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.
Statutory holidays Alberta 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 |
Understanding general holiday rules in Alberta
General holidays (or statutory holidays) in Alberta are established under provincial legislation. Some general holidays occur nationwide, While some are celebrated nationwide, others are unique to Alberta or other provinces
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 is Eligible for General Holiday Pay in Alberta?
Most employees in Alberta are entitled to general holiday pay in 2025 if they meet the following criteria:
- They have been employed for 30 workdays or more in the 12 months before the general holiday.
Special Considerations for Irregular Schedules
Employees with irregular work schedules are also entitled to general holiday pay if they meet certain conditions. Essentially, they must have worked on the same day of the week as the holiday in at least 5 of the 9 weeks preceding the holiday.
What if an Employee Doesn’t Work on a Statutory Holiday?
- Eligible Employee, Regular Workday: If a statutory holiday falls on a day that would normally be a workday for an eligible employee and they don’t work, they must receive general holiday pay equal to at least their average daily wage.
- Eligible Employee, Non-Regular Workday: If the holiday falls on a non-regular workday, they are not entitled to general holiday pay.
When are Employees NOT Eligible for General Holiday Pay?
Employees may be ineligible for general holiday pay if they:
- Are absent without approval on the holiday itself.
- Are absent without approval on their last scheduled workday before the holiday OR their first scheduled workday after the holiday (see « Last and First Rule » below).
Important Note: Approved absences do not affect an employee’s eligibility for holiday pay.
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?
To be eligible for general holiday pay, employees generally need to work their last scheduled shift before the holiday and their first scheduled shift after.
Example: A part-time employee works Tuesdays, Wednesdays, and Thursdays. If a holiday falls on a Monday, they must work their Thursday shift before the holiday and their Tuesday shift after to qualify for holiday pay.
If the employee fails to meet the requirements of the last and first rule, they are not entitled to public holiday pay. However, employees may still be eligible for holiday pay if they miss a scheduled shift with reasonable cause. This includes:
- Unplanned emergencies
- Accidents
- Injuries
- Other situations beyond the employee’s control
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 is General Holiday Pay Calculated 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 Employers Require Employees to Work on a General Holiday?
Yes, employers can require employees to work on a statutory holiday. However, they must provide the correct holiday pay and entitlements as outlined above.
Common Misconceptions About Holiday Pay
« Only full-time employees get holiday pay. » Incorrect. Part-time and casual employees may also be eligible.
« Employees must work a full year to qualify. » Incorrect. The eligibility requirement is usually 30 days of employment within the past 12 months.
Consequences of Non-Compliance
Failure to comply with Alberta’s Employment Standards Code regarding holiday pay can result in:
- Fines
- Legal action
- Reputational damage
Managing Genral Holiday 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.