How is statutory holiday pay calculated in Canada?

Statutory holiday pay (also called stat pay, general holiday pay, public holiday pay, or an indemnity) refers to the legislated wages eligible Canadian employees are entitled to receive on or in lieu of a statutory holiday. Calculations differ by province and territory, and this guide covers every jurisdiction.

Summary: Stat holiday pay is calculated differently in every Canadian province and territory. Eligibility requirements, formulas, and how pay is applied when an employee works the holiday all vary by jurisdiction. Use the table below to find your province's formula.

Table of Contents

How is statutory holiday pay calculated in Canada?

Quick reference: stat holiday pay formulas by province/territory

How is stat holiday pay calculated in British Columbia (BC)?

How is general holiday pay calculated in Alberta?

How is public holiday pay calculated in Saskatchewan?

How is general holiday pay calculated in Manitoba?

How is public holiday pay calculated in Ontario?

How is statutory holiday pay calculated in Québec?

How is holiday pay calculated in Newfoundland and Labrador (NL)?

How is holiday pay calculated in New Brunswick (NB)?

How is holiday pay calculated in Nova Scotia?

How is holiday pay calculated in Prince Edward Island (PEI)?

How is general holiday pay calculated in the Yukon?

How is general holiday calculated in the Northwest Territories (NWT)?

How is general holiday pay calculated in Nunavut?

Frequently Asked Questions about Canadian Stat Holiday Pay

What is the difference between "statutory holiday pay," "general holiday pay," and "public holiday pay" in Canada?

Does every Canadian employee automatically qualify for stat holiday pay?

What happens if a stat holiday falls on an employee's day off?

Can an employer substitute a different day for a statutory holiday?

How Payworks can help with statutory holiday pay calculations!

Quick reference: stat holiday pay formulas by province/territory

How is stat holiday pay calculated in British Columbia (BC)?

There are 11 statutory holidays in BC where eligible employees receive stat holiday pay whether they work that day or not. 

BC stat holiday pay formula:

Total wages earned / number of days worked in the 30 calendar days before holiday

In calculating stat holiday pay for eligible employees in BC, employers must:

• Include all days worked during the 30 calendar days before the stat holiday (“days worked” means any day when wages were earned, including paid vacation and sick days).
• Include all wages: regular wages, salary, commissions, statutory holiday pay, paid vacation and paid sick days (does not include overtime).

The four ways statutory holiday pay can be applied in British Columbia:

1. Eligible employee doesn’t work: entitled to one average day’s pay.
2. Eligible employee works: (up to 12 hours): entitled to an average day’s pay plus time and a half.
3. Eligible employee works: (beyond 12 hours): entitled to an average day’s pay plus time a half for the first 12 hours, then double beyond that.
4. Ineligible employee works: entitled to regular wages only.

Employers can agree in writing to substitute a different day for one of the designated stat holidays. If they choose to do so, stat holiday legislation applies to that day as well, including the parameters for stat holiday pay.

Note: BC has eight employee groups exempt from stat holiday pay, employers should be mindful of these groups and their legislation.

New to payroll legislation in BC? Here’s everything you need to know.

Source: BC Employment Standards – Calculate Holiday Pay (link in English only).

How is general holiday pay calculated in Alberta?

There are nine general holidays in Alberta where eligible employees must be paid general holiday pay for working on or in lieu of the holiday.

Alberta general holiday pay formula:

Total wages / days worked

Unlike most provinces, Alberta offers two calculation lookback periods. Employers should be extra aware of how the average rate is calculated here. The average daily wage is determined by dividing an employee’s wages by the number of days they worked:

1. Four weeks or 28 days before the general holiday, or;
2. Four weeks of 28 days ending on the last day of the previous pay period that preceded the holiday.

Employment status (full-time, part-time, or casual) does not affect eligible employees’ receipt of general holiday pay; rather, holiday pay depends on the holiday falling on a regular working day (and if the employee worked on that day). For irregular schedules, Alberta’s “Five of Nine Rule” determines what qualifies as a regular workday.

The three ways general holiday pay can be applied in Alberta:

1. Holiday pay falls on a regular workday and employee doesn’t work: entitled to general holiday pay.
2. Holiday doesn’t fall on a regular workday and employee doesn’t work: no general holiday pay will be owed.
3. Employee works (either scenario):
   1. Time and a half for hours worked plus average daily wage (hours do not count toward overtime)
   2. Receives future day off in lieu with average daily wage (overtime calculations apply with this option.)

