‍What are the public holidays in Canada?

Serving as breaks from the regular work routine, public holidays in Canada are days off that can contribute to a healthy work-life balance, reducing stress and fostering overall wellbeing. These statutory holidays, also known as public holidays, grant employees a paid day off work, but not all provinces and territories recognize each holiday. Some that are not statutory holidays across Canada include:

• Family Day: Observed in several provinces, including Alberta, British Columbia, New Brunswick, Ontario, and Saskatchewan.
• Louis Riel Day: Observed in Manitoba to honour the contributions of Louis Riel, a Métis leader and founder of the province.
• Islander Day: Observed in Prince Edward Island to celebrate the island’s culture and heritage.
• National Indigenous Peoples Day: Celebrated on June 21st to honour the cultures and contributions of Indigenous peoples in Canada.
• Nunavut Day: Celebrated on July 9th to commemorate the creation of the territory of Nunavut in 1999.

Below are the most common statutory paid holidays in Canada:

• New Year’s Day (January 1st)
• Good Friday (the Friday before Easter Sunday)
• Victoria Day (Monday preceding May 25th)
• Canada Day (July 1st)
• Labour Day (the first Monday in September)
• Thanksgiving Day (the second Monday in October)
• Remembrance Day (November 11th)
• Christmas Day (December 25th)

Each provincial and territorial Employment Standards Act oversees the holidays specific to that region and all regulations regarding pay and entitlements. You can refer to the relevant legislation for your province or territory below:

• Ontario Employment Standards Act
• Alberta’s Employment Standard Rules
• British Columbia’s Employment Standards Act
• Manitoba’s Employment Standards Act
• Saskatchewan Employment Standards Act
• Quebec Employment Standards Act
• Nova Scotia Employment Standards Act
• New Brunswick Employment Standards Act
• Newfoundland And Labrador Labour Standards
• Prince Edward Island’s Employment Standards Guide
• Northwest Territories Employment Standards
• Yukon’s Employment Standards Act
• Nunavut Labour Standards Act

Strategies for managing provincial and territorial differences in Canada

‍Managing the different public holidays in Canada can be challenging for businesses operating across multiple provinces and territories. Below are some strategies that can help make the process easier:

Aspects to consider before creating a comprehensive policy

Creating a comprehensive policy for public holidays can help you effectively manage holiday-related matters in many ways, but some aspects to consider include:

• Providing clarity: Comprehensive policies can ensure that all employees understand their entitlements, rights and responsibilities regarding public holidays, regardless of their location or position within the company.
• Understanding employee benefits: By clearly outlining your public holiday policy, employees can better understand the benefits and entitlements they can receive.
• Improving flexibility: A comprehensive policy can also address flexibility and accommodation for employees who celebrate different holidays or have cultural or religious observances. It can outline procedures for requesting alternate days off and flexible scheduling arrangements.

Communicating with employees

Communicating with employees about public holiday policies and procedures can promote clarity, understanding and compliance while fostering employee engagement, trust and satisfaction. Strong communication can also offer the following benefits:

• Empowerment: Clear communication can empower employees by giving them information to make informed decisions about public holiday entitlements and requests. When employees understand their options and the process for requesting time off or accommodations during holiday periods, they typically feel more confident managing their time off.
• Engagement: Transparent communication can encourage employee engagement and confidence in your organization. Employees who feel you value their input, respect their rights and communicate openly about policies and procedures may be more likely to feel engaged, motivated and loyal to your organization.
• Consistency: Consistent communication can ensure you treat all employees fairly and that they receive the same information regarding public holiday entitlements and benefits.
• Feedback: By encouraging open dialogue and listening to employee feedback, you can identify areas for improvement and make necessary adjustments to policies and procedures.

Flexibility and accommodation

By offering flexibility and accommodation during public holidays, organizations can create a supportive work environment that respects employees’ needs while promoting wellbeing, engagement and retention.

Centralizing HR and payroll systems

Centralizing your systems can streamline public holiday management by consolidating processes into a single, integrated platform. This strategy can boost efficiency, accuracy and compliance with provincial or territorial regulations. With real-time visibility, automation and enhanced data security, centralized systems can promote consistency and enable better decision making.

Staying up to date

You might consider the following strategies to stay up to date:

• Regular monitoring: Visit official government websites to stay on top of regulatory updates and industry publications regarding changes to public holiday regulations and relevant labour laws.
• Consulting legal experts: Seek advice from legal experts, employment lawyers or HR consultants specializing in labour law to stay informed about changes to public holiday regulations and ensure compliance with relevant legislation.
• Professional associations: Join professional associations or industry groups related to HR or labour relations that provide resources and networking opportunities to stay current on public holiday regulations and best practices.
• Training and development: Continued education for HR staff, managers and supervisors can help them stay informed about public holiday regulations and implement organizational changes.
• Internal communication: Establish internal communication channels, such as newsletters, memos or staff meetings, to discuss changes to public holiday regulations with all employees.

Paid days off for public holidays can offer employees added security and stability while demonstrating an employer’s commitment to their welfare. Recognizing and observing public holidays can contribute to positive employee morale, engagement and satisfaction, ultimately enhancing organizational productivity and retention.