Wondering about stat holidays in British Columbia? This guide breaks down everything you need to know about B.C. statutory holidays for 2025, including dates, holiday pay rules, and eligibility requirements. Whether you’re a non-unionized employee or employer, we’ve got you covered with clear and simple answers to common questions about public holidays in B.C.
KEY TAKEWAYS
B.C. recognizes 11 statutory holidays in 2025.
Statutory holiday pay eligibility depends on employment duration and days worked.
Employees working on stat holidays are entitled to premium pay in addition to holiday pay.
Employers must adhere to statutory holiday regulations under the Employment Standards Act (ESA) to ensure compliance.
Statutory holiday rules apply to all non-unionized employees unless a collective agreement provides otherwise.
Statutory Holidays in British Columbia for 2025
B.C. observes the following statutory holidays:
Holiday | 2025 Date |
New Year’s Day | Wednesday, January 1 |
Family Day | Monday, February 17 |
Good Friday | Friday, April 18 |
Victoria Day | Monday, May 19 |
Canada Day | Tuesday, July 1 |
B.C. Day | Monday, August 4 |
Labour Day | Monday, September 1 |
National Day for Truth and Reconciliation | Tuesday, September 30 |
Thanksgiving Day | Monday, October 13 |
Remembrance Day | Tuesday, November 11 |
Christmas Day | Thursday, December 25 |
Optional Holidays While not officially recognized as statutory holidays under the ESA, many employers may also observe optional holidays, such as:
Holiday | Description | 2025 Date |
Easter Monday | Day after Easter Sunday | Monday, April 21 |
Boxing Day | Day after Christmas | Friday, December 26 |
Employers who choose to observe optional holidays may create additional policies regarding eligibility and pay for these days.
Who Is Eligible for Statutory Holiday Pay?
To qualify for statutory holiday pay in B.C., employees must:
Have been employed for at least 30 calendar days before the holiday.
Have worked or earned wages for 15 of the 30 days leading up to the holiday.
Employees who do not meet these criteria may still be entitled to regular pay for hours worked on the holiday. Specific exemptions apply to certain job roles, including managers and certain types of contractors.
Stat Holiday Pay Rules in B.C.
How It Works
Eligible employees are entitled to:
A day off with statutory holiday pay, or
Premium pay if they work on the holiday.
Work on a Stat Holiday
Employees working on a statutory holiday are entitled to extra compensation:
First 12 Hours: Paid at 1.5x their regular hourly wage.
Beyond 12 Hours: Paid at 2x their regular hourly wage.
Plus: Statutory holiday pay.
Example: An employee’s average day’s pay is $139.20 at $17.40/hour,
and he/she works 10 hours on a statutory holiday.
Regular Hourly Wage: $139.20
Statutory Holiday Pay: 10 hours × (1.5 × $17.40) = $261
Total Pay: $139.20 + $261 = $400.20.
If an employee works 14 hours on a statutory holiday.
Regular Hourly Wage: $139.20
Statutory Holiday Pay: (12 hours × 1.5 × $17.40) + (2 hours × 2 × $17.40) = $313.20
Total Pay: $139.20 + $313.20 = $452.40
Statutory Holiday on a Day Off
If a statutory holiday falls on an employee’s regular day off, they are still entitled to their average day’s pay.
Example: An employee with an average day’s pay of $139.20 does not work on the holiday, which falls on their regular day off. He/she is still entitled to $139.20 in statutory holiday pay.
Regular Hourly Wage: $139.20
Statutory Holiday Pay: $139.20
Total Pay: $139.20 + $139.20 = $278.40.
Termination Around a Stat Holiday
If an employee is terminated within 30 days before or after a statutory holiday and has met the eligibility criteria, they are still entitled to statutory holiday pay for that holiday. Employers must ensure that all accrued statutory holiday pay is included in the final pay. Failure to do so violates the Employment Standards Act (ESA) and may result in penalties.
Example: An employee is terminated 10 days before Christmas Day, having worked 18 of the 30 days prior to the holiday. They are entitled to receive statutory holiday pay for Christmas Day in their final paycheck.
Employers must handle termination pay meticulously to avoid disputes.
