When Are the Alberta Stat Holidays in 2025?
Each year, organizations must recognize legislated general holidays throughout the year, often referred to as statutory, or “stat,” holidays. Recognition of general holidays often involves businesses closing for the day and employees receiving a day off work with general holiday pay. While this practice occurs annually, navigating the requirements of general holidays can still raise questions for many businesses. Below is An Employer’s Guide to Alberta General Holidays 2025 to help make the process easier.
In Alberta, businesses must recognize nine stat holidays in 2025.
Required Alberta Stat Holidays in 2025:
| Holiday | Date |
|---|---|
| New Year’s Day | Wednesday, January 1 |
| Alberta Family Day | Monday, February 17 |
| Good Friday | Friday, April 18 |
| Victoria Day | Monday, May 19 |
| Canada Day | Tuesday, July 1 |
| Labour Day | Monday, September 1 |
| Thanksgiving Day | Monday, October 13 |
| Remembrance Day | Tuesday, November 11 |
| Christmas Day | Thursday, December 25 |
General Holiday Rules
General holidays in Alberta are established under provincial legislation. Some general holidays occur nationwide, while others are unique to a jurisdiction.
Alberta observes nine stat holidays in 2025. Other annual holidays like Boxing Day and Easter Monday are not general holidays in Alberta. They may be observed at an employer’s discretion. See our article on shutting down for non-statutory holidays for details on planning a legally compliant closure.
For more information on legislated requirements for general holidays, see Part 2, Division 5 of the Employment Standards Code.
When Do the Legislated General Holidays Occur Each Year?
| Holiday | Day |
|---|---|
| New Year’s Day | January 1 |
| Alberta Family Day | The third Monday of February |
| Good Friday | The Friday before Easter Sunday |
| Victoria Day | The Monday before May 25 |
| Canada Day | July 1 unless that’s a Sunday, then Monday, July 2, replaces July 1 |
| Labour Day | The first Monday in September |
| Thanksgiving Day | The second Monday in October |
| Remembrance Day | November 11 |
| Christmas Day | December 25 |
Who Qualifies for General Holiday Pay?
Most workers in Alberta are eligible for stat holiday entitlements in 2025. They must have been employed for 30 workdays or more in the 12 months before the general holiday.
For employees who work an irregular schedule, the general holiday is considered a normal workday. The employee receives holiday pay if they worked on the same day of the week on which the general holiday falls in at least five of the nine weeks preceding the workweek in which the general holiday occurs. So if a stat holiday in Alberta falls on a Monday, but the employee never works Mondays, they wouldn’t qualify for holiday pay for that holiday.
If a general holiday falls on a day that would have been a regular workday for an eligible employee and the employee does not work on that day, they should receive general holiday pay equal to at least their average daily wage (more on this calculation below). If a general holiday falls on a non-regular workday and the employee does not work, they are not entitled to general holiday pay.
Employees are ineligible for general holiday pay if they are scheduled to work on a general holiday but are absent from work without management approval, or if they are absent from work on their last scheduled workday before the holiday or their first scheduled workday after the holiday without management approval (more on the “last and first” rule below). An employee’s eligibility for holiday pay is not affected if the employee’s absence has been approved by their employer.
If an employee does not qualify for general holiday pay, they should be paid their regular wage.
To determine whether special rules apply, refer to the Government of Alberta’s Exceptions for Specific Industries webpage.
What is the “last and first rule” for General Holidays?
This rule requires an employee to work their last scheduled day before a holiday and the first scheduled day after a holiday to be eligible for holiday pay. In some instances, employees may have a reasonable cause for missing either of these workdays.
The word “scheduled” is crucial when creating compliant general holiday policies and communications. A common issue for employers is managing holidays for part-time employees. For example, consider a part-time worker who only works Tuesday to Thursday. If a holiday falls on a Monday, their last scheduled day would be the Thursday shift before the holiday. Their first shift after the holiday would be Tuesday after the holiday. If the employee works both the Thursday before and the Tuesday after, they meet the requirements.
If an employee fails to meet the requirements of this rule, they are not entitled to general holiday pay. However, if the employee misses a scheduled shift with reasonable cause, general holiday pay may be required. This includes situations beyond the employee’s control that prevent them from working, such as emergencies. If the employee has reasonable cause for missing either the last shift before or the first shift after a general holiday and this information is discussed with their employer and approved, they are entitled to general holiday pay.
How Do You Calculate General Holiday Pay in Alberta?
In Alberta, general holiday pay is equal to an employee’s average daily wage. To calculate an employee’s average daily wage, divide the employee’s total wages earned in the four-week period immediately before the general holiday (or else the four-week period ending on the last day of the pay period immediately before the general holiday) by the number of days worked in that period.
If an employee works on a general holiday that would have been a regular workday, they receive either:
- General holiday pay for each hour worked at 1.5 times their normal wage rate in addition to an amount that is at least their average daily wages; or
- The total of the applicable wage rates for each hour worked that day, an alternative day off work no later than their next annual vacation on a day that would normally be a workday, and general holiday pay for the alternative day, which is at least the employee’s average daily wage.
If an eligible employee works on a general holiday that is not a regular workday, they receive 1.5 times their wage rate for each hour worked that day.
Refer to the government of Alberta’s general holidays webpage for more information about the stat holidays in 2025.
How is Holiday Pay Calculated with Other Types of Pay?
If a general holiday occurs during an employee’s vacation and the employee would have been entitled to the general holiday had they not been on vacation, the employee should receive an alternate general holiday with holiday pay that is equal to the employee’s average daily wage.
Can I Require Employees to Work on a General Holiday?
Yes, you may require employees to work on a general holiday. However, you must provide applicable entitlements to any employee who works on a general holiday.
Managing Entitlements
Employers, managers, and supervisors must have a thorough understanding of holiday entitlements to remain compliant. Implement concise and comprehensive policies to clearly convey who qualifies for general holiday pay, when it’s applicable, and how to navigate special circumstances. Our experts can create a holiday policy tailored to your business, or you can use one of our customizable templates.
Failure to provide employees with the correct general holiday entitlements violates Alberta’s Employment Standards Code, so staying compliant is crucial.
Check Out Our Other Stat Holiday Guides:
Does Your Employee Handbook Address Time Off Policies Efficiently? Let Citation Canada Help!
For more tips and resources on effectively managing public holidays in Alberta, speak to one of our experts today. Schedule a demo or explore pricing options to see how we can simplify your HR obligations with trusted services and support.
Our suite of services includes the latest HR content, HR software, and a secure human resource information system (HRIS). With decades of proven experience, we deliver Health & Safety and HR support you can depend on.