Statutory Holidays in Northwest Territories: 2025 Guide

Understanding statutory holidays in Canada, particularly in the Northwest Territories, is crucial for both employers and employees when planning vacations and work schedules. The Northwest Territories (NWT) provides residents with ample opportunities to rest, relax, and celebrate throughout the year with 11 statutory holidays.

2025 Statutory Holidays in Northwest Territories

Here is the complete list of statutory holiday dates in the Northwest Territories and their dates for 2024-2026:

Easter Monday (April 21) and Boxing Day (December 26) are not addressed as statutory holidays in the Northwest Territories Employment Standards Act. An employer may choose to recognize them, but is not obligated to under the Act.

These paid statutory holidays provide Northwest Territories employees with ample time for rest, leisure activities, and celebrating cultural traditions with friends, family, and their community.

Source: Northwest Territories statutory holidays in 2025 – canada-holidays.ca

Eligibility Requirements for Statutory Holiday Pay in Northwest Territories

Per the NWT Employment Standards Act, employees must meet the following eligibility criteria to receive statutory holiday pay:

• Minimum 30 Days of Employment: Employees must be employed by the same employer for at least 30 calendar days prior to the statutory holiday. This helps new hires or those with multiple jobs determine eligibility.
• Work Regularly Scheduled Shifts: Unless otherwise approved, employees must work their entire last regularly scheduled shift immediately before the holiday and the first regularly scheduled shift immediately after. This shows they are committed to reliably carrying out their duties.
• Agree to Work on Holiday If Required: Employees must agree to work on the statutory holiday if requested or scheduled to do so. However, the employer cannot force the employee to work.
• Not on Other Leave: Employees on maternity leave, parental leave, compassionate care leave, or other approved leaves of absence are not eligible for statutory holiday pay during their leave. Pay eligibility starts again when they return to active status.

Here are four important additional notes to keep in mind:

• Both full-time and part-time employees who meet these standards qualify for statutory holiday pay.
• Part-timers’ entitlements are prorated based on their standard hours.
• Probationary and casual employees also qualify, provided they meet the 30-day requirement.
• Commissioned employees must also be given statutory holiday pay if eligible.

In certain cases, employers may require proof of eligibility, such as a doctor’s note, if the employee misses shifts before or after the holiday due to illness.

How is Statutory Holiday Pay Calculated in the Northwest Territories?

Eligible employees in the Northwest Territories must receive the following for statutory holidays as per the NWT Employment Standards Act:

If you have the day off:

If you are eligible and don’t work on the statutory holiday, you are entitled to a paid day off. This payment is equal to your “average day’s pay.” This is generally calculated based on your recent earnings to reflect a typical day’s wages.

If you work on the holiday:

Sometimes, you may be required to work on a stat holiday. If this happens, your employer has two main options for compensating you:

• Premium Pay Plus Holiday Pay: You must be paid 1.5 times your regular hourly wage for every hour you work on the holiday. In addition to this premium pay, you must also receive your “average day’s pay” for the holiday itself.
• A Different Day Off: Alternatively, your employer can give you a different day off with pay. This substitute day should be provided before your next annual vacation.

Here are four key details on statutory holiday pay calculations:

• Average daily wages are based on total regular earnings divided by total regular hours worked.
• Overtime pay typically applies after 8 hours in a day and 40 hours in a week. But during a week with a statutory holiday, overtime applies after 32 regular hours worked.
• The daily wage rate calculation changes for employees paid through commissions or other non-hourly means. Check with the Employment Standards Office for details.
• Part-time employees are entitled to prorated statutory holiday pay based on total regular hours worked.

Accurately calculating statutory holiday pay ensures all employees receive their entitled time off and wages.

Working on a Statutory Holiday in the Northwest Territories

At times, employees may need to work on a statutory holiday if requested by their employer. Here are four key policies around working statutory holidays in the NWT:

• Employees must agree to work the holiday if asked, but can decline if they wish. Employers cannot force staff to work.
• Employees who work a statutory holiday must receive 1.5 times their regular wages for all hours worked.
• In addition, the employee is still entitled to an average day’s statutory holiday pay, even if they worked.
• Employers also have the option of transferring a statutory holiday to another workday if an employee is required to work on the original date. In this case, the employee is paid their regular wages for the hours worked on the holiday itself and is then granted a paid day off on the substituted date.

Here is a detailed example:

Olivia worked 8 hours on Canada Day (July 1, 2025). She earns $22/hour at her job. Her employer transfers the holiday to July 3, giving her that day off. Thus, her Canada Day pay would be $176 for July 1. Olivia is also paid her $176 regular wages for the paid day off on July 3. No additional statutory holiday pay is required since the day was transferred

This transfer gives the employee a paid day off in lieu of extra-statutory holiday pay. But it must comply with established rules:

• The substituted day off must be provided within 90 calendar days before or after the general holiday
• The employee must be notified of the substitution in writing, with at least 15 days’ notice
• A common practice is to move the stat holiday to the following Monday or preceding Friday to align with weekends

Employers should have clear policies around transferring statutory holidays and notify employees well in advance.

