British Columbians can look forward to 11 statutory holidays in 2025 that promise opportunities for rest and quality time with loved ones. These public holidays in Canada are recognized under the Employment Standards Act (ESA), which grants eligible employees a paid day off work or holiday pay.
Our guide will cover everything you need to know about statutory holidays in British Columbia for 2025, including key dates, eligibility rules, pay calculations, and impacts for employers.
The Complete List of Statutory Holidays in BC for 2025
The table below outlines the 11 statutory holidays that will occur in 2025, which British Columbia employees are entitled to take off with pay:
| Statutory Holiday | 2025 Date | Day of Week |
| New Year’s Day | January 1 | Wednesday |
| Family Day | February 17 | Monday |
| Good Friday | April 18 | Friday |
| Victoria Day | May 19 | Monday |
| Canada Day | July 1 | Tuesday |
| BC Day | August 4 | Monday |
| Labour Day | September 1 | Monday |
| National Day for Truth and Reconciliation | September 30 | Tuesday |
| Thanksgiving Day | October 13 | Monday |
| Remembrance Day | November 11 | Tuesday |
| Christmas Day | December 25 | Thursday |
These statutory holidays are outlined in the Employment Standards Act and Regulations. They represent common paid days off for employees across Canada.
As a result, it is essential for employers to carefully plan for and accommodate all 11 statutory holidays when managing schedules, payrolls, vacation approvals and coordinating business operations in British Columbia.
What Are Some of the Optional Holidays in British Columbia?
In addition to the above 11 statutory holidays, some BC employers may provide extra paid days off on optional holidays like:
- Easter Monday (the day after Easter Sunday)
- Boxing Day (December 26)
Other less common examples include:
- Civic Holiday
- National Indigenous Peoples Day
- Terry Fox Day
These optional holidays can vary between companies and industries depending on workplace culture and regional norms.
Unlike statutory holidays, optional holidays are not legally mandated under British Columbia’s Employment Standards Act. Employers have discretion on whether they provide extra paid days off for these occasions.
Many employers choose to recognize optional holidays to provide staff with additional time off and uphold cultural traditions. However, this is not a statutory requirement.
Source: Statutory Holidays in British Columbia: An Employer’s Guide – peninsulagrouplimited.com
Which Employees Qualify for Statutory Holidays in British Columbia?
Not all employees will automatically qualify for paid statutory holidays in BC. To be eligible, employees must meet certain criteria to qualify for statutory holiday pay, which are set out under the Employment Standards Act, as the following:
- Be employed for at least 30 calendar days before the statutory holiday.
- Have worked or earned wages on at least 15 of the 30 calendar days before the statutory holiday.
For example, to qualify for holiday pay on Christmas Day (December 25, 2025), an employee must:
- Have been employed for 30 calendar days before December 25, 2025.
- Have worked or earned wages for 15 of the 30 calendar days before December 25, 2025.
These eligibility rules help ensure that casual, occasional, or short-term employees do not qualify for statutory holiday pay.
The requirements apply to most employees covered by the BC Employment Standards Act, except those working in exempted professions like agriculture or management roles.
How to Calculate Pay for Statutory Holidays in British Columbia?
Eligible employees are entitled to receive statutory holiday pay in BC based on their average daily wage, calculated using the following formula:
Total Wages Earned in 30 Days Prior to Holiday ÷ Number of Days Worked in 30 Days Prior to Holiday.
In this formula, wages will include:
- Regular wages/pay
- Overtime wages
- Commissions
- Paid vacation days
- Other statutory holiday pay
- Tips and gratuities
Bonuses are not included in total wages for statutory holiday pay calculations.
This formula determines an employee’s average day’s pay, which is what they are owed for the statutory holiday.
Let’s walk through an example below:
- Employee earned $4,200 total wages in the 30 days before the statutory holiday
- The employee worked 18 of the 30 days
- $4,200 total wages / 18 days worked = $233 average daily wage
Therefore, this employee would receive $233 regular statutory holiday pay for the day off according to paid time off policies in Canada.
Premium Pay for Working on Statutory Holidays in British Columbia
When eligible, employees in British Columbia who work on a statutory holiday are entitled to premium pay in addition to their regular statutory holiday pay. Here are the premium pay rates for employees required to work on a statutory holiday in 2025:
- 1.5X the regular wage for all hours worked up to 12 hours on the statutory holiday
- 2X the regular wage for any hours worked beyond 12 hours on the statutory holiday
For example:
- The employee’s regular hourly wage is $21
- The employee worked a 9-hour shift on the statutory holiday
- They would earn:
- 1.5 x $21 x 9 hours = $283.50 premium pay
- Plus, their calculated regular statutory holiday pay
In this scenario, the total statutory holiday pay owed would be the $283.50 premium pay plus the employee’s regular stat holiday pay for an average day’s wages.
