What are the statutory holidays in Alberta for 2025?
In Alberta, statutory holidays are days recognized by the government where employees are entitled to a day off with pay. For the year 2025, there are several statutory holidays that residents and workers should be aware of.
New Year’s Day is the first statutory holiday of the year, observed on January 1st. It marks the beginning of the new calendar year and is a day for celebrating with family and friends.
Family Day is celebrated on the third Monday in February, which in 2025 falls on February 17th. This holiday is unique to certain Canadian provinces, including Alberta, and encourages spending time with loved ones.
Good Friday is observed on April 18th in 2025. It is a Christian holiday commemorating the crucifixion of Jesus Christ and is recognized as a statutory holiday in Alberta.
Victoria Day, celebrated on the Monday preceding May 25th, honors Queen Victoria’s birthday. In 2025, it will be observed on May 19th, marking the unofficial start of summer in Canada.
Canada Day, a national holiday, is celebrated on July 1st. In 2025, it falls on a Tuesday, commemorating the anniversary of the confederation of Canada.
Labor Day is observed on the first Monday in September, which in 2025 is September 1st. This holiday celebrates the achievements of workers and the labor movement.
Thanksgiving Day is celebrated on the second Monday in October, which in 2025 will be October 13th. It is a time for giving thanks and enjoying a festive meal with family and friends.
Remembrance Day, observed on November 11th, is a day to honor and remember the sacrifices of those who served in the armed forces. It is a statutory holiday in Alberta.
Boxing Day, observed on December 26th, is also a statutory holiday in Alberta. It is traditionally a day for shopping sales and spending time with family.
What are the employer’s obligations for stat holidays in Alberta in 2025?
In Alberta, employers are required to provide eligible employees with statutory holiday pay for each of the recognized statutory holidays. This means that employees should receive their average daily wage for the holiday, even if they do not work on that day.
If an employee is required to work on a statutory holiday, the employer must pay them at least 1.5 times their regular wage rate for the hours worked. Additionally, the employee is entitled to a future day off with pay, known as a substitute holiday, or they can agree to receive an additional day’s pay instead.
Employers must ensure that all employees who have worked for them for at least 30 days in the 12 months preceding the holiday are eligible for statutory holiday pay. This applies to both full-time and part-time employees.
Employers are obligated to clearly communicate the holiday schedule to their employees, including any changes or substitutions that may occur. This helps ensure that employees are aware of their entitlements and can plan accordingly.
It is important for employers to keep accurate records of hours worked and wages paid, including statutory holiday pay. This documentation is crucial for compliance with employment standards and can help resolve any disputes that may arise.
Employers should also be aware of any collective agreements or employment contracts that may provide additional benefits or obligations related to statutory holidays, as these agreements can supersede the minimum standards set by Alberta’s Employment Standards Code.
How is statutory holiday pay calculated in Alberta for 2025?
In Alberta, statutory holiday pay is calculated based on the Employment Standards Code, which outlines the entitlements for employees regarding stat holidays. To determine statutory holiday pay for 2025, it’s important to understand the basic principles that apply to most employees.
Eligible employees are entitled to holiday pay if they have worked for the same employer for at least 30 workdays in the 12 months preceding the holiday. This ensures that employees who have a consistent work history with their employer receive their entitlements.
The calculation for statutory holiday pay is generally based on the employee’s average daily wage. This is calculated by taking the employee’s wages, excluding overtime, from the four weeks immediately preceding the holiday and dividing that total by the number of days worked during that period.
If an employee works on a statutory holiday, they are entitled to either a regular day’s pay plus 1.5 times their regular wage rate for the hours worked on the holiday, or they can receive their regular wage rate for hours worked and an additional day off with pay.
Are there any exceptions or special conditions for stat holiday entitlements?
In Alberta, statutory holiday entitlements can have exceptions or special conditions based on the nature of employment and the terms of an employee’s contract. For instance, employees who do not work a regular schedule might not qualify for statutory holiday pay if they have not worked for the employer for at least 30 days in the 12 months preceding the holiday.
Another exception involves employees who are required to work on a statutory holiday. In such cases, they are entitled to either premium pay, which is 1.5 times their regular wage for the hours worked, or a substitute day off with pay. The choice between these options often depends on the employer’s policies or any applicable collective agreements.
Certain industries, such as hospitality or healthcare, may have unique arrangements due to the necessity of continuous operations. Employees in these sectors might have different entitlements or may be required to work on statutory holidays, with compensation structured according to specific agreements or industry standards.
Part-time employees are also subject to special conditions. They are entitled to statutory holiday pay if they meet the eligibility criteria, but the amount is calculated based on their average daily wage, which is determined by dividing their total wages in the four weeks preceding the holiday by the number of days worked.
What should I do if I didn’t receive my stat holiday pay in Alberta for 2025?
First, verify your eligibility for statutory holiday pay. In Alberta, most employees are entitled to stat holiday pay if they have worked for their employer for at least 30 days in the 12 months prior to the holiday. Additionally, employees must work their scheduled shift before and after the holiday unless they have a reasonable excuse.
Review your employment contract or any collective bargaining agreements that may apply. These documents can provide specific details about your entitlements and any additional conditions that might affect your holiday pay.
Contact your employer or human resources department to discuss the issue. It’s possible that the omission was an oversight, and they may be able to resolve it quickly once it’s brought to their attention.
If the issue is not resolved after speaking with your employer, you can file a complaint with Alberta Employment Standards. They provide a formal process for addressing disputes related to holiday pay and other employment standards.
Gather all relevant documentation before filing a complaint, including pay stubs, employment contracts, and any correspondence with your employer regarding the holiday pay. This evidence will support your case and help the investigation process.
Consider seeking legal advice if you encounter difficulties in resolving the issue. An employment lawyer can provide guidance on your rights and help you navigate the complaint process more effectively.
