{"id":7293,"date":"2026-01-28T14:40:02","date_gmt":"2026-01-28T14:40:02","guid":{"rendered":"https:\/\/www.citationcanada.com\/blog\/article\/\/"},"modified":"2026-01-30T18:21:00","modified_gmt":"2026-01-30T18:21:00","slug":"what-is-vacation-pay","status":"publish","type":"post","link":"https:\/\/www.citationcanada.com\/fr\/blog\/article\/what-is-vacation-pay\/","title":{"rendered":"How to Calculate Vacation Pay"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\" id=\"h-facts-and-myths-nbsp-about-nbsp-calculating-nbsp-vacation-pay-nbsp\"><strong>Facts and myths&nbsp;about&nbsp;calculating&nbsp;vacation pay<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Our experts have plenty of experience answering questions about vacation pay, and these answers often involve dispelling common myths. The most prevalent myth is that employee vacation entitlements exist on a \u201cuse it or lose it\u201d basis. Handbooks or policies tell employees that unused vacation expires at the end of the vacation year, and they\u2019ll&nbsp;forfeit&nbsp;it. This myth is so ingrained that each December many employers experience a rush of employees&nbsp;submitting&nbsp;requests to&nbsp;use up&nbsp;earned vacation before&nbsp;it\u2019s&nbsp;lost.&nbsp;<\/p>\n\n\n\n<p>Let\u2019s&nbsp;explore the \u201cuse it or lose it\u201d myth, the facts, and some best practices to ensure compliance.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-vacation-nbsp-pay-nbsp-standards-and-legislation-nbsp\"><strong>Vacation&nbsp;pay&nbsp;standards and legislation<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Each&nbsp;jurisdiction&nbsp;sets&nbsp;minimum&nbsp;employee vacation entitlements in its employment&nbsp;standards&nbsp;legislation. For example, in Ontario,&nbsp;it\u2019s&nbsp;the\u202f<a href=\"https:\/\/www.ontario.ca\/laws\/statute\/00e41\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Act, 2000<\/em><\/a>. Federally regulated businesses\u2019 vacation entitlements are specified in the\u202f<a href=\"https:\/\/laws-lois.justice.gc.ca\/eng\/ACTS\/L-2\/index.html\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Canada Labour Code<\/em><\/a>.&nbsp;<\/p>\n\n\n\n<p>Whatever the&nbsp;jurisdiction, the applicable employment standards legislation requires that all employees receive vacation pay and vacation time. Vacation time and vacation pay are related but calculated and&nbsp;accrued&nbsp;differently, so&nbsp;it\u2019s&nbsp;important to understand them as distinct entitlements.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-much-vacation-time-nbsp-do-employees-get-nbsp\"><strong>How much vacation time&nbsp;do employees get?<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Each&nbsp;jurisdiction&nbsp;is different. For example, in Ontario, employees with less than five years of employment get two weeks of vacation time after each 12-month vacation entitlement year. Employees with five or more years of&nbsp;accrued&nbsp;service get three weeks. Ordinarily, a vacation entitlement year is a recurring 12-month period beginning at an&nbsp;employee\u2019s&nbsp;hire date, or it may be a common year the organization picks, such as the calendar year or a fiscal year.&nbsp;Refer to the legislation specific to your&nbsp;jurisdiction&nbsp;to ensure you\u2019re&nbsp;observing&nbsp;the&nbsp;vacation&nbsp;entitlement&nbsp;year&nbsp;applicable to your business.&nbsp;<\/p>\n\n\n\n<p>Employment&nbsp;standards&nbsp;legislation&nbsp;also&nbsp;specifies a minimum period in which the employer&nbsp;must&nbsp;ensure&nbsp;employees take their earned&nbsp;vacation. For example, in Ontario, an employee&nbsp;must take their&nbsp;vacation time within 10 months of completing that year; in British Columbia, the period is 12 months.&nbsp;<\/p>\n\n\n\n<p>The most important aspect of any vacation policy is to be&nbsp;legislatively&nbsp;compliant. Depending on the&nbsp;jurisdiction, unused vacation time can only be&nbsp;forfeited&nbsp;if an employee has had the full opportunity to take their vacation time within their vacation entitlement period. While there are limited&nbsp;jurisdictions&nbsp;and situations where vacation\u202f<strong>time<\/strong>\u202fmay be&nbsp;forfeited,&nbsp;statutory&nbsp;minimum&nbsp;entitlements to&nbsp;vacation\u202f<strong>pay<\/strong>\u202fcan never be&nbsp;forfeited.&nbsp;Vacation pay is&nbsp;considered part of an employee\u2019s earned wages.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-much-nbsp-is-nbsp-vacation-pay-nbsp\"><strong>How much&nbsp;is&nbsp;vacation pay?<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Vacation pay is a payment issued to employees, providing a sum they can draw upon during their scheduled vacation time.