exceeding 40% of their normal weekly earnings.

1. Weeks of Unemployment

A “week of unemployment” is defined in s. 11(1) of the EI Act as “a week in which the claimant does not work a full working week.” However, the subsequent subsections of s. 11 describe situations which do not amount to an interruption of earnings as defined in s. 14.

E. Record of Employment

Typically, the record of employment (“ROE”) serves as the primary proof to establish an interruption of earnings. Employers have an obligation to issue an ROE for an insured individual when there is an interruption of earnings (EI Regulations, s. 19(2)).

An employer who completes a paper form must provide an employee with an ROE within five days of the first day of the interruption of earnings, or the day on which the employer becomes aware of the interruption of earnings.

However, when the ROE is completed in electronic form, it must be submitted to the Commission no later than five days after the end of the pay period in which the first day of the interruption of earnings occurred. The rules governing this process are outlined in s. 19(3.1) of the EI Regulations. If there are thirteen or fewer pay periods within a year, the ROE must be submitted to the Commission no later than fifteen days after the first day of the interruption of earnings. It is important to note that when an employer completes an ROE in electronic form, they are not required to provide a copy to the employee.

The ROE contains crucial information for an EI claim. It sets out the first and last dates of employment, the total hours worked, and the total earnings. These details are utilized to calculate the eligible amount of benefits. Additionally, the ROE indicates the reason for separation. In cases where it states that the claimant resigned or was terminated, the Commission is obligated to investigate the circumstances and reasoning. Based on the Commission’s findings, the claimant may be disqualified from receiving regular benefits entirely (see Section VI.C: Effect of Earnings).

If the claimant disagrees with statements in the ROE, they can ask the employer to correct them. The claimant should also bring the errors to the Commission’s attention at the time of application.

Note: It is crucial for claimants who have held multiple jobs during the qualifying period to retain the ROEs from each employer.

F. Filing an Application

Applications should be filed during the first full week of unemployment (see Appendix A: Checklist for Initial Application for EI Applications). However, as a matter of policy, applications will be automatically “antedated” (see Section V.B: Antedating) for up to four weeks following the week of the interruption of earnings. If the claimant delays longer than this, they may lose benefits unless they are able to show “good cause” for the delay. Because of this, if a claimant cannot get an ROE immediately, they should still go to the nearest Canada Employment Insurance Commission office and complete an application. Usually, the Commission will want to have an ROE before they process the claim. However, claimants should always ensure they apply on time even if they do not yet have their ROE. The Claimant should make efforts to get the ROE from the employer. If the Claimant is unsuccessful, the Commission will contact the employer if the record is not completed on time. If necessary, a claimant may prove their employment history and insurable earnings by filing an application supported by pay slips and cheque stubs, etc.

Note: Applications may be filed online through the ESDC website. Applicants filing online must still submit their ROE(s) by mail or in person. If the claimant’s ROE has a “W” or “S” serial number, their employer has provided the ROE electronically to the local office and the claimant is not required to submit the paper copy. Claimants may review and edit their claim information online by using their My Service Canada Account (“MSCA”).

For general information about filing an application and about the EI system, visit: https://www.canada.ca/en/services/benefits/ei/ei-apply-online.html.


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