For businesses operating in British Columbia, correctly calculating and administering statutory holiday pay (“stat pay”) is a key compliance and payroll issue. Whether you’re an employer or an employee, understanding statutory pay in bc is essential. This 2025-update guide breaks down what you need to know: which holidays apply, who is eligible, how to calculate entitlements, what happens if someone works on the holiday, substitute days, special cases, and some best-practice tips.
1. What is stat pay (or statutory holiday pay) in B.C.?
In B.C., stat pay refers to the compensation an eligible employee receives when a stat holiday (also called a “general holiday” or “statutory holiday”) falls. The key points:
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If the employee is eligible, they get a day off with pay for the holiday, or if they work, they receive additional premium pay. Government of British Columbia
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The employer may instead substitute another day, if agreed in writing—with the same pay rules applying. Government of British Columbia
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These rules apply under the provincially‐regulated employment framework (i.e., under the Employment Standards Act (British Columbia) and associated regulations).
2. Which holidays are stat holidays in B.C. in 2025?
For 2025, British Columbia recognizes 11 statutory holidays for provincially‐regulated employees.
Here are the dates:
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New Year’s Day – Wednesday, January 1, 2025
- Family Day – Monday, February 17, 2025
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Good Friday – Friday, April 18, 2025
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Victoria Day – Monday, May 19, 2025
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Canada Day – Tuesday, July 1, 2025
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B.C. Day – Monday, August 4, 2025
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Labour Day – Monday, September 1, 2025
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National Day for Truth and Reconciliation – Tuesday, September 30, 2025
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Thanksgiving Day – Monday, October 13, 2025
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Remembrance Day – Tuesday, November 11, 2025
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Christmas Day – Thursday, December 25, 2025
Note: If a holiday falls on a non–working day for the employee, substitute day rules may apply—see Section 5 below.
3. Eligibility: Who qualifies for stat pay?
To be eligible for statutory holiday pay in BC, most employees must meet two key criteria:
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They must have been employed for at least 30 calendar days before the holiday. Government of British Columbia+1
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They must have worked or earned wages on at least 15 of the 30 calendar days immediately before the statutory holiday. Government of British Columbia.
Important caveats / exclusions:
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Some groups of workers are exempt from statutory holiday pay entitlements (or have different rules). Examples include managers (depending on the role), farm workers, fishers, high tech professionals, etc.
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Simply working the day before and the day after the holiday does not satisfy the eligibility test in BC.
4. How to calculate statutory holiday pay
Once eligibility is established, the next step is calculation. The statutory holiday pay amount is based on an employee’s “average day’s pay”. Here’s how to determine it:
4.1 The formula
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Take the total wages earned or payable (excluding overtime) in the 30 calendar days before the statutory holiday. Government of British Columbia
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Divide that total by the number of days the employee worked or earned wages during those 30 days. Government of British Columbia
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The result = average day’s pay → this is the stat holiday pay for the day off..
4.2 What to include/exclude
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Include: Regular wages, salary, commissions (in many cases), paid vacation, paid sick days.
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Exclude: Overtime wages.
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For employees with varying schedules the formula still applies, making this average‐day method essential.
4.3 If the employee works on the statutory holiday
If an eligible employee works on the holiday, additional premium pay (on top of their stat pay) is required:
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1.5 × regular wage for the first up to 12 hours.
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2 × regular wage for any hours beyond 12 on that holiday.
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Plus: they still get the average day’s pay for the statutory holiday.
4.4 When the statutory holiday falls on the employee’s regular day off
Even if the stat holiday is on a day the employee doesn’t normally work, if they are eligible they must receive stat pay.
5. Substitute days, termination, and other special rules
Substitute days
Employers and employees (or a majority of employees) may agree in writing to substitute another day for a statutory holiday. The substitute day must be treated the same as the original holiday (i.e., entitlements apply).
Employment ending around a stat holiday
If an employee’s employment ends before or after the holiday, and they meet eligibility, the employer must still pay any owed statutory holiday pay. Termination doesn’t extinguish the entitlement.
Special occupations & exclusions
As mentioned earlier, certain roles have special rules or are exempt. For example:
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Managers depending on definition.
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Commission-only sales staff may have alternate rules.
Timing of payment
Stat pay must be paid within the next regular pay period following the holiday.
6. Employer responsibilities & risks
For employers, proper administration means:
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Maintaining accurate records of days worked or wages earned in the 30 days prior to each statutory holiday.
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Calculating average-day pay correctly (including appropriate inclusions/exclusions).
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Paying required premium pay when employees work on the holiday.
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Ensuring any substitute‐holiday agreements are in writing and appropriately documented.
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Monitoring eligibility (30 calendar days + 15 days worked/earned wages rule).
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Reviewing whether any staff fall into exempt categories (and if so, documenting the rationale).
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Ensuring payroll and employee handbook policies reflect the statutory holiday rules (for example: how you handle stat holidays falling on non-working days).
Failure to comply may lead to underpayment claims, ESA complaints, audits, and potential liability for back pay and penalties.
7. Practical tips for employers & payroll practitioners
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Pre-holiday audit: A week or two before a stat holiday, run a check on employees’ eligibility (30 days service, 15 days worked/earned wages).
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Variable schedules: For employees with changing schedules/hours, ensure the “days worked” count is accurate (days they earned wages, including paid vacation/sick days).
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Commission-based employees: Review whether the employee’s compensation structure makes them exempt from stat pay entitlements, and document your analysis.
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Substitute holidays: If you plan to observe a stat holiday on a different day (for operational reasons), obtain employee sign-off in writing and treat the substitute day as if it were the stat holiday (pay + eligibility).
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Holiday pay + working the day: If the employee works the holiday, ensure they get both their average day’s pay + premium pay for hours worked.
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Termination timing: If an employee leaves shortly before or after a holiday, check whether they were entitled to stat pay and include it in their final pay.
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Communication: Clearly communicate to staff how you handle statutory holidays in your company handbook (eligibility, pay, substitute days if any) to avoid misunderstandings.
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Record-keeping: Maintain payroll documentation (wages, days worked, holiday pay calculated) for at least the period required by ESA (typically 2-3 years) in case of review.
8. Conclusion
Statutory holiday pay in British Columbia is a critical area for both employers and employees. Getting it right protects employee rights, avoids compliance risks, and ensures smooth payroll operations. For the year 2025, the key pillars remain: the 11 stat holidays, eligibility requirements (30/15 rule), average-day pay calculation, premium pay when work is done on the holiday, and proper documentation of any substitute day plans.
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