&nbsp;Some employment standards&nbsp;legislation&nbsp;allows&nbsp;vacation pay to be calculated and paid to employees&nbsp;within&nbsp;each pay period if the employee and employer agree.&nbsp;It\u2019s&nbsp;important to note that even with such an agreement, employees are still entitled to the vacation time;&nbsp;it\u2019ll&nbsp;just be unpaid when they take it.&nbsp;<\/p>\n\n\n\n<p><strong>Vacation pay is calculated as a percentage<\/strong>\u202fof an employee\u2019s gross wages during the applicable vacation entitlement year.&nbsp;In Ontario, vacation pay&nbsp;accrues&nbsp;at a rate of:&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Four percent<\/strong>\u202fof wages&nbsp;(excluding vacation pay)&nbsp;for employees with less than five years of employment, where the vacation time entitlement is two weeks; and&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Six percent<\/strong>\u202fof wages&nbsp;(excluding vacation pay)&nbsp;after five years of employment, with a vacation time entitlement of three weeks.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Again,&nbsp;it\u2019s&nbsp;important to ensure you understand the vacation pay rate that applies to your organization under your&nbsp;jurisdiction\u2019s&nbsp;employment standards legislation. The earnings or wages included in the calculation can also vary across&nbsp;jurisdictions. In Ontario, \u201cwages\u201d&nbsp;include payments like salary, commissions, overtime pay, public holiday pay, and termination pay. They do not include expenses, discretionary bonuses, or&nbsp;severance&nbsp;pay. Of note, under Alberta\u2019s\u202f<a href=\"https:\/\/open.alberta.ca\/publications\/e09\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Code<\/em><\/a>, vacation pay is not earned on overtime pay or general holiday pay.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-do-employees-nbsp-accrue-nbsp-vacation-entitlements-while-on-vacation-or-nbsp-protected-nbsp-leaves-nbsp\"><strong>Do employees&nbsp;accrue&nbsp;vacation entitlements while on vacation or&nbsp;protected&nbsp;leaves?<\/strong>&nbsp;<\/h2>\n\n\n\n<p>It\u2019s&nbsp;important to note that employees continue to&nbsp;accrue&nbsp;vacation time when&nbsp;they\u2019re&nbsp;away from work because of a temporary layoff, sickness or injury, or any protected leave that&nbsp;doesn\u2019t&nbsp;result in a break in service (for example, pregnancy leave, parental leave, or family responsibility leave). In other words, vacation time&nbsp;accrues&nbsp;during both active and inactive service. Depending on the&nbsp;jurisdiction, vacation pay may&nbsp;accrue&nbsp;during leaves, too,\u202fsuch as in Ontario,&nbsp;where the employee continues to earn wages during the leave. If a leave is unpaid, the employee&nbsp;accrues&nbsp;a percentage of zero wages, which is still zero vacation pay.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-is-vacation-time-mandatory-nbsp\"><strong>Is vacation time mandatory?<\/strong>&nbsp;<\/h2>\n\n\n\n<p>The purpose of vacation time is to ensure employees take time off work. Employers must ensure that employees take their vacation time and receive their vacation pay. In limited circumstances, employment standards legislation&nbsp;permits&nbsp;an employee to&nbsp;forgo&nbsp;their vacation time. However, doing so&nbsp;doesn\u2019t&nbsp;affect the employee\u2019s right to&nbsp;vacation pay.&nbsp;<\/p>\n\n\n\n<p>In Ontario, for example, an employee can forgo some or&nbsp;all of&nbsp;their earned vacation time. This can only happen with the employer\u2019s electronic or written agreement and the approval of the director of employment standards. This approval&nbsp;doesn\u2019t&nbsp;affect the employer\u2019s obligation to pay the employee vacation pay. Employees may give up vacation\u202ftime, but not the right to&nbsp;statutory&nbsp;minimum&nbsp;vacation\u202fpay.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-debunking-vacation-nbsp-pay-nbsp-myths-nbsp\"><strong>Debunking vacation&nbsp;pay&nbsp;myths<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Myth:&nbsp;Part-time and casual employees are not entitled to vacation time.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Fact<\/strong>: All employees under employment standards legislation are entitled to earn both vacation time and vacation pay, regardless of their employment status.&nbsp;<\/p>\n\n\n\n<p><strong>Myth:&nbsp;Employees&nbsp;can\u2019t&nbsp;be forced to take&nbsp;vacation; they have earned the vacation, so&nbsp;it\u2019s&nbsp;their right to decide whether they wish to use it.