Substitute Holiday Rules in British Columbia
The British Columbia Employment Standards Act allows employers and employees to mutually agree to substitute another day off work for a statutory holiday.
For example, if Canada Day falls on Monday, July 1, it could be substituted with either the preceding Friday or the following Tuesday, based on mutual consent.
Key Provisions for Substitute Holidays:
- Written Agreement: The substitution must be agreed upon in writing by both the employer and employee.
- Same Pay Period: The substitute day must fall within the same pay period as the original statutory holiday.
- Pay and Calculations: Pay for the substitute day follows the same guidelines as the original statutory holiday, ensuring employees receive the appropriate holiday compensation.
- Employer Responsibilities: To comply with the Employment Standards Act, employers should ensure proper documentation and administration of any substitute statutory holidays.
This system provides flexibility while ensuring employees’ rights are upheld.
What Are the Special Rules for Managers and Statutory Holidays in BC?
Managers are exempt from statutory holiday pay eligibility in British Columbia.
The Employment Standards Regulation states that those employed in a management capacity do not qualify for paid statutory holidays.
This means that under the law, employers are not required to provide managers with paid time off or premium pay for working on a statutory holiday.
When determining whether an employee is a “manager”, factors like duties, responsibilities, and decision-making powers are considered. Job title alone does not determine exempted status.
For example, an employee in a role like “Manager of Operations” would likely be exempt from statutory holiday pay if they:
- Oversee a department or division
- Have input in deciding the operations budget
- Make hiring/firing recommendations
- Have authority over direct reports
However, a “Shift Manager” who performs frontline work alongside staff may still qualify for holiday pay.
What Happens if Your Employment Ends Around a Statutory Holiday?
Employees who are terminated, whether with or without cause, maintain eligibility for any statutory holiday pay they qualified for during their final period of employment.
For instance, if an employee was terminated in the first week of December and met the eligibility requirements for Christmas Day statutory holiday pay, the employer must still pay this amount.
It is highly recommended that employees terminated shortly before or after a statutory holiday consult an employment lawyer to ensure they receive their full entitlements. Do not accept any severance offer without understanding the implications of statutory holidays.
While we have covered surrounding statutory holidays in British Columbia, each Canadian province and territory has its own set of public holiday legislation. Some key provincial statutory holiday references:
- Statutory Holidays in Northwest Territories
- Statutory Holidays in Yukon
- Statutory Holidays in Prince Edward Island
- Statutory Holidays in Nunavut
- Statutory Holidays in New Brunswick
- Statutory Holidays in Manitoba
- Statutory Holidays in Newfoundland and Labrador
- Statutory Holidays in Quebec
Key Takeaways for Statutory Holidays in BC
Some key takeaways include:
- There are 11 statutory holidays that BC employees are entitled to in 2025
- Employees must meet minimum tenure and days worked eligibility criteria
- Statutory holiday pay is calculated using a total wages formula
- Premium pay is owed for any statutory holidays worked
- Substitute holidays can be agreed to in writing
- Terminated employees may still be owed statutory holiday pay
With a complete understanding of public holiday entitlements and obligations, both employers and employees can ensure proper administration, coordination, payments, and employee satisfaction around statutory holidays in British Columbia.
FAQs related to statutory holidays in British Columbia
How many statutory holidays are there in British Columbia in 2025?
There are 11 statutory holidays that employees in BC are entitled to in 2025: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, BC Day, Labour Day, National Day for Truth and Reconciliation, Thanksgiving, Remembrance Day, and Christmas Day.
Who qualifies for statutory holiday pay in British Columbia?
To qualify for statutory holiday pay in BC, employees must have been employed for 30 calendar days before the holiday and have worked or earned wages on 15 of the 30 days prior to the stat holiday. This applies to full-time, part-time and probationary employees.
How is statutory holiday pay calculated in British Columbia?
Statutory holiday pay is calculated as total wages earned in the 30 calendar days prior to the holiday divided by the number of days worked in that 30 day period. This determines the employee's average day's pay for the stat holiday.
What is included in total wages for statutory holiday pay calculations?
Total wages includes regular wages, overtime, commissions, paid vacation and sick days, other stat holiday pay, and tips/gratuities. Bonus pay is not included.
Are employees entitled to premium pay for working statutory holidays in BC?
Yes, eligible employees in BC are entitled to premium pay of 1.5 times their regular wage for up to 12 hours worked on a statutory holiday. Any hours beyond 12 are paid at 2 times the regular wage.
Can employers and employees substitute another day for a statutory holiday in BC?
Yes, the BC Employment Standards Act allows for substitute days to be agreed to in writing between employers and employees, as long as the substitute day falls within the same pay period.
Are terminated employees still owed statutory holiday pay in BC?
Yes, employees who are terminated in BC maintain eligibility for any statutory holiday pay they qualified for during their final period of employment.
When must statutory holiday pay be paid out in British Columbia?
BC employers must pay out any owed statutory holiday pay within 8 days of the statutory holiday.