On a statutory holiday, workers are entitled to a holiday and an indemnity. The employer must calculate the indemnity.
List of statutory holidays and non-working days with pay
- January 1 (New Year’s Day)
- Good Friday or Easter Monday, at the employer’s option
- the Monday preceding May 25 (National Patriots’ Day)
- June 24 (provisions regarding the National Holiday)
- July 1 (Canada Day). If this date falls on a Sunday, July 2
- the first Monday in September (Labour Day)
- the second Monday in October (Thanksgiving)
- December 25 (Christmas Day)
Remembrance Day and National day of truth and reconciliation
Remembrance Day (November 11) and National day of truth and reconciliation (September 30) are not statutory general holidays in Québec.
Only employees covered by the Canada Labour Code are entitled to a paid holiday.
These include federal public service employees, employees of Crown corporations (such as Canada Post) and employees of federally regulated companies, such as banks, telecommunications companies and interprovincial transport companies.
Workers required to work on a statutory general holiday
Normally, workers do not work on statutory holidays. However, some companies may stay open due to the nature of their activities, for example if they provide:
- an essential service (e.g., hospitals, taxis, buses)
- a service that must be maintained (e.g., gas stations, convenience stores, hotels, maintenance of molten metal in foundries)
A worker who is required to work on a statutory holiday is entitled to their wages for the day. They are also entitled to an indemnity or a holiday at another time, at the employer’s option.
If the employer decides to grant the postponed vacation, the employee will therefore be entitled to a day of paid leave on a date other than the statutory holiday. A deferred holiday must be taken in the 3 weeks preceding or following the statutory holiday (except for the National Holiday).
If the employee is on leave and the statutory holiday falls on a day on which he or she normally works, the employee will be entitled to an indemnity.
If the statutory holiday falls on a day the worker does not usually work or during the worker’s vacation, they are entitled to an indemnity or a holiday at another time, at the employer’s option.
To be entitled to a statutory holiday or non-working day with pay, the worker must not be absent from work without valid cause or without their employer’s authorization before or after the statutory holiday. In this case, they will not be entitled to the indemnity or a holiday at another time.
The only requirement to be eligible for this holiday is to be employed on the date of the statutory holiday.
If June 24 falls on a Sunday, June 25 becomes the statutory holiday only for people who do not usually work on Sunday.
If the person worked on the National Holiday and the employer decides to grant the employee a deferred leave, it is imperative that the deferred leave be taken on the working day preceding or following June 24. This working day is a day when the person usually works.