An Employer’s Guide to Stat Holidays in Alberta 2026
Each year, organizations in Alberta covered by the Employment Standards Code must provide eligible employees with general holiday entitlements. Recognition of these general holidays, often referred to as statutory, or “stat,” holidays often involves businesses closing for the day and employees receiving a day off work with general holiday pay. While this practice occurs every year, navigating the requirements of general holidays can still raise questions for many businesses. Below is a comprehensive Employer’s Guide to Alberta General Holidays 2026, created by our HR experts to help businesses understand the requirements under the Employment Standards Code (ESC).
For employers planning around Alberta stat holidays 2026, the key questions are whether the employee qualifies, whether the holiday falls on a regular day of work, and whether the employee works on the holiday. Those factors determine the minimum entitlement.
Key takeaways
- Alberta has nine legislated general holidays in 2026.
- Eligible employees must have worked at least 30 workdays for the same employer in the 12 months prior to the holiday.
- The “five of nine” rule determines whether a weekday is a regular day of work for an employee with an irregular schedule; it is not a separate eligibility test.
- Employers have two compensation options when an eligible employee works on a general holiday that is a regular day of work.
- Certain industries and occupations have different rules, so employers should confirm whether an exception applies.
General holidays in Alberta 2026
| Holiday | Date |
| New Year’s Day | January 1 |
| Alberta Family Day | February 16 |
| Good Friday | April 3 |
| Victoria Day | May 18 |
| Canada Day | July 1 |
| Labour Day | September 7 |
| Thanksgiving Day | October 12 |
| Remembrance Day | November 11 |
| Christmas Day | December 25 |
The Alberta stat holidays schedule above covers the nine legislated general holidays employers should plan for in 2026.
Understanding general holiday rules in Alberta
Provincial legislation in Alberta establishes general (or statutory) holidays. Some general holidays occur nationwide, while others are unique to Alberta.
Alberta observes nine stat holidays in 2026, but optional (non-stat) general holidays may also 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.
Optional general holidays in Alberta
Employers can choose to recognize additional days as general holidays. If an employer recognizes an additional holiday, Alberta’s employment standards rules for general holiday pay apply to that day as it would for stat holidays.
Commonly recognized optional holidays in Alberta in 2026 include Easter Monday on April 6, Heritage Day on August 3, National Day for Truth and Reconciliation on September 30, and Boxing Day on December 26. These dates are not part of Alberta’s nine legislated general holidays unless the employer chooses to recognize them.
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 it’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 |
What should employers know for stat holiday pay planning?
When planning for 2026 stat holidays in Alberta , employers should confirm employee eligibility, determine whether the holiday is a regular day of work, and check whether an employee works on a holiday that is not a regular day of work. These actions should be taken before calculating holiday pay.
Stat holiday pay rules in Alberta
Most employees in Alberta are eligible to receive holiday pay if they’ve worked for the same employer for 30 or more workdays in the 12 months before the holiday. The employee’s entitlement then depends on whether the general holiday is a regular day of work and whether they work on the holiday.
Special considerations for irregular schedules
For employees with irregular work schedules, a day is considered a regular day of work if the employee worked on that same day of the week in which the general holiday falls in at least five of the nine weeks preceding the holiday.
Example of the “five of nine” rule
Labour Day falls on a Monday. If an employee with an irregular schedule worked five of the previous nine Mondays, Monday is considered a regular day of work for that employee for Labour Day. If they worked only four of the previous nine Mondays, it is not a regular day of work for that holiday. The result can change for the next holiday, so employers should run the test again each time.
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:
- Have worked fewer than 30 workdays in the 12 months before the holiday;
- Are absent from work on the general holiday without management approval when they are required or scheduled to work; or
- Are absent from work on their last scheduled workday before the holiday or their first scheduled workday after the holiday without their employer’s consent.
Note: Approved absences do not affect an employee’s eligibility for holiday pay.
The statutory wording is important here. For the shifts immediately before and after the holiday, the issue is whether the employer consented to the absence. Employers should keep the approval or consent process clear and consistent so payroll decisions can be supported if questioned later.
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 unless the employer consents to the absence. This is commonly referred to as the “last and first” rule.
Example: An employee regularly works Tuesdays, Wednesdays, and Thursdays. If a holiday falls on a Tuesday, the employee must work their scheduled Thursday shift before the holiday and their scheduled Wednesday shift after the holiday to qualify for holiday pay unless the employer consents to them being absent.