Overall, employees who work on statutory holidays are entitled to proper compensation through substituted time off or premium statutory pay.

Impact of Statutory Holidays on Overtime and Vacation Scheduling

Statutory holidays in the Northwest Territories impact overtime entitlements and vacation scheduling calculations. Here are two key effects:

Overtime Pay

According to the NWT’s Employment Standards Act, overtime is typically paid at 1.5 times your regular wage for any hours worked beyond 8 hours in a day or 40 hours in a week.

However, when a statutory holiday falls within a work week, the rule for weekly overtime changes. In a week with a stat holiday, you’re entitled to overtime pay only after you’ve worked 32 regular hours.

For example, if Canada Day (July 1st) is on a Wednesday, you would only start earning weekly overtime after working 32 hours between the start and end of that specific work week.

It’s important to remember that any hours you might have worked on the statutory holiday itself, along with your holiday pay, are calculated separately and don’t count toward those 32 hours.

Vacation Scheduling

Statutory holidays provide Northwest Territories employees with 11 paid days off work. However, employees are also entitled to annual vacation time.

Some key vacation scheduling factors around statutory holidays:

• The two entitlements are independent – statutory holiday pay cannot be considered vacation pay.
• If a statutory holiday occurs during an employee’s vacation, the employee is entitled to the stat pay plus their vacation pay.
• Many employees prefer to take vacations around statutory holidays to maximize time off. For example, coordinating a vacation around the Christmas and New Year’s statutory holidays.
• Employers may require employees to use vacation time if they do not work the day before, after, or on the statutory holiday when scheduled.
• Vacation pay amounts are calculated separately from statutory holiday pay.

Proper coordination of statutory holidays and vacation time can benefit both employers and employees. Encouraging staff to use vacation around statutory holidays can minimize operational disruptions.

Smart vacation planning policies that complement statutory holidays help attract and retain top talent in the Northwest Territories’ job market.

Tips for NWT Employers on Statutory Holiday Compliance

Here are nine top compliance tips for NWT employers when managing statutory holidays:

• Review the regulations annually – Ensure you have the latest versions of the Employment Standards Act, policies, and precedents on statutory holidays. Sign up for email updates from the Employment Standards Office.
• Plan staffing ahead of time – Determine minimum staffing required for statutory holidays well in advance and schedule appropriately. Develop clear policies for employees to request holidays off.
• Communicate with employees – Provide ample notice to staff on statutory holiday schedules, policies, compensation, eligibility rules, and operational hours.
• Train managers thoroughly – Frontline managers must understand all the nuances of statutory holiday administration to avoid missteps like incorrectly denying time off requests.
• Use updated templates – Have current forms, handbook policies, and documentation templates to capture time off requests, authorize pay, and notify staff.
• Audit compensation – Periodically audit statutory holiday pay calculations and records to confirm proper regular wage rates are used and all eligible staff are compensated accurately.
• Align with payroll – Coordinate with your payroll provider to ensure the correct holiday pay codes, earnings types, and pay cycles are configured in the system and on pay stubs.
• Watch accruals – If providing paid vacation and sick leave, ensure statutory holidays are excluded from accrual calculations to avoid double-dipping.
• Document thoroughly – Maintain records of all statutory holiday policies, pay calculators, schedules, employee communications, leave requests, and compliance paperwork.

By proactively managing statutory holidays and staying on top of obligations, NWT employers create positive employee experiences while controlling labour costs and minimizing compliance risks.

While we have covered surrounding statutory holidays in the Northwest Territories, 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 Yukon
• Statutory Holidays in Prince Edward Island
• Statutory Holidays in New Brunswick
• Statutory Holidays in Quebec
• Statutory Holidays in Alberta
• Statutory Holidays in British Columbia

The bottom line

Statutory holidays provide Northwest Territories residents with much-needed opportunities for rest, leisure, and cultural celebrations throughout the year.

To uphold worker rights, employers must comply with eligibility rules, pay calculations, and other regulations when managing statutory holidays. Likewise, employees should understand their entitlements around statutory holiday pay and time off.

This guide reviewed everything from the 2025 stat holiday dates, eligibility requirements, pay calculations, frequently asked questions, and the cultural significance of holidays like National Indigenous Peoples Day.

With a better understanding of statutory holidays in the Northwest Territories, both employees and employers can effectively coordinate time off, schedule resources, and plan vacations around these key cultural dates.

FAQs about Statutory Holidays in Northwest Territories