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Frequently Asked Questions



4 questions
  • Can a statutory general holiday be moved ?

    No. The Act respecting labour standards states that statutory holidays cannot be moved to another day. An employer could not have its employees work on the statutory holiday and close on another day. The only times the Act allows a statutory holiday to be moved are :

    • when July 1 falls on a Sunday, the holiday is July 2
    • when the statutory holiday of June 24 falls on a Sunday; the vacation is then moved to June 25 only for those who do not normally work on Sundays

    A person who is required to work on a statutory holiday is entitled to be paid for the day. They are also entitled to compensation or deferred leave, at the employer's option. If the employer grants the deferred leave, the person will be entitled to a day off with pay on a date other than the statutory holiday.

  • Do standards relating to statutory general holidays apply to everyone?

    No. They do not apply to :
    • a person who, under a collective agreement or decree, is entitled to at least 7 non-working days with pay in addition to the National Holiday; 
    • a non-unionized person who is entitled to a number of non-working days with pay, in addition to the National Holiday, equal to the number provided for in the collective agreement or decree of the unionized employees of the company where they work. 
  • Is a part-time worker entitled to a statutory general holiday?

    Yes. Irrespective of their employment status, be it full time, part time, temporary, casual or on call, a part-time worker is entitled to all statutory general holidays.
  • Is a worker who is on extended sick leave, unpaid leave, parental leave, paternity leave or maternity leave entitled to an indemnity on a statutory general holiday?

    No. The worker is not entitled to a holiday or to monetary compensation, for they are not working.