An employee may lose entitlement to holiday pay if they are absent from the last scheduled workday before the holiday or the first scheduled workday after the holiday without the employer’s consent. Alberta’s current employment standards guidance uses employer consent as the statutory test; it does not provide a separate, general “reasonable cause” exception.
How is general holiday pay calculated in Alberta?
In Alberta, general holiday pay is equal to an employee’s average daily wage. The average daily wage of an employee is calculated by averaging the employee’s total wages earned over the number of days worked in either the four-week period immediately before the general holiday or the four-week period ending on the last day of the pay period immediately before the general holiday. Overtime pay is not included as wages when calculating the average daily wage.
Employers can choose the option that works best for them when calculating an employee’s average daily wage. The same calculation of holiday pay applies to full-time, part-time, and casual employees.
Average daily wage example
If an employee earned $4,000 in wages over 20 days in the chosen four-week calculation period, the average daily wage is $200. If the holiday falls on a regular day of work and the employee does not work, the employee receives $200 for the holiday.
If an employee works on a general holiday that is a regular workday, they must receive:
- 1.5 times what they would normally earn for the hours worked, plus their average daily wage; or
- Their regular wages for the hours worked, plus a future day off (no later than their next annual vacation on a day that would normally be a workday) and general holiday pay for that day in an amount equal to their average daily wage.
The employer can choose between these two options. Under the second option, the general holiday is treated as a regular workday for overtime purposes.
If an employee works on a general holiday that is not a regular workday, they receive:
- 1.5 times their regular 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.
Common misconceptions about holiday pay
“Only full-time employees are entitled to holiday pay.” Incorrect. Part-time and casual employees are also eligible.
“Employees must work a full year to qualify.” Incorrect. In Alberta, the general rule is that the employee must have worked at least 30 workdays for the same employer in the 12 months before the general holiday.
“The ‘five of nine’ rule is another eligibility requirement.” Incorrect. The rule is used to decide whether the weekday on which the holiday falls is a regular day of work for an employee whose schedule changes.
“Every employee gets a paid day off when a holiday falls on a day they do not normally work.” Incorrect. If the holiday is not a regular day of work and the employee does not work, they are not entitled to holiday pay or a paid day off in lieu.
Consequences of noncompliance
Employees can file a complaint if they believe their employer isn’t following the minimum standards set out in the ESC.
Employment standards officers can investigate and issue directions or orders, including requiring an employer to pay money owed. Noncompliance can also lead to administrative penalties and, in more serious cases, prosecution.
Industry-specific exceptions to Alberta general holiday rules
Alberta’s basic rules do not apply the same way to every occupation and industry. Special rules and exclusions can apply to certain employees and industries. To determine whether special rules or exclusions apply to your workplace, refer to the government of Alberta’s guidance on industry exceptions and the Employment Standards Regulation.
For example, construction employees are entitled to general holiday pay equal to at least 3.6% of wages from the start of employment, but they are not entitled to receive a day off for the general holiday. If a construction employee works on a general holiday, the day is treated as a regular workday for wage and overtime calculations. Special general holiday rules also apply to certain farm and ranch workers.
Teachers, certain salespeople, and direct sellers may also be exempt from the standard general holiday pay requirements. Federally regulated employees are governed by federal labour standards rather than Alberta’s Employment Standards Code.
Managing general holiday entitlements
Employers, managers, supervisors, HR, and payroll must have a thorough understanding of general 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 professionally written, customizable templates.
Frequently asked questions
Do part-time and casual employees qualify for Alberta stat holiday pay?
The same standard holiday pay calculations apply to full-time, part-time, and casual employees who meet the eligibility rules. However, the employee’s work schedule still matters when determining whether the holiday is a regular day of work.
What if a general holiday occurs during an employee’s vacation?
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 receives an alternate general holiday with holiday pay that is equal to the employee’s average daily wage.
The employee can take the first scheduled working day after the vacation as the paid day off. Alternatively, with the employer’s agreement, the employee can take another day that would otherwise have been a workday before their next annual vacation.
Can employers require employees to work on general holidays?
Yes, employers can require employees to work on a statutory holiday. However, they must provide the correct holiday pay and other entitlements where required under the ESC. Special rules or exclusions may apply to some employees.
Check out our other stat holiday guides
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For organizations managing stat holiday requirements across Canada, keep jurisdiction-specific rules separate. A compliant policy in Alberta may not be compliant in another province or territory.