Compared to other provinces, Newfoundland and Labrador has fewer required paid holidays. In some cases, employers may choose to offer additional days off beyond what the law requires. If you work in a federally regulated workplace, different rules apply under the Canada Labour Code.
That said, managing statutory holidays in Canada can be complex for employers, especially in provinces like Newfoundland and Labrador, which have unique rules and regulations.
This guide explains Newfoundland and Labrador’s statutory holiday rules, including which holidays are recognized, who is eligible for holiday pay, and how to substitute days off work.
What Are the Statutory Holidays in Newfoundland and Labrador for 2026?
Below are six official dates for statutory holidays in Newfoundland and Labrador for 2025 and 2026:
| Holiday | 2025 Date | 2026 Date |
| New Year’s Day | Wednesday, January 1 | Thursday, January 1 |
| Good Friday | Friday, April 18 | Friday, April 3 |
| Canada Day | Tuesday, July 1 | Wednesday, July 1 |
| Labour Day | Monday, September 1 | Monday, September 7 |
| Remembrance Day | Tuesday, November 11 | Wednesday, November 11 |
| Christmas Day | Thursday, December 25 | Friday, December 25 |
These statutory holidays recognize culturally significant days and provide employees with extended time off for rest and leisure. Employers must grant the day off and pay eligible employees their regular or average daily wages for these holidays.
What Non-Statutory Holidays Do Employers Commonly Observe in NL?
In addition to the six paid public holidays, some employers in Newfoundland and Labrador choose to observe other holidays. For example:
- Easter Monday
- Victoria Day
- June Holiday
- Orangemen’s Day
- Civic Holiday
- National Day for Truth and Reconciliation
- Thanksgiving Day
- Boxing Day
It’s important to note that while these are not guaranteed paid holidays for all workers, several of them (like Orangemen’s Day, Thanksgiving, and Boxing Day) are designated Shop Closing Days where most retail businesses must close.
Unless your employer policy, employment contract, or collective agreement states otherwise, these days are not automatically paid holidays under NL Labour Standards.
Federally regulated workplaces have different paid-holiday obligations under the Canada Labour Code, which includes paid statutory holidays like Victoria Day, Thanksgiving Day, and Boxing Day.
Source: 2025 Stat Holidays Newfoundland & Labrador: An Employer’s Guide – peninsulacanada.ca
Who Qualifies for Statutory Holiday Pay in Newfoundland and Labrador?
In Newfoundland and Labrador, the rules for statutory holiday pay depend on whether an employee works on the holiday. Here is a breakdown of the eligibility criteria.
For Employees Who Do NOT Work on the Holiday
To receive a paid day off for a statutory holiday, an employee must meet two conditions:
- Worked for the same employer for at least 30 calendar days prior to the holiday
- Reported to their last regularly scheduled shift before and after the holiday
Employees who fail to meet both conditions are not eligible for holiday pay or time off policies for a day they do not work. Exceptions may be made if the absence is proven to be for a valid reason and the employer consents.
For Employees Who Work on the Holiday
An employee who works on a holiday is entitled to premium pay. These employees do not need to meet the 30-day employment or before-and-after shift requirements to qualify.
The employer must provide one of the following three options to an employee who works on the holiday:
- Wages at twice their regular rate for the hours worked
- An additional day off with pay to be taken within 30 days of the holiday
- An additional paid vacation day
Eligibility in Specific Circumstances
Certain situations can affect an employee’s eligibility for statutory holiday pay:
- Probationary Employees: New employees who have worked for fewer than 30 days are not entitled to a paid day off for a statutory holiday they do not work.
- Termination of Employment: Employees are not eligible for holiday pay if their employment is terminated before the statutory holiday.
- Approved Leave: An approved leave of absence does not disqualify an employee from receiving holiday pay, as the employer has consented to the absence.
- Layoffs: Eligibility during a temporary layoff is not guaranteed and depends on the specific circumstances of the employment agreement and the layoff itself.
Employers must review eligibility carefully in these scenarios on a case-by-case basis.
Pay Entitlements for Statutory Holidays
Compensation for statutory holidays varies depending on whether the employee works or has the day off. Employees have different entitlements for:
- Statutory holidays not worked
- Working on the statutory holiday
- Partial shifts on a statutory holiday
Eligible employees must receive their entitled payment even if the holiday falls on a regular day off or non-work day.
Statutory Holiday Pay Calculations
Pay varies based on the employee’s typical hours and wages:
| Employee Type | Calculation Method |
| Full-time (fixed schedule) | Regular rate x normal daily hours |
| Part-time (<4 weeks tenure) | 5% average daily wages in the past 30 days |
| Part-time (4+ weeks tenure) | 5% average weekly wages in previous 4 weeks |
| Salaried | Daily salary = Annual salary / 261 paid days per year |
In every case, overtime wages are excluded from all statutory holiday pay calculations.
Pay for Statutory Holidays Not Worked
Based on the above calculations, employees who do not work on the holiday receive their regular daily wages. For example, a full-time employee earning $18/hour and working 8 hours daily would receive 8 x $18 = $144 regular stat pay.
Pay for Working Statutory Holidays
Employees who work on a statutory holiday are entitled to:
- Regular daily wages
- Plus, 1.5 times their hourly wage for all hours worked on the stat holiday
Alternatively, the employee can receive regular stat pay plus a substitute day off with pay in the next 30 days.
