I have children working and residing in Canada and through my visits with them and currently with the expectation of a new baby due in July I have been having a discussion with them regarding the cultural differences between the approach towards sick days, and sickness in Canada compared to Indonesia. This as well as a conversation I had with a client last week has emphasized the stark differences between the approaches regarding the family vs privacy approach on how sickness is handled not only in the home but the workplace.

In Canada, sick leave is a private matter. You call in, and take the day off. In Ontario, where my daughter resides, under the Employment Standards Act, employers cannot require details beyond what’s necessary to confirm the employee is unable to work. Similarly, federal law protects employee medical privacy and no one asks questions. The employee may be required to obtain a medical note after a certain number of days absent however are not required to disclose any information regarding the sickness. The system respects personal health boundaries — and it works within a framework of paid leave, professional care, and limited family involvement during recovery.

Sick Leave Allowances: Canada vs Indonesia

In Canada, workers generally receive paid sick leave, although the exact amount depends on the province and employer. For example, federally regulated employees are entitled to up to 10 days of paid sick leave per year after 30 days of continuous employment (Government of Canada, 2023). During the COVID-19 pandemic, several provinces introduced temporary additional sick days to encourage workers to stay home when ill.

In contrast, Indonesia’s sick leave system is regulated under the Labor Law No. 13/2003. Employees who are sick and can show a doctor’s certificate are entitled to full salary for the first four months of their illness, after which the salary is reduced incrementally if the illness continues (up to a maximum of 12 months) (ASEAN Briefing, 2023). However, many Indonesian companies expect that short-term sick leave — such as a day or two for a fever — is either deducted from the employee’s annual leave quota or sometimes treated informally without strict documentation, depending on the company’s culture.

On average, a Canadian worker takes about 8.5 sick days per year (Statistics Canada, 2022), while in Indonesia, the figure is harder to measure formally but is estimated to be lower — around 3 to 5 days per year based on reports from local HR firms and the International Labor Organization. However, these numbers might not accurately reflect the reality: cultural pressures in Indonesia often discourage employees from officially recording sick days unless absolutely necessary.

Maternity Leave: A Stark Contrast

Maternity leave policies reveal even greater differences between the two countries.

In Canada, maternity and parental benefits are quite generous. Mothers can claim up to 15 weeks of maternity benefits, plus standard parental leave of up to 40 weeks (shared between parents), with some income replacement through Employment Insurance (EI). The Canadian government emphasizes supporting families during early childcare stages.

Meanwhile, Indonesian labor law provides only three months of maternity leave (one and a half months before and one and a half months after childbirth), and maternity pay is fully borne by the employer. Although protected by law, in practice, many working mothers feel pressured to return to work quickly, especially in smaller companies with fewer resources to cover long absences.

The Role of Family in Illness: A Cultural Difference

One of the most distinctive aspects of Indonesian sick leave culture is the involvement of family. In Indonesia, when a family member is hospitalized, it is expected that relatives will stay with the patient — sometimes 24/7 — to provide emotional support, assist with basic care, and advocate for the patient’s needs. Hospitals even design patient rooms with additional sleeping spaces for accompanying family members.

This tradition means that not only the patient but other family members may need to take time off work as well, something rarely seen in Canadian culture. In Canada, visiting hours are limited, and while family visits are important, professional medical staff handle all patient care. Family members typically continue working unless there is a severe or terminal illness.

This profound family-centered approach in Indonesia reflects broader societal values where taking care of relatives is both a duty and a source of pride. In contrast, the Canadian system emphasizes individualism and institutional care over direct family involvement.

Confidentiality and Respect for Privacy

Another important difference is how employee illness is handled at the workplace level.

In Canada, employers are not legally allowed to ask for details about the nature of an employee’s illness when they call in sick. Privacy laws protect workers, and employers can only request a general medical certificate if absence extends beyond a certain number of days.

In Indonesia, while larger companies often respect privacy, it is still common in smaller businesses or informal workplaces for employers (or colleagues) to ask about the specifics of an employee’s illness. This is not seen as invasive — instead, it reflects a communal concern and cultural norms around shared information and emotional connection.

How Sick Leave Impacts Productivity

Studies show that sickness absence directly affects company productivity. According to a report by the Conference Board of Canada, absenteeism costs Canadian employers an estimated $16.6 billion annually (Conference Board of Canada, 2022). In Indonesia, precise numbers are harder to obtain, but a 2021 study by the ILO estimated that absenteeism reduces GDP growth by around 1% annually.

Interestingly, presenteeism — when employees show up sick but are not fully productive — is also a significant hidden cost in both countries. In Indonesia, the pressure to be present even when unwell can cause longer-term health issues, while in Canada, flexible work-from-home options post-pandemic have slightly improved this.

The Influence of Modern Lifestyles

Our modern lifestyles — characterized by sedentary behavior, poor diets, high stress, and overwork — significantly contribute to the frequency of sick leave today.

In Canada, rising mental health issues, burnout, and lifestyle-related diseases (like diabetes and heart disease) have been linked to an increase in sick days taken. Similarly, in Indonesia, while infectious diseases still account for many sick days, lifestyle diseases are rapidly increasing, especially in urban populations. The shift to sedentary, highly stressful work environments in Jakarta, Surabaya, and other cities means that sick leave will likely become a bigger issue in the future.

Both countries are facing the reality that preventative health measures, better work-life balance, and corporate wellness programs will be critical to managing sick leave sustainably.

Conclusion

Sick leave policies and practices are a fascinating mirror of a country’s culture and values. In Canada, the focus is on individual rights, institutional healthcare, and privacy. In Indonesia, the emphasis is on family responsibility, communal support, and a blending of formal law with cultural expectations.

Understanding these differences not only helps companies manage international workforces more effectively but also highlights the importance of respecting and adapting to different cultural approaches to health and work.

Sources:

• Government of Canada: Paid Sick Leave (2023)
• ASEAN Briefing: Indonesia’s Employment Law (2023)
• Conference Board of Canada: Absenteeism Costs (2022)
• International Labour Organization Indonesia Reports (2021)