Substitution of Holidays
Employers may substitute a statutory holiday with another day off if both the employer and employee agree in writing.
How to Calculate Statutory Holiday Pay
Formula:
What to Include:
Regular wages, salary, commissions.
Statutory holiday pay.
Paid vacation days.
Exclusions:
Do not include overtime pay in the calculation.
Using tools like a stat pay calculator can simplify the process and ensure accuracy.
Employer Responsibilities
Employers in B.C. must:
Provide eligible employees with statutory holiday pay.
Accurately compensate employees who work on statutory holidays.
Maintain records of wages and hours worked to ensure compliance with the ESA.
Handle disputes professionally and resolve them quickly.
Non-compliance can lead to penalties and employee complaints, which may damage employer-employee relationships and company reputation.
Resolving Pay Discrepancies
If you believe you have not received the correct statutory holiday pay:
Check Your Eligibility: Review the criteria and your work records.
Contact Your Employer: Discuss any discrepancies directly with them.
File a Complaint: If unresolved, contact BC Employment Standards to file a formal complaint.
Employees may also consult legal professionals for additional support if discrepancies persist.
Who Are Not Eligible to Get Paid for Stat Holidays in B.C.?
Employees who do not meet the eligibility criteria are not entitled to statutory holiday pay. This includes:
Employees who have not been employed for at least 30 calendar days before the holiday.
Employees who have not worked or earned wages on at least 15 of the 30 days prior to the holiday.
Certain occupations, such as managers, farm workers, and commission-based salespeople, may have special exemptions or rules outlined in the Employment Standards Act (ESA).
Employers are responsible for ensuring eligibility is accurately determined to avoid disputes.
FAQ: B.C. STAT HOLIDAY PAY
Q 1. Who Can Get Paid for Stat Holidays in B.C.?
A: Employees who meet the eligibility criteria can get paid for statutory holidays in B.C. This includes individuals who have been employed for at least 30 calendar days before the holiday and have worked or earned wages on at least 15 of the 30 days prior to the holiday.
Q 2. How is holiday pay calculated in B.C.?
A: Holiday pay is calculated by dividing your total wages earned in the 30 days before the holiday by the number of days worked during that period.
Q 3. What if I work on a stat holiday?
A: If you work on a stat holiday, you’re entitled to 1.5x your regular wage for the first 12 hours worked and 2x your regular wage for additional hours. You’ll also receive stat holiday pay.
Q 4. Are managers entitled to stat holiday pay?
A: No, managers are excluded from statutory holiday pay entitlements under B.C.’s Employment Standards Act.
5. What happens if I’m terminated around a stat holiday?
A: Your employer must pay any accrued holiday pay, even if you’re terminated before or after the holiday. Termination without proper compensation violates B.C.’s ESA.
6. Do part-time employees qualify for stat holiday pay?
A: Yes, part-time employees may qualify if they meet the eligibility criteria of working at least 15 of the 30 days prior to the holiday.
7. What happens if a stat holiday falls on a weekend?
A: If a stat holiday falls on a weekend, employers may observe the holiday on the following Monday or provide an alternate day off with pay.
8. Can an employer substitute a stat holiday for another day?
A: Yes, with written agreement between the employer and employee, a statutory holiday can be substituted for another day off with pay.
9. What if my paycheque doesn’t include stat holiday pay?
A: If you believe you’re entitled to stat holiday pay but didn’t receive it, contact your employer to address the issue. If unresolved, file a complaint with B.C. Employment Standards.
10. Do certain occupations have unique rules for statutory holiday pay?
A: Yes, certain occupations in B.C., such as managers, farm workers, and commission-based salespeople, have unique exemptions or rules under the Employment Standards Act (ESA). These include:
References
Government of British Columbia – Employment Standards: Statutory Holidays
WorkSafeBC – Holiday Pay Guidelines
Canada Revenue Agency – Employer Responsibilities for Holiday Pay
Samfiru Tumarkin LLP – Statutory Holidays in British Columbia
Government of British Columbia – Employment Standards: Statutory Holidays
WorkSafeBC – Holiday Pay Guidelines
Canada Revenue Agency – Employer Responsibilities for Holiday Pay
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