By Megan Jackson
Statutory holidays are a cornerstone of BC’s employment standards, providing workers with meaningful time off while ensuring consistency in workplace obligations. But what happens when a statutory holiday lands on a weekend? Many employers are left asking: what does the Employment Standards Act require, and what are the best options for my organization?
This post explains what BC’s Employment Standards Act (ESA) requires, outlines practical choices for employers, and offers clear guidance for ensuring compliance and employee satisfaction.
Upcoming Statutory Holidays in BC (2025)
Here are all the statutory holidays remaining in 2025:
- BC Day: Monday, August 4
- Labour Day: Monday, September 1
- National Day for Truth and Reconciliation: Tuesday, September 30
- Thanksgiving Day: Monday, October 13
- Remembrance Day: Tuesday, November 11
- Christmas Day: Thursday, December 25
Who is Eligible for a Statutory Holiday in BC?
According to Section 44 of the BC Employment Standards Act, an employee is entitled to statutory holiday pay if:
- They have been employed for at least 30 calendar days, and
- They have worked or earned wages on at least 15 of the 30 calendar days preceding the holiday.
If an employee is eligible, they must receive statutory holiday pay regardless of whether the holiday falls on a day they normally work. If the British Columbia holiday lands during vacation, it still counts as a stat and should not be deducted from vacation time.
Read more: Province of British Columbia – Section 44
What If a Statutory Holiday Falls on a Weekend?
Unlike some provinces, British Columbia employment standards do not automatically shift weekend statutory holidays to the next weekday. Employers must choose how to apply the rules.
Here are four ESA-compliant options:
Option 1: Leave the Holiday on the Weekend
If an employee does not normally work on weekends, they receive their statutory holiday pay, but no additional weekday off. While compliant, this may feel like a missed break to employees.
Option 2: Provide the Following Monday Off
To create a long weekend in BC, many employers choose to offer the following Monday (or another weekday) off with pay. While not mandatory, this is a well-received practice.
Option 3: Substitute Another Day by Agreement
Employers and employees can agree in writing to substitute a different day for the stat. Under ESA Section 48, the substitute day must be treated like a statutory holiday in all respects.
Read more on ESA Section 48 – Substituting Statutory Holidays
Option 4: Employee Works on the Holiday
If an eligible employee works on a statutory holiday, and no substitution is arranged, they are entitled to:
- Time-and-a-half for the first 12 hours
- Double time for any additional hours
- Plus, either their average day’s pay or a paid day off in lieu
Recognizing Culturally and Historically Significant Days
Beyond the 11 legislated statutory holidays, many BC organizations are choosing to acknowledge additional days of cultural, social, or historical significance. These may include:
- National Indigenous Peoples Day, International Women’s Day, Pride Week, Diwali, Lunar New Year, and other cultural or community observances
While these days are not statutory holidays under the ESA, recognizing them through internal communications, education, flexible scheduling, or optional leave can strengthen your workplace culture and demonstrate a commitment to equity, diversity, and inclusion. Employers are encouraged to engage employees and tailor observance strategies that reflect the diversity of their workforce.
Best Practices for BC Employers
To ensure clarity and compliance around statutory holidays, employers should consider the following:
- Communicate early and clearly how upcoming statutory holidays – particularly those falling on weekends – will be handled.
- Document all substitution agreements (if applicable) in writing and retain them in accordance with ESA requirements.
- Train managers and supervisors to understand holiday pay rules, eligibility, and scheduling protocols.
- Updating your policies to reflect your organization’s approach to statutory holidays, long weekends, and inclusive holiday recognition.
Statutory holiday rules in BC can be complex – but managing them doesn’t have to be. Whether you’re planning for the next stat holiday in BC, managing vacation overlap, or aiming to support a more inclusive calendar, Pivot HR Services can help.
Book a free consultation with our HR consultants to ensure your approach is both compliant and aligned with your organizational values.