Pay for Partial Statutory Holiday Shifts
Employees who work fewer hours than a regular shift on the statutory holiday are still entitled to their full calculated statutory holiday pay for the day.
Substitute Holidays in Newfoundland and Labrador
Sometimes, a statutory holiday falls on a day that is normally a non-working day or rest day for an employee, such as weekends for Monday-Friday workers.
In these cases, eligible employees are entitled to take a substitute day off with pay:
- The employer generally need to provide a substitute day off with regular pay within 30 calendar days of the statutory holiday.
- The substitute day must be a day that would normally be a working day for that employee.
- The employer and employee can agree upon which regular work day will be the substitute holiday.
For example, imagine Canada Day falls on a Saturday, but you normally work a Monday-to-Friday schedule. In this case, you and your employer can agree that you’ll take the following Monday off as your statutory holiday instead. You would then get that Monday off with your regular pay, just as you would for any other statutory holiday.
Properly substituting another working day when a holiday falls on an employee’s normal day off ensures they still receive their paid holiday while minimizing disruption to the business.
Employer Obligations for Statutory Holidays
Employers have several statutory obligations related to administering statutory holidays in Newfoundland and Labrador:
Providing Required Paid Holidays
They are responsible for observing all required statutory holidays, designating substitute days when holidays fall on non-work days, and ensuring that qualifying employees are allowed to take these holidays off with pay.
Managing Statutory Holiday Pay
Employers must pay all eligible employees their statutory holiday pay by using the proper calculation method based on hours or wages. Holiday pay must be issued on the regular payday before or after the holiday, and pay stubs should include detailed information about statutory holiday pay.
Developing a Written Policy
Every employer should have a statutory holiday policy that complies with Labour Standards. This policy must be clearly communicated to all employees and updated promptly as regulations change.
Administering Work Schedules
When substituted days off are required, they must be scheduled by mutual agreement. Employers are also required to post work schedules for statutory holidays at least one week in advance and obtain written consent for any schedule changes.
Failing to meet any of these obligations can result in warnings, fines, orders to pay, or prosecution under the Labour Standards Act.
While we have covered surrounding statutory holidays in Newfoundland and Labrador, each Canadian province and territory has its own set of public holiday legislation. Some key provincial statutory holiday references:
- Statutory Holidays in Nova Scotia
- Statutory Holidays in Quebec
- Statutory Holidays in New Brunswick
- Statutory Holidays in Ontario
- Statutory Holidays in British Columbia
- Statutory Holidays in Northwest Territories
- Statutory Holidays in Yukon
Key Takeaways for Employees and Employers in Newfoundland and Labrador
To make sure you receive your statutory holiday pay, it’s important for employees to:
- Understand eligibility rules to qualify for statutory holiday pay
- Track proper statutory holiday pay based on regular wages/hours
- Confirm substitute days off in writing in advance if needed
- Provide sufficient notice for any absences before/after holidays
- Ask employers to clarify any ambiguities in holiday policies
Employers also have clear obligations when it comes to statutory holidays. They must:
- Observe all six mandated statutory holidays in the province
- Have a written statutory holiday policy aligned with regulations
- Pay all eligible employees their proper holiday pay on time
- Schedule substitute days off appropriately with consent
- Provide 1 week’s notice of holiday work schedules
- Keep accurate payroll records of all statutory holiday hours/pay
FAQs related to Statutory Holidays in Newfoundland and Labrador
What if a statutory holiday in Newfoundland and Labrador falls on an employee's day off?
The next scheduled work day becomes the substitute statutory holiday. Or the employer and employee can mutually agree in writing to designate another work day as the substitute holiday.
Can employers substitute another day for a statutory holiday in Newfoundland and Labrador?
Yes, if the statutory holiday falls on an employee's normal day off, employers can substitute the next work day or another day by mutual written agreement with the employee.
Can an employer make an employee work on a statutory holiday in Newfoundland and Labrador?
Yes, employers can require employees to work on a statutory holiday if needed, but proper compensation must be paid for working the holiday.
What happens when an employee works on a statutory holiday in Newfoundland and Labrador?
Employees who work on a statutory holiday are entitled to their regular daily wages plus 1.5 times their hourly wage for all hours worked. Alternatively, they can receive regular stat pay plus a substitute day off with pay.
Can employers refuse to pay statutory holiday pay in Newfoundland?
Employers must pay statutory holiday pay to employees who meet NL’s eligibility requirements. Eligibility typically depends on minimum length of employment and attendance around the holiday, with limited exceptions under NL Labour Standards.
Do new employees get statutory holiday pay in Newfoundland?
No, new employees with less than 30 calendar days of employment do not qualify for statutory holiday pay in Newfoundland and Labrador. The 30-day minimum employment requirement applies to all employees regardless of their work status or schedule.
Does missing a shift affect statutory holiday pay eligibility in NL?
Yes, missing scheduled shifts immediately before or after a statutory holiday disqualifies employees from receiving holiday pay. Employees must work both their last scheduled shift before and first scheduled shift after the holiday to maintain eligibility.
Can casual employees receive statutory holiday pay in Newfoundland?
Yes, casual employees qualify for statutory holiday pay under the same rules as other employees. They must have worked for the employer for at least 30 calendar days and work their scheduled shifts before and after the holiday.
