Statutory Holidays in Canada: 2025 Latest Updates

Canada has a unique system of statutory holidays that provides employees with paid time off work. These days off are mandated by law, with a decentralized system where provinces and territories add their own regional holidays to a national framework; the rules can vary significantly across the country.

This guide will provide a detailed overview of statutory holidays in Canada for 2025, which helps both employers and employees clarify which holidays are observed, who is eligible for pay, and how these days impact payroll and work schedules.

What are the Statutory Holidays in Canada?

In Canada, statutory holidays, also known as “public” or “stat” holidays, are legally paid days off that are not counted as part of an employee’s annual vacation days.

As part of employee benefits, statutory holidays provide employees with paid time off to rest and celebrate national, cultural, or religious occasions. For businesses, statutory holidays impact payroll processing and scheduling.

The federal government sets five nationwide statutory holidays, and provinces and territories can mandate additional public holidays specific to their region. This results in variations in the number and designation of statutory holidays across the country.

List of Statutory Holidays in Canada 2025

In 2025, all Canadians will observe five nationwide statutory holidays:

• New Year’s Day – January 1 – Marks the start of the calendar year.
• Good Friday – April 18 – The Friday before Easter Sunday – Christian holiday marking the crucifixion of Jesus Christ.
• Canada Day – July 1 – Commemorates the day Canada became a nation in 1867.
• Labour Day – September 1 – First Monday in September – Tributes to the achievements of workers and the labour movement in Canada.
• Christmas Day – December 25 – Celebrates the nativity of Jesus Christ.

Additionally, workers in federally regulated industries, such as banking, airlines, and federal government offices, are entitled to an additional five holidays:

• Easter Monday – April 21 – Christian holiday celebrating the resurrection of Jesus Christ.
• Victoria Day – May 19 – Last Monday before May 25 – Honours Queen Victoria’s birthday and the current monarch’s official Canadian birthday.
• National Day for Truth and Reconciliation – September 30 – Honours survivors of Canada’s residential school system.
• Thanksgiving – October 13 – Second Monday in October – Gives thanks for the year’s harvest and other blessings.
• Remembrance Day – November 11 – Commemorates Canada’s war veterans and fallen soldiers.

Some provinces have also adopted some of these as public holidays for all workers within their jurisdiction, even for non-federally regulated workers.

Provincial and Territorial Statutory Holidays

Every province and territory observes the five nationwide statutory holidays. On top of these, each region sets its own additional holidays, which means the total number of holidays varies across Canada.

The table below details the additional statutory holidays that provinces across Canada observe in 2025, in addition to the five national holidays.

Many regions observe similar days but under different names. It’s essential for employers to clarify which specific statutory holidays apply based on their jurisdiction.

Who is Eligible for Canadian Statutory Holiday Pay?

Not all employees are automatically entitled to statutory holidays. Eligibility is determined based on the following factors:

Minimum legal working age

To be eligible for statutory holiday pay, a person must be old enough to work legally in their province or territory. In Canada, the minimum legal working age is usually between 14 and 16 years old, depending on the province or territory and the type of work.

Length of employment

Most provinces require employees to be employed for a certain period before qualifying for stat holiday pay, for example, 30 calendar days in BC, AB, NL, YK, 30 working days in SK, and 90 calendar days in NB

Days worked

Employees must have worked a minimum number of days before the stat holiday: 15 of 30 days in BC, NS, 5 of 15 days in YK, 30 of 60 days in NU, etc.

Last scheduled shifts

Employees must work their last scheduled shift before and after the holiday. This is required in AB, MB, NB, NS, ON, PE.

Did not refuse work

Employees who refuse to work on a statutory holiday when requested may not qualify in AB and MB.

No alternative work agreement

Employees with agreements to decide when to work may not qualify in NB or PE.

Approved leave

Employees on unauthorized leave on the working days before/after may not qualify in QC, YK.

All in all, employers should consult their provincial employment standards for detailed eligibility requirements. Stat pay administration is simplified when eligibility rules are coded into payroll systems.

How do Statutory Holidays in Canada Impact Payroll?

