When it comes to statutory holiday pay and eligibility in Canada, employers are legally required to observe statutory holidays — commonly known as “stat holidays” — as outlined by federal, provincial, and territorial employment standards legislation. These holidays are distinct from vacation time and other forms of paid time off (PTO).
However, the rules surrounding stat holiday pay can be complex. Factors such as the type of industry, jurisdiction (federal vs. provincial/territorial), and employee eligibility all play a role in determining entitlements. Understanding how these elements interact is key to managing payroll compliance across Canada.
What are statutory holidays?
Statutory holidays, also known as public holidays, are generally observed as paid days off for eligible employees. If an employee works on the holiday, they may receive premium pay, a substitute paid day off or a combination of pay and time off, depending on the jurisdiction.
What are statutory, general and public holidays?
The terms statutory holiday, general holiday and public holiday are often used interchangeably in Canada, but the official wording varies by jurisdiction.
- Statutory holiday is a common term used by provinces and territories for government-mandated paid holidays, such as Canada Day and Christmas Day.
- General holiday is the term used in the Canada Labour Code for employees in federally regulated industries . Some provinces and territories also use this term.
- Public holiday is the official term used in some jurisdictions. It can also be used more broadly for recognized holidays that are not mandatory paid days off everywhere.
Throughout this article, we use statutory holiday as a general shorthand unless a province, territory or federal rule uses a different official term.
What is a civic holiday?
In Canada, “civic holiday” usually refers to the holiday observed on the first Monday in August. It is not one single nationwide statutory holiday, and its name and status vary by province and municipality.
Depending on where your employees work, it may be called Civic Holiday, New Brunswick Day, Natal Day, Heritage Day or another local name. Whether employers must provide a paid day off, premium pay or another form of compensation depends on the employment standards rules that apply in that jurisdiction, as well as any employment contract or workplace policy.
Key Canadian holiday dates for 2026
- New Year’s Day – Thursday, January 1, 2026
- Good Friday – Friday, April 3, 2026
- Easter Monday – Monday, April 6, 2026
- Victoria Day – Monday, May 18, 2026
- Saint-Jean-Baptiste Day – Wednesday, June 24, 2026 (Quebec only)
- Canada Day – Wednesday, July 1, 2026
- Civic Holiday – Monday, August 3, 2026 (Not a statutory holiday in all jurisdictions.)
- Labour Day – Monday, September 7, 2026
- National Day for Truth and Reconciliation – Wednesday, September 30, 2026
- Thanksgiving Day – Monday, October 12, 2026
- Remembrance Day – Wednesday, November 11, 2026
- Christmas Day – Friday, December 25, 2026
- Boxing Day – Saturday, December 26, 2026
⭐ Statutory holidays vary by province and territory. Always confirm your obligations through your provincial or territorial Ministry of Labour.
Payroll considerations for statutory holidays
Bank closures delay direct deposits
- Most Canadian banks are closed on statutory holidays
- This means no payments can be processed on those days
- Payroll teams must adjust pay dates to ensure on-time payments
Stat holidays often require early submission of:
- Timesheets
- Manager approvals
- Payroll processing
- Payroll funding and bank transfers
Plan ahead to meet accelerated deadlines and avoid late payments.
Payroll team scheduling
- Banking holidays can affect direct-deposit processing timelines, so payroll may need to be submitted earlier than usual
- Provide advance notice to your payroll stakeholders for any changes or impacts (new hires, wage changes, vacations, etc.)
- Ensure coverage or backup is in place to meet deadlines before the holiday
Impacts for salaried employees
For many salaried employees, statutory holiday pay is already covered by their regular salary. But that doesn’t always mean there’s nothing else to calculate. Entitlements can still depend on the jurisdiction, whether the employee works that day and whether they receive a substitute paid day off.
Impacts for hourly employees or variable wages
Depending on the jurisdiction, holiday pay may be based on a regular day’s pay, average daily earnings or a percentage of recent wages. The period used to calculate this average depends on your province’s employment standards. See the provincial and territorial tables below for the applicable calculation.
Tip: The Government of Canada’s General Holiday Calculator helps estimate entitlements under federal rules. You’ll need employee paystubs and hours worked to use it.
Who is eligible for statutory holiday pay?
Eligibility rules vary. Common criteria include:
- Minimum length of employment.
- Minimum number of worked or paid days in the 30 days or 4 weeks before the holiday.
- Being present for scheduled shifts before and after the holiday.
Please check out the chart below for eligibility and exception breakdown.
Statutory holiday pay rules by province and territory
Statutory holiday pay rules vary across Canada. What an employee is entitled to can depend on the province or territory, whether they work on the holiday, whether it falls on a regular workday, and how their holiday pay is calculated.
The tables below summarize the general rules for each jurisdiction, including what employees may receive when they work the holiday and when they do not. Because eligibility and industry exceptions can vary, use the linked government sources to confirm the requirements that apply to your business.
