One of the things I would say was that the consultations were not only from the perspective of the administration of the program for us, but also of thinking about employers who need to be able to deal with the leave and potential top-ups to the EI benefits. If people were changing their selection of the duration of the leave and also the payment rate, whether the lower 33% or the higher 55%, it could result in incorrect payments to claimants, which we would subsequently have to recover, and in challenges for their employers dealing with both the leave and any top-ups they needed to provide to those employees.
On May 30th, 2017. See this statement in context.