Statutory Holidays in Nova Scotia: 2025 Guide

Statutory holidays give Nova Scotia employees necessary paid time off each year. However, the rules and entitlements surrounding these Stat holidays in Canada can be complex for employees and employers. Six statutory holidays are mandated in Nova Scotia for 2025 under the province’s Labour Standards Code (LSC), in addition to unique rules regarding Remembrance Day.

Understanding statutory holiday entitlements and pay calculations is crucial for employers to remain compliant. This extensive guide will explore everything you need about statutory holidays in Nova Scotia for 2025 and beyond.

What Are Statutory Holidays in Nova Scotia for 2025?

Statutory holidays, also known as public holidays or general holidays, are days designated as official holidays under the Nova Scotia LSC that provincially-regulated employers are required to provide to employees as paid days off.

The six statutory holiday dates recognized in Nova Scotia for 2025 are listed below:

These paid statutory holidays are legislated by the LSC and apply to most provincially-regulated workplaces and employees across Nova Scotia. Employers must provide eligible staff with the day off and statutory holiday pay on these dates.

Other standard days, like Victoria Day or Thanksgiving, are not considered official paid statutory holidays in Nova Scotia. However, employers can choose to provide them optionally.

Source: Statutory Holidays in Nova Scotia – stlawyers.ca

Who Qualifies for Statutory Holiday Pay in Nova Scotia?

While most employees are entitled to statutory holiday pay and time off, there are some exceptions. Under the Labour Standards Code, the following employees do not qualify for statutory holidays:

• Farm workers
• Real estate and car salespeople
• Commissioned salespersons who conduct sales away from the employer’s place of business
• Employees who work on fishing boats
• Workers involved in manufacturing and refining in the petrochemical industry
• Professional athletes, when engaged in activities relating to their sport
• Employees covered by a collective agreement
• Federally regulated employees
• Self-employed individuals and independent contractors
• Domestic workers providing care to immediate family members in a private home

Unless they fall into one of the exempt categories, eligible employees qualify for statutory holiday entitlements and pay if they:

• Have been employed by the same employer for at least 30 calendar days before the holiday
• Have earned wages for at least 15 of the 30 calendar days preceding the holiday
• Have worked their scheduled shift before and after the paid statutory holiday

This means newly hired employees would begin qualifying for statutory holidays after working 30 calendar days with the same employer.

How Are Statutory Holiday Pay and Entitlements Calculated in Nova Scotia?

How statutory holiday pay is calculated in Nova Scotia depends on whether the employee works on the holiday or not:

• For employees who do not work on the statutory holiday: Employees who qualify for the paid statutory holiday and have the day off work receive their regular day’s pay for that holiday. Regular wages exclude any overtime pay.
• For employees who work on statutory holidays: Employees who work on a paid statutory holiday must receive 1.5 times their regular rate of pay for the hours worked in addition to their regular daily wages.

For example:

• Employee’s regular wage: $20/hour
• Employee’s regular daily wage: $160 (for 8 hour day)
• Employee works 8 hours on the stat holiday
• 1.5 x regular hourly wage of $20 = $30/hour for overtime hours
• 8 hours x $30/hour (overtime rate) = $240
• $160 (regular daily wage) + $240 (overtime pay) = $400

Therefore, the total statutory holiday pay for working the holiday would be $400.

When a statutory holiday falls on an employee’s regular day off, they are entitled to receive another day off with pay. Some employers schedule the substitute day off for the employee ahead of time, while others allow the employee to take it within a certain number of days after the holiday.

What Are the Rules for Remembrance Day in Nova Scotia?

Remembrance Day in Nova Scotia follows different regulations under the Remembrance Day Act rather than the Labour Standards Code. Here are some key guidelines:

• Most businesses and retail outlets are required to close on Remembrance Day (November 11), with exceptions for certain services, such as pharmacies, gas stations, restaurants, and public transportation.
• An employee who is paid for at least 15 of the 30 calendar days before Remembrance Day AND works on November 11 must be granted an additional day off with pay. This does not apply to employees whose employers are not required to close on Remembrance Day.
• The extra paid day off must be scheduled immediately after the employee’s vacation or on another day agreed upon by the employee and employer.
• Employees who do not work on Remembrance Day are not entitled to pay for the day unless the employer voluntarily chooses to provide it.

Therefore, Remembrance Day has unique criteria for closures, eligibility, and payment entitlements in Nova Scotia that differ from standard statutory holidays.

Employer Policies for Statutory Holidays in Nova Scotia

Nova Scotia employers are advised to develop a comprehensive statutory holiday policy and communicate it to employees through an employee handbook.

This policy should outline:

• Dates of statutory holidays
• Eligibility rules
• Pay calculations
• Substitute days
• How shifts are rescheduled
• Overtime pay, if applicable
• Probation period holiday entitlements

Employees are entitled to take the following statutory holidays in 2025 and receive regular daily wages, provided they meet the eligibility criteria. To qualify for statutory holiday pay, employees must have been employed for at least 90 calendar days and have worked or earned wages for 15 of the 30 days preceding the holiday.

Having clear statutory holiday policies is crucial for legal compliance and preventing labour disputes.

While we have covered surrounding statutory holidays in Nova Scotia, each Canadian province and territory has its own set of public holiday legislation. Some key provincial statutory holiday references:

• Statutory Holidays in New Brunswick
• Statutory Holidays in Quebec
• Statutory Holidays in Manitoba
• Statutory Holidays in Newfoundland and Labrador
• Statutory Holidays in Ontario
• Statutory Holidays in Saskatchewan
• Statutory Holidays in Alberta
• Statutory Holidays in Nunavut
• Statutory Holidays in Yukon

Statutory Holiday Practices for Employers in Nova Scotia

Here are some additional statutory holiday practices for employers in Nova Scotia:

• Track employee hours accurately for holiday pay calculations.
• Post statutory holiday notices onsite and communicate dates.
• Clarify policies on trading shifts or refusals to work.
• Set critical holiday staffing and scheduling well in advance.
• Plan seasonal peaks, remote work flexibility, and contingency coverage.
• Adjust targets and performance metrics when holidays impact productivity.
• Provide inclusive celebrations for diverse cultures and religions.
• Get employee input on preferred substitute days when holidays fall on weekends.
• Allow scheduled vacation and lieu days on either side of holidays for long weekends.

Employee Perspective on Nova Scotia Statutory Holidays

From an employee standpoint, here are some things to keep in mind:

• Verify your statutory holiday eligibility criteria are met.
• Review your employer’s holiday policies in your contract or handbook.
• Ensure you receive proper holiday pay, including 1.5x premiums if you work.
• Speak up if you feel unfairly pressured to work a closing day holiday.
• Request substituted days well in advance when holidays coincide with your schedule.
• Save some vacation days by extending long weekends around statutory holidays.
• Get clarification from your employer or union on grey areas like overtime and lieu days.
• Keep evidence if you ever need to dispute improper statutory holiday compensation.
• Take time to relax and celebrate during these guaranteed days off.

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