In Alberta, it’s permissible for an employee to ask their employer to recognize an additional general holiday or for an employer to choose to recognize an additional day. While this could be any day in the calendar year, common days include:

• Easter Monday
• Heritage Day
• National Day for Truth and Reconciliation
• Boxing Day

Alberta employers should be aware that if they choose to recognize an optional general holiday, all the employment standard rules related to general holidays, including general holiday pay, apply to that day.

Need more information? Here’s your full guide to Alberta payroll legislation.

Source: Alberta Employment Standards: General Holidays.

How is public holiday pay calculated in Saskatchewan?

There are 10 public holidays in Saskatchewan where, for most employees, these are eligible to be days off with pay. Some employees may be required to work and special wage rates apply (according to the province’s website).

Saskatchewan public holiday pay formula:

Regular day’s pay

In Saskatchewan, public holiday pay is equal to a normal day’s pay. How that’s calculated depends on how the employee is paid (hourly, salaried, or hourly construction). Special rules also apply if an employee quits, is laid off, or is terminated before a public holiday.

The three ways public holiday pay can be applied in Saskatchewan:

1. Eligible employee doesn’t work: receives the day off with public holiday pay.
2. Eligible employee works on a public holiday: entitled to a normal day’s pay plus time and a half. This applies to employees in managerial and professional roles, and operators of group homes.
3. Overtime note: In the week a public holiday falls, overtime is triggered after 32 hours worked (excluding hours worked on the public holiday itself). Modified work arrangements or averaging permits may apply.

Want more info? Here’s what employers need to know about Saskatchewan payroll legislation.

Source: Saskatchewan Employment Standards: Public Holidays.

How is general holiday pay calculated in Manitoba?

There are nine general holidays in Manitoba where most employees receive general holiday pay whether they work that day or not.

Manitoba general holiday pay formula:

Employees with consistent hours: regular day’s pay

Employees with irregular schedules or varying wages: 5% of gross wages earned in the 28 days before the holiday (excluding overtime)

The two ways general holiday pay can be applied in Manitoba:

1. Eligible employee doesn’t work: receives the day off with general holiday pay.
2. Eligible employee works: entitled to time and half for all hours worked.

Construction industry exception: Construction employees earn 4% general holiday pay each pay period on their regular earnings and vacation pay (not on overtime). This can be paid out each period or as a lump sum at year-end. If a construction employee works on a general holiday, overtime wages apply.

Manitoba Employers: Here's what you need to know about Manitoba payroll legislation.

Source: Manitoba Employment Standards: General Holidays.

How is public holiday pay calculated in Ontario?

There are nine public holidays in Ontario, where eligible employees are entitled to receive the day off work with public holiday pay. 

Ontario public holiday pay formula:

(Regular wages earned in the four work weeks before the holiday) + (all vacation pays payable in those same four work weeks) / 20

The three ways public holiday pay can be applied in Ontario:

1. Eligible employee doesn’t work: receives the day off with public holiday pay.
2. Eligible employees agree in writing to work:
   1. Eligible to receive public holiday pay plus premium pay (time and a half) for all hours worked. Premium pay is not included in overtime calculations.
   2. Eligible for regular wages for hours worked plus a substitute day off with public holiday pay.
3. Eligible employees on vacation when a public holiday falls: entitled to either a substitute day off with public holiday pay or public holiday pay without a substitute day off — if agreed to electronically or in writing. This same rule applies if the public holiday falls on a non-working day.

Payworks pro tip: Payworks’ Human Resources solution enables business to easily obtain and track employee acknowledgement as required. The Documents feature allows employers to circulate important documents to employers, where they can provide digital acknowledgement of the forms. The document can be saved in the Employee Profile management system, which acts as a digital “file folder” to house records for each staff member.

Ontario employers should be aware that there are special rules and exemptions when it comes to both employee eligibility for public holidays and public holiday pay. See the legislated exceptions on the Ontario provincial government website.

Psst - Ontario employers: Here’s what employers need to know about Ontario payroll legislation.

Source: Ontario Employment Standards Act – Public Holidays.

How is statutory holiday pay calculated in Québec?

There are eight paid statutory holidays in Québec where eligible employees are to receive the day off and an indemnity (compensation).

Québec statutory holiday pay formula:

5% of the employees’ wages in the four weeks preceding the holiday

However, employers should be aware that calculations differ if the employee earns tips or is paid by commission.