Statutory holidays have implications for payroll administration and scheduling for Canadian employers. Here are six key effects:

• Statutory holiday pay is calculated based on a percentage of the employee’s earnings in a specified period before the holiday. Different formulas apply across jurisdictions.
• Eligible employees receive a paid day off work for each statutory holiday and are still paid their regular wages for that day.
• Retail businesses staying open on stat holidays must pay eligible employees premium stat holiday pay in addition to their regular wages.
• Employers must determine employee eligibility for stat holiday pay based on factors like length of service and days worked.
• Adjustments are required to standard work weeks and schedules to account for statutory holidays.
• Stat pay must be processed accurately on payroll alongside regular wages and overtime.

Proper statutory holiday pay administration requires understanding the relevant provincial/territorial employment standards and having a payroll system capable of handling complex pay policies.

What are the Statutory Holiday Pay Rates in Canada?

Employers need to understand the premium pay rates that apply when employees work on statutory holidays and the calculations for statutory holiday pay.

The pay rate owed for hours worked on a statutory holiday is higher than the rate for a regular day off. The premium pay compensates employees for working on these occasions rather than having the day off.

Statutory holiday pay rates when working vary by province and territory, but generally fall into three models:

• Overtime rate (1.5x or 2x regular wages) plus stat holiday pay
• Overtime rate (1.5x regular wages) plus regular day’s pay
• Regular wage plus substitute day off with stat holiday pay

Some provinces, like BC and AB, pay an escalating overtime rate, such as 1.5x for the first 12 hours and 2x thereafter, when working on stat holidays. Others, like SK, MB, and NB, pay 1.5x regular wages for all hours worked, along with the owed stat holiday pay.

ON, QC, and YK allow paying an employee’s regular wage for hours worked, supplemented by a substitute paid day off taken later. A few provinces use hybrid approaches, giving employers options like overtime pay or granting a substitute day.

Consulting provincial employment standards will clarify the stat holiday pay rate for hours worked that applies. Proper statutory holiday administration requires employers to compensate at the correct premium rate. This ensures staff are paid properly for working on what would otherwise be paid time off.

Source: Statutory holiday pay – canada.ca

What If a Statutory Holiday Falls on an Employee’s Normal Day Off?

When a statutory holiday falls on an employee’s non-working day, such as a weekend or scheduled day off, the employee is entitled to take the paid holiday on their next scheduled work day.

For example, if Canada Day falls on a Sunday, employees who work only Monday through Friday would take the paid holiday on the following Monday.

This ensures employees receive their entitled statutory holiday while minimizing disruption to business operations on regular days off.

Some provinces may have exceptions if an alternate day cannot be reasonably substituted. In those cases, employers must provide the statutory holiday pay as compensation instead of a paid day off.

Why Do Statutory Holiday Rules Matter for Compliance?

Failing to properly follow the rules around stat holidays can lead to serious headaches, including violations of employment standards, costly class-action lawsuits, and significant financial penalties.

Legal Consequences of Non-Compliance

Many Canadian class action lawsuits have targeted employers for improper holiday pay calculations. Misclassifying eligible employees or using incorrect formulas creates systematic underpayment liability.

Employment standards officers can order retroactive payment covering multiple years of violations. Interest and administrative penalties compound base amounts owed to affected employees.

Best Practices for HR Management

The best way to avoid these problems is to be proactive. Here are some best practices for managing statutory holiday compliance:

• HR leaders should maintain updated holiday calendars reflecting all applicable jurisdictions where employees work.
• HRIS implementation automates eligibility tracking and payment calculations across provincial boundaries.
• Regular policy reviews ensure alignment with legislative changes, particularly as provinces add new holidays like Manitoba’s Orange Shirt Day.
• Advanced shift scheduling prevents operational gaps during busy seasons.
• Clear communication helps employees understand their entitlements and obligations surrounding attendance requirements.

The bottom line

Canada’s statutory holiday system provides workers with 11 to 13 paid leave days per year, depending on their province or territory. Navigating this complex system requires understanding which holidays apply where, proper pay calculation, premium pay rates, eligibility rules, and exceptions. This enables staff to enjoy the stat holidays while minimizing the impact on payroll and scheduling.

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