Work absence of full-time employees by public and private sector, annual^{1, 2}

Data beginning in 1997 exclude maternity leave. However, men on paid paternity (in Quebec only) or parental leave are included in the calculation until 2006.

To ensure respondent confidentiality, estimates below a certain threshold are suppressed. For Canada, Quebec, Ontario, Alberta and British Columbia suppression is applied to all data below 1,500. The threshold level for Newfoundland and Labrador, Nova Scotia, New Brunswick, Manitoba and Saskatchewan is 500, while in Prince Edward Island, estimates under 200 are supressed. For census metropolitan areas (CMAs) and economic regions (ERs), use their respective provincial suppression levels mentioned above. Estimates are based on smaller sample sizes the more detailed the table becomes, which could result in lower data quality.

Excluding the territories.

Days lost per worker are calculated by multiplying the inactivity rate by the estimated number of working days in the year (250). The estimated number of working days in the year (250) is in line with other research in the field. This number assumes that the typical full-time employee works a 5-day week - indeed, the 1995 Survey of Work Arrangements showed that 75% of full-timers had a 5-day week - and is entitled to all statutory holidays (around 10 days a year). Thus, the potential annual labour supply of a typical worker would be 52 weeks multiplied by 5, less 10 statutory holidays, or 250 days. This allows the days lost per worker in a year to be calculated.

Those who work for a local, provincial or federal government, for a government service or agency, a crown corporation, or a government funded establishment such as a school (including universities) or hospital.

Those who work as employees of a private firm or business.