Statutory Holidays in British Columbia: 2026 List and Eligibility

British Columbians can look forward to 11 statutory holidays in Canada in 2026 that promise opportunities for rest and quality time with loved ones. Our guide will cover everything you need to know about statutory holidays in British Columbia, including key dates, eligibility rules, pay calculations, and impacts for employers.

The Complete List of BC Stat Holidays 2026

The table below outlines the 5 nationwide and 6 provincial holidays that British Columbia employees are entitled to with pay in 2025 and 2026:

These statutory holidays are outlined in the Employment Standards Act and Regulations. They represent common paid days off for employees across Canada and are considered a key part of employee benefits in Canada.

As a result, it is essential for employers to carefully plan for and accommodate all 11 statutory holidays when managing schedules, payroll, vacation approvals and coordinating business operations in British Columbia.

Source: Statutory Hoildays, Government of British Columbia

Optional Holidays in BC

In addition to the above 11 statutory holidays, some BC employers may provide extra paid days off on optional holidays like:

• Easter Monday (the day after Easter Sunday) – paid day off for federal employees and some public sector workers.
• Boxing Day (December 26)

Other less common examples include:

• Civic Holiday
• National Indigenous Peoples Day
• Terry Fox Day

Unlike statutory holidays, optional holidays are not legally mandated under British Columbia’s Employment Standards Act. Employers have discretion on whether they provide extra paid days off for these occasions. Many employers choose to recognize optional holidays to provide staff with additional time off and uphold cultural traditions.

Substitute Holiday Rules in British Columbia

The British Columbia Employment Standards Act allows employers and employees to mutually agree to substitute another day off work for a statutory holiday. For payroll simplicity, many employers keep the substitute day in the same pay period, although BC’s Employment Standards Act doesn’t require this.

Pay for the substitute day follows the same guidelines as the original statutory holiday, ensuring employees receive the appropriate holiday compensation.

To comply with the ESA, employers should ensure proper documentation and administration of any substitute statutory holidays. This system provides flexibility while ensuring employees’ rights are upheld.

Which Employees Qualify for BC Statutory Holidays?

Not all employees will automatically qualify for paid statutory holidays in BC. To be eligible, employees must meet certain criteria to qualify for statutory holiday pay, which are set out under the Employment Standards Act, as follows:

• Be employed for at least 30 calendar days before the statutory holiday.
• Have worked or earned wages on at least 15 of the 30 calendar days before the statutory holiday.

These eligibility rules help ensure that casual, occasional, or short-term employees do not qualify for statutory holiday pay.

The requirements apply to most employees covered by the BC Employment Standards Act, except those working in exempted professions like agriculture or management roles.

How to Calculate Stat Pay in British Columbia

Eligible employees are entitled to receive statutory holiday pay in BC based on their average daily wage, calculated using the following formula:

Total Wages Earned in 30 Days Prior to Holiday ÷ Number of Days Worked in 30 Days Prior to Holiday

In this formula, under BC’s Employment Standards Act, total wages will include regular wages/pay, commissions, paid vacation days, other statutory holiday pay, and paid sick days. Overtime pay is not included in this calculation.

For example, suppose the employee earned $4,200 in total wages in the 30 days before the statutory holiday and worked 18 of the 30 days. The average daily wage would be: $4,200 total wages / 18 days worked = $233

Therefore, this employee would receive $233 regular statutory holiday pay for the day off.

Source: Calculate statutory holiday pay – gov.bc.ca

Premium Pay for Working on Statutory Holidays in British Columbia

When eligible, employees in British Columbia who work on a statutory holiday are entitled to premium pay in addition to their regular statutory holiday pay, which is:

• 1.5X the regular wage for all hours worked up to 12 hours on the statutory holiday, or
• 2X the regular wage for any hours worked beyond 12 hours on the statutory holiday

For example, if the regular hourly wage is $21 and the employee worked a 9-hour shift on the statutory holiday, the total statutory holiday pay owed would be $283.50 (1.5 x $21 x 9) plus the employee’s regular stat holiday pay for an average day’s wages.

Source: Calculate statutory holiday pay – Government of British Columbia

What Are the Special Rules for Managers and Statutory Holidays in BC?

Managers are exempt from statutory holiday pay eligibility in British Columbia.

The Employment Standards Regulation states that those employed in a management capacity do not qualify for paid statutory holidays.

This means that under the law, employers are not required to provide managers with paid time off or premium pay for working on a statutory holiday.

When determining whether an employee is a “manager”, factors like duties, responsibilities, and decision-making powers are considered. The job title alone does not determine exempted status.

For example, an employee in a role like “Manager of Operations” would likely be exempt from statutory holiday pay if they:

• Oversee a department or division
• Have input in deciding the operations budget
• Make hiring/firing recommendations
• Have authority over direct reports

However, a “Shift Manager” who performs frontline work alongside staff may still qualify for holiday pay.

What Happens if Your Employment Ends Around a Statutory Holiday?

Employees who are terminated, whether with or without cause, maintain eligibility for any statutory holiday pay they qualified for during their final period of employment.

It is highly recommended that employees terminated shortly before or after a statutory holiday consult an employment lawyer to ensure they receive their full entitlements. Do not accept any severance offer without understanding the implications of statutory holidays.

As we’ve already covered statutory holidays in British Columbia, you should also know about other Canadian provinces’ statutory holiday systems:

• Statutory Holidays in Yukon
• Statutory Holidays in Prince Edward Island
• Statutory Holidays in Nunavut
• Statutory Holidays in New Brunswick
• Statutory Holidays in Manitoba
• Statutory Holidays in Newfoundland and Labrador
• Statutory Holidays in Quebec
• Statutory Holidays in Northwest Territories
• Statutory Holidays in Nova Scotia
• Statutory Holidays in Alberta

Key Takeaways on Statutory Holidays in BC

Here are the key points to remember about statutory holidays in British Columbia:

• There are 11 statutory holidays that BC employees are entitled to
• Employees must meet minimum tenure and days worked eligibility criteria
• Statutory holiday pay is calculated using a total wages formula
• Premium pay is owed for any statutory holidays worked
• Substitute holidays can be agreed to in writing
• Terminated employees may still be owed statutory holiday pay

With a complete understanding of public holiday entitlements and obligations, both employers and employees can ensure proper administration, coordination, payments, and employee satisfaction around statutory holidays in British Columbia.

FAQs related to Statutory holidays in British Columbia

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