Two key employer rules in Québec

1. Employers cannot choose a different day to observe a statutory holiday.
2. Employers may observe either Good Friday or Easter Monday as a statutory holiday, but not both.

The two ways holiday indemnity can be applied in Québec:

1. Eligible employee doesn’t work: receives the day off plus indemnity.
2. Employees works on a paid stat holiday:
   1. Wages for the day plus indemnity
   2. Wages for the day plus a paid holiday taken in the three weeks before the holiday (note: this option is not available for the National Holiday Fête nationale du Québec).

Questions about Québec payroll legislation? We’ve got you covered!

Source: CNESST – Paid Statutory Holidays.

How is holiday pay calculated in Newfoundland and Labrador (NL)?

There are six public holidays in Newfoundland and Labrador, any of which can be substituted with a different date of recognition if outlined in the workplace’s collective agreement. 

Newfoundland and Labrador holiday pay formula:

An average day’s pay

Employers should note calculating public holidays for shift work or those with varying hours. In this case, the pay formula is:

Hourly rate x the employees’ average hours worked per day in the three weeks before the holiday.

The two ways holiday pay can be applied in Newfoundland and Labrador:

1. Eligible employee doesn’t work: receives public holiday pay.
2. Employee works on a public holiday: entitled to either double-time for hours worked, or an additional vacation day or day off with pay within 30 days of the holiday.

Questions? Here’s how you can navigate Newfoundland and Labrador payroll legislation.

Source: NL Labour Standards | Your Rights at Work.

How is holiday pay calculated in New Brunswick (NB)?

There are eight paid public holidays in New Brunswick where eligible employees are entitled to receive the day off with holiday pay. 

New Brunswick holiday pay formula:

Regular day’s pay

For employees with varied schedules, this is calculated by average hours worked in the 30 days before the holiday (excluding overtime).

The three ways holiday pay can be applied in New Brunswick:

1. Eligible employee doesn’t work: receives holiday pay.
2. Eligible employee works: entitled to holiday pay plus time and a half for hours worked.
3. Non-eligible employee works: entitled to time and a half for hours worked only.

Employers and employees may also agree in writing to a substitute day off in lieu, however, the employee must take the day no later than their next vacation period. There are specific legislative parameters, including maintaining records of the agreement with employees. For more information, visit the New Brunswick provincial government website.

Payworks pro tip: Remember that the employee profile management system within Payworks’ Human Resources solution is a secure, cloud-based digital “file folder” that houses employee records just like the ones described above! The Company Documents feature also enables employers to circulate workplace procedures, like time off guidelines.

Want to know more about New Brunswick provincial legislation? Check out The New Brunswick staff payment guide.

Source: New Brunswick Labour market and workforce | Employment standards.

How is holiday pay calculated in Nova Scotia?

There are six paid holidays in Nova Scotia where eligible employees typically receive the day off with holiday pay.

Employers should be aware that Remembrance Day (November 11) is governed by the separate Remembrance Day Act, and designated retail closing days have their own legislation; holiday pay application may vary for those days.

Nova Scotia holiday pay formula:

Regular day’s pay

For employees with irregular schedules, this is calculated by averaging hours worked in the 30 days before the holiday. Commissions are included and vacation pay must also be accounted for.

The two ways holiday pay can be applied in Nova Scotia:

1. Eligible employee doesn’t work: receives holiday pay.
2. Eligible employee works: receives holiday pay plus time and a half for hours worked.

Note: Nova Scotia has nine employee groups where holiday pay rules don’t apply.

Ready for more? Here’s your payroll legislation round-up for Nova Scotia.

Source: Nova Scotia Employment Rights: Holiday Pay.

How is holiday pay calculated in Prince Edward Island (PEI)?

There are eight paid holidays in PEI where eligible employees are typically entitled to take the day off work with holiday pay. 

Prince Edward Island holiday pay formula:

Regular day's pay

For employees with irregular schedules, calculated by averaging hours worked in the 30 days before the holiday.

The three ways holiday pay can be applied in Prince Edward Island:

1. Eligible employee doesn’t work on a day they were scheduled: receive holiday pay.
2. Eligible employee doesn’t work because they weren’t scheduled: entitled to an additional day off with holiday pay.
3. Eligible employee works: receives holiday pay plus time and a half, or another day off with pay before their next paid vacation day.

Source: PEI Employment Standards: Paid Holidays.

How is general holiday pay calculated in the Yukon?

There are 11 statutory holidays in the Yukon where eligible employees receive the day off with general holiday pay.

