Statutory Holidays Pay Rules and Eligibility in Canada (2026 Update)

When it comes to statutory holidays pay rules 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 (AKA public holidays) are:

• Typically tracked as a non-working, paid day.
• If an employee works that day, they are often compensated with premium pay or a combination or premium pay plus time off. Though there can be exceptions.

What Types Of Legislated Holidays Are There?

While the terms statutory holiday, general holiday, and public holiday are often used interchangeably, there are subtle differences:

• Statutory Holiday is the most common term used by provinces and territories to describe government-mandated paid holidays (e.g. Christmas Day, Canada Day).
• General Holiday is the term used in the Canada Labour Code, which applies to federally regulated industries, and also appears in some provincial legislation.
• Public Holiday is a broader, more informal term. It may refer to statutory holidays, but sometimes includes days like Civic Holiday, which may not be a paid day off in all jurisdictions.

What Is A Civic Holiday?

A Civic Holiday is a unique case. It is not a nationwide statutory holiday, as its status varies significantly by province and even by municipality.

Whether employers are required to provide a paid day off or premium pay for working on the Civic Holiday depends on local employment standards and individual employment contracts.

Understanding these distinctions is critical for employers — especially those managing staff across multiple provinces or under federal jurisdiction.

Public Holidays for 2026

• New Year – 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.

Key Payroll Processing 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
• Funds transfers/money movement
• Plan ahead to meet accelerated deadlines and avoid late payments.

Payroll team scheduling

• Your payroll service provider and/or your software support will likely be off on the holiday as well.
• 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

Holiday pay is simple: employers pay the employee their regular daily wage. No complex calculation needed.

Impacts for Hourly Employees or Variable Wages

Holiday pay is based on average daily earnings or a % of recent earnings. The period used to calculate this average depends on your province’s employment standards. (See chart below for breakdown)

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 Pay Calculation by Province

All wage averaging formulas are based on 30 days immediately prior to holiday unless otherwise indicated. Please reference the provincial links included for the most up to date information.

Statutory Pay Calculation – British Columbia

Statutory Pay Calculation – Alberta

Statutory Pay Calculation – Saskatchewan

Statutory Pay Calculation – Manitoba

Statutory Pay Calculation – Ontario

Statutory Pay Calculation – Quebec

Statutory Pay Calculation – New Brunswick

Statutory Pay Calculation – Nova Scotia

Statutory Pay Calculation – Prince Edward Island

Statutory Pay Calculation – Newfoundland & Labrador

Statutory Pay Calculation – Northwest Territories

Statutory Pay Calculation – Yukon

Statutory Pay Calculation – Nunavut

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 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. 

Written by Bianca Mueller, CPB, PCP

Bianca is a fintech socialite, award-winning Certified Professional Bookkeeper and Wagepoint’s Community Manager. When she’s not nurturing Wagepoint’s bookkeeping and accounting partner relationships, you might find her nursing a glass of wine in her vegetable garden.

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