British Columbia statutory holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
11 statutory holidays View B.C.’s official holiday rules Note: Easter Monday and Boxing Day are not statutory holidays in B.C. |
Average day’s pay + premium pay for hours worked:
|
Average day’s pay. |
Alberta general holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
9 general holidays View Alberta’s official holiday rules Note: National Day for Truth and Reconciliation and Boxing Day may be recognized by an employer, but are not required general holidays. |
If the holiday falls on a regular workday, the employer may choose:
If it is not a regular workday: 1.5× the employee’s regular wage rate for all hours worked on the holiday. |
Regular workday: Not a regular workday: |
Saskatchewan public holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
10 public holidays View Saskatchewan’s official holiday rules Note: Special rules apply to certain industries and occupations. |
Public holiday pay + 1.5× the employee’s regular wage rate for all hours worked on the holiday. Public holiday pay is generally 5% of regular wages earned in the 28 days before the holiday. |
Public holiday pay: |
Manitoba general holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
9 general holidays View Manitoba’s official holiday rules Note: Different rules may apply in certain continuously operating businesses and in construction. |
General holiday pay + 1.5× the employee’s regular wage rate for all hours worked on the holiday. General holiday pay is:
|
Consistent hours or wages: Variable hours or wages: |
Ontario public holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
9 public holidays View Ontario’s official holiday rules Note: Civic Holiday, Remembrance Day and National Day for Truth and Reconciliation are not public holidays under Ontario’s Employment Standards Act. |
If an eligible employee works on a public holiday, they receive one of the following:
Public holiday pay: Regular wages and vacation pay earned during the four work weeks before the holiday ÷ 20. |
Public holiday pay. Regular wages and vacation pay earned during the four work weeks before the holiday ÷ 20. |
Quebec statutory holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
8 statutory holidays View Quebec’s official holiday rules Note: The employer chooses whether Good Friday or Easter Monday is observed. |
Pay regular wages for all hours worked on the holiday. The employer must also provide either:
Indemnity: 1/20 of wages earned during the four complete pay weeks before the holiday, excluding overtime; 1/60 over 12 complete pay weeks for commission employees. |
Statutory holiday pay. 1/20 of wages earned during the four complete pay weeks before the holiday, excluding overtime; 1/60 over 12 complete pay weeks for commission employees. |
New Brunswick paid public holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
8 paid public holidays View New Brunswick’s official holiday rules Note: Qualifying employees must generally have been employed for at least 90 calendar days during the previous 12 months and meet the province’s attendance requirements. |
Regular day’s pay + 1.5× the employee’s regular wage rate for all hours worked on the holiday. |
Regular day’s pay. If wages vary, use average daily earnings, excluding overtime, for days worked during the 30 calendar days before the holiday. |
Nova Scotia holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
6 paid holidays View Nova Scotia’s official holiday rules Note: Remembrance Day is covered by separate legislation and is not one of the six general paid holidays under the Labour Standards Code. |
Regular day’s pay + 1.5× the employee’s regular wage rate for all hours worked on the holiday. |
Regular day’s pay. For employees with variable hours, calculate the regular day using the employee’s average hours per shift in the 30 calendar days before the holiday. |
Prince Edward Island paid holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
8 paid holidays View P.E.I.’s official holiday rules Note: National Day for Truth and Reconciliation became one of P.E.I.’s eight paid holidays under the updated 2026 employment standards framework. |
The employer must provide either:
Holiday pay: 5% of regular wages earned in the four weeks before the holiday, excluding overtime. |
Holiday pay: |
Newfoundland and Labrador public holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
6 paid public holidays View Newfoundland and Labrador Labour Standards information Note: Provincial government employees may receive additional designated holidays under separate Treasury Board policies or collective agreements. |
An employee who works on a paid public holiday is entitled to one of the following:
|
Public holiday pay. For an hourly employee: hourly rate × average daily hours worked during the previous three weeks. |
Yukon general holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
11 general holidays View Yukon’s official holiday rules Note: Heritage Day, Easter Monday and Boxing Day are not general holidays under Yukon’s Employment Standards Act. |
The employee receives either:
|
Regular schedule: Irregular hours: |
Northwest Territories statutory holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
11 statutory holidays View N.W.T.’s official holiday rules Note: Easter Monday and Boxing Day are not statutory holidays under the Employment Standards Act. |
The employee receives either:
|
Average day’s pay. |
Nunavut general holiday pay
| Jurisdiction and holidays | Pay if worked | Pay if not worked |
|---|---|---|
|
10 general holidays View Nunavut’s official holiday rules Note: The rules summarized here are the general minimum standards; sector-specific exceptions may apply. |
The employee receives either:
|
Regular day’s pay. |
What happens when shiftwork overlaps a statutory holiday?
Do non-union employees qualify for stat holiday pay if their overnight shift begins the day before a statutory holiday and continues into the holiday?
For Alberta, British Columbia, Ontario, and Yukon
Statutory holiday entitlement for overnight shifts is determined by when the shift begins.
- If an overnight shift starts on a non-statutory day and continues into a statutory holiday → no statutory holiday pay applies to any part of that shift, even if some hours fall on the holiday.
- If the shift starts on the statutory holiday and continues into the following non-statutory day → the entire shift is treated as statutory-holiday eligible.
For all other provinces and territories
In Saskatchewan, Manitoba, Quebec, Nova Scotia, New Brunswick, Prince Edward Island, Newfoundland and Labrador, Northwest Territories, and Nunavut, statutory holiday pay is based on the actual hours worked on the holiday.
- If an overnight shift crosses into a statutory holiday → only the hours worked on the statutory holiday itself are considered statutory-holiday hours and must be paid accordingly.
For more information please read: NPI – Statutory Holidays Payroll Best Practice Guide
Staying compliant with statutory holidays pay rules in Canada
Navigating statutory holiday pay rules in Canada requires a clear understanding of federal and provincial employment standards, especially for employers with staff in multiple jurisdictions, varying industries or with irregular schedules.
From eligibility criteria to pay calculation methods, the nuances can significantly impact payroll accuracy and employee satisfaction. Staying up to date with the latest legislation ensures compliance.
When in doubt, consult official employment standards resources or a payroll professional to ensure your practices align with current regulations.
For more insights on staying compliant and avoiding any payroll errors, be sure to check out this checklist on top payroll mistakes to avoid.