Yukon general holiday formula:

Varies by pay type:

• Hourly employees: day off with regular wage for normal hours of work.
• Salaried employees (weekly or monthly): days off without any decrease in pay.
• Commission or piece-work employes: day off with average daily wage (excluding overtime and bonuses from the holiday week).
• Irregular hours employees: 10% of their wages over the two calendar weeks before the holiday (including overtime but excluding vacation pay).
• If an eligible employee works on a statutory holiday: general holiday pay plus overtime for hours worked on that day, or their regular wages for hours worked plus an additional day off with pay.

Note: In the Yukon, all employees regardless of eligibility are entitled to general holiday pay and overtime if they work on a statutory holiday. Employees can also receive general holiday pay for non-statutory holidays recognized in their employment contract (ie. Heritage Day or Boxing Day).

For Yukon employers, check out your quick guide to the Yukon payroll legislation.

Source: Yukon Employment Standards - Employee Information: Statutory Holidays.

How is general holiday pay calculated in the Northwest Territories (NWT)?

There are 11 statutory holidays in the NWT where eligible employees are entitled to receive the day off with general holiday pay. 

Northwest Territories general holiday pay formula:

An average day’s pay.

Employers should contact Employment Standards for specifics on paying employees in the week a statutory holiday falls, and for rules regarding employees on unpaid leave or paid on a basis other than time.

The two ways general holiday pay can be applied in Northwest Territories:

1. Eligible employee doesn’t work: receives the day off with general holiday pay.
2. Eligible employee works: entitled to either another day off with pay or general holiday pay plus overtime for hours worked.

Have questions about NWT legislation? Check out our Northwest Territories payroll legislation FAQ’s.

Source: NWT Employment Standards Factsheet.

How is general holiday pay calculated in Nunavut?

There are 10 general holidays in Nunavut where eligible employees are to receive the day off with general holiday pay. 

Nunavut general holiday pay formula:

A regular day’s pay

The two ways general holiday pay can be applied in Nunavut:

1. Eligible employee doesn’t work: entitled to general holiday pay.
2. Eligible employee works: entitled to either another day of with pay or general holiday pay plus time and a half for hours worked.

For more information, head to our full guide to Nunavut payroll legislation.

Source: Nunavut Labour Standards Compliance Office.

Frequently Asked Questions about Canadian Stat Holiday Pay

What is the difference between "statutory holiday pay," "general holiday pay," and "public holiday pay" in Canada?

These terms all refer to the same concept — the wages an employee is legislatively entitled to receive for a stat holiday. The specific term used depends on the province or territory: British Columbia, Saskatchewan, Ontario, and Newfoundland & Labrador use "public holiday pay"; Alberta, Manitoba, Yukon, NWT, and Nunavut use "general holiday pay"; BC and the federal jurisdiction use "statutory holiday pay." Québec uses the term "indemnity."

Does every Canadian employee automatically qualify for stat holiday pay?

No. Eligibility requirements vary by province. Most jurisdictions require employees to have worked a minimum period and to have worked (or been scheduled to work) on days adjacent to the holiday. Certain employee groups — such as construction workers, managers, or commission-based employees — may be subject to different rules or exemptions.

What happens if a stat holiday falls on an employee's day off?

Rules vary. In Alberta, if the holiday doesn't fall on a regular working day, no general holiday pay is owed unless the employee works. In PEI, employees who are not scheduled to work on a paid holiday are still entitled to an additional day off with holiday pay. Always check provincial legislation for your jurisdiction.

Can an employer substitute a different day for a statutory holiday?

In several provinces, yes — but written agreement between employer and employee is required, and all statutory holiday pay rules apply to the substituted day. Québec is an exception: employers cannot choose a different day of observance.

How Payworks can help with statutory holiday pay calculations!

As we mentioned, our Time Management solution has a Statutory Holiday Calculator: an intuitive tool that does exactly what its name says. It’s designed to make the statutory holiday pay calculation process a breeze in under five clicks (yes, it really is that simple!).

The number of stat holidays is entered for the pay period and from there, the statutory holiday pay is calculated on your behalf for each employee and based on the employee eligibility criteria you’ve already set up in the system. These tallies can be reviewed and then applied to payroll, with the Statutory Holiday Calculator values visible on the Pay Grid. Did we just hear a sigh of relief?

To learn more about all the ways our Time Management solution can streamline the day-to-day tasks of tracking and paying employees properly for their hours worked (on holidays or otherwise!), visit us here!