The Canada Labour Code provides for nine paid holidays per year. The following questions and answers, based on Division V of Part III of the Code, will be of interest to employers and employees under federal jurisdiction. Pamphlet 1 of this series describes the types of businesses covered by the Code. It is available from any Labour Program office of Human Resources and Skills Development Canada and on the HRSDC website.
A general holiday is a special day, designated in the Code, on which employees, including managers and professionals, are entitled to a day off with pay.
New Year’s Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, and Boxing Day are the nine general holidays provided for in the Code.
Yes. The Code does not prohibit work on a general holiday. Employees who are required to work on a general holiday shall be paid, in addition to their regular rate of wages for that day, at a rate equal to one and a half times the regular rate of wages for the time worked on that day. However, if they are employed in a "continuous operation" (defined in question 9), they may be paid as above or the employer may choose to pay them at their normal rate for the hours worked on the holiday, provided they grant the employee a holiday with pay at some other time. Managers and professionals must be given a holiday with pay at some other time.
No. Employees are not entitled to be paid for a general holiday which occurs during the first 30 days after the date they are hired.
Employees who work in continuous operations (defined in question 9 below) are not entitled to holiday pay if they do not report for work on a general holiday when requested to do so, or if they make themselves unavailable for work on a general holiday, for example by "booking off" as in the railway industry.
Employees must also be entitled to wages for at least 15 days during the 30 calendar days preceding the holiday in order to be eligible for holiday pay. Employees on a modified work schedule must establish eligibility according to the number of days specified in the mutually agreed upon work schedule.
Yes. When the parties are subject to a collective agreement, the employer may substitute any other holiday for a general holiday provided for in the Code, if the substitution is agreed to in writing by the employer and the trade union. In the case of employees who are not subject to a collective agreement, an employer may substitute any other holiday for a general holiday if the substitution has been approved by at least 70 per cent of the affected employees. The employer must post a notice of the substitution for at least 30 days before the substitution takes effect.
If New Year’s Day, Canada Day, Remembrance Day, Christmas Day, or Boxing Day falls on a Sunday or Saturday that is a non-working day for an employee, the employee is entitled to a holiday with pay on the working day immediately preceding or following the general holiday. If one of the other general holidays not listed above falls on a non-working day, then a holiday with pay may be added to the employee’s annual vacation or granted at another mutually convenient time.
The employee is to receive pay as follows:
Yes. They have the same entitlement as full-time workers, providing they meet the qualifying requirements. Also, the Code provides prorated holiday pay for employees who are unable to establish entitlement to wages for at least 15 days during the 30 days immediately preceding a holiday because of their terms and conditions of employment. Such employees must receive onetwentieth of the wages earned during the 30 calendar days preceding the holiday.
A continuous operation is as follows:
Yes. The general holiday provisions of the Code do not apply to employers and employees who are parties to a collective agreement that provides rights and benefits at least as favourable as those in the Code and where there is provision for third party settlement. The settlement of disagreements relating to general holiday issues is governed exclusively by the collective agreement.
This publication is provided for information only. For interpretation and application purposes, please refer to Part III of the Canada Labour Code (Labour Standards), the Canada Labour Standards Regulations, and relevant amendments.
You can order additional copies of this publication, indicating the departmental catalogue number LT-031-09-05, from:
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©Her Majesty the Queen in Right of Canada, 2005
Cat. No.: HS23-2/4-2005
ISBN: 0-662-41752-6
Printed in Canada