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Fact:\u202f<\/strong>While employees may request to take their vacation time any time after&nbsp;it\u2019s&nbsp;earned, you have the final say on when they can take that time. In most&nbsp;jurisdictions, you must also ensure employees use&nbsp;their\u202f<a href=\"https:\/\/www.citationcanada.com\/blog\/article\/calculating-pay-for-non-statutory-holiday-shutdowns-in-canada\/\" target=\"_blank\" rel=\"noreferrer noopener\">statutory vacation entitlements<\/a>\u202fwithin the allotted period. Depending on the&nbsp;jurisdiction, you may have&nbsp;notice&nbsp;requirements when scheduling an employee\u2019s vacation time.&nbsp;<\/p>\n\n\n\n<p><strong>Myth:&nbsp;When a worker\u2019s employment ends, they give up any outstanding vacation pay.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Fact:\u202f<\/strong>Vacation pay is money earned based on a percentage of earnings. Any earned but unused vacation pay must be paid at the end of employment&nbsp;in accordance with&nbsp;the&nbsp;timeframes&nbsp;outlined in the employment&nbsp;standards&nbsp;legislation.&nbsp;<\/p>\n\n\n\n<p><strong>Myth:&nbsp;Vacation time must be used by December 31 each year.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Fact:\u202f<\/strong>Under employment&nbsp;standards&nbsp;legislation in all&nbsp;jurisdictions, employees must take their vacation within the allotted&nbsp;timeframe&nbsp;after&nbsp;it\u2019s&nbsp;earned, allowing for exceptions where an employee may be on an extended, protected leave.&nbsp;<\/p>\n\n\n\n<p><strong>Myth:&nbsp;If you offer your employees more vacation time and pay than the employment standards minimum, you can pay an employee for unused vacation time only up to the employment standards minimum if they resign from their employment.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Fact:\u202f<\/strong>Vacation pay is considered wages earned. You cannot reduce or require an employee to&nbsp;forfeit&nbsp;wages earned, so you cannot \u201cfall back\u201d to the legislative minimums if you&nbsp;commit to&nbsp;more in your policy.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-tips-for-managing-employee-vacations-nbsp\"><strong>Tips for managing employee vacations<\/strong>&nbsp;<\/h2>\n\n\n\n<p>To\u202f<a href=\"https:\/\/www.citationcanada.com\/blog\/article\/ultimate-guide-to-compliance-in-hr\/\" target=\"_blank\" rel=\"noreferrer noopener\">ensure compliance<\/a>&nbsp;with jurisdictional vacation requirements, consider the following best practices.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-set-out-vacation-entitlements-and-obligations-in-writing-nbsp\"><strong>Set out vacation entitlements and obligations in writing<\/strong>&nbsp;<\/h3>\n\n\n\n<p>Clearly address employee vacation rights and obligations in writing. By taking this step, either in a written employment agreement or a policy (brought to the employee\u2019s attention), you can set parameters for taking vacation and minimize the risk of later disputes.&nbsp;<\/p>\n\n\n\n<p>Use a\u202f<a href=\"https:\/\/www.citationcanada.com\/book-a-demo\/content\/\" target=\"_blank\" rel=\"noreferrer noopener\">written policy<\/a>\u202fto address the following aspects of employee vacation rights and requirements:&nbsp;<\/p>\n\n\n\n<ul>\n<li>The employee\u2019s annual entitlement to vacation time and vacation pay;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>How and when vacation pay is calculated and paid;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>The steps an employee must take to request vacation time;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>How far in advance vacation time must be&nbsp;requested;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>Any period when vacation is prohibited (for example, if your business is particularly busy during April each year, you may refuse vacation requests during that time); and&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>Your discretion to refuse a vacation request based on operational needs.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-report-and-record-vacation-accrual-clearly-nbsp\"><strong>Report and record vacation accrual clearly<\/strong>&nbsp;<\/h3>\n\n\n\n<p>Having a clear vacation policy is only&nbsp;half&nbsp;an employer\u2019s responsibility.&nbsp;It\u2019s&nbsp;critical to track vacation entitlements consistently and accurately (eligible vacation time and pay versus actual vacation time and pay used). This is necessary to&nbsp;establish&nbsp;transparency and ensure compliance with employment&nbsp;standards&nbsp;legislation. An employer\u2019s inability to show that vacation pay has been properly&nbsp;accrued&nbsp;and paid may result in statutory or contractual liability.&nbsp;<\/p>\n\n\n\n<p>Caution: All the above information presumes there is no contract with the employee&nbsp;containing&nbsp;specific rights&nbsp;regarding&nbsp;vacation. All the above information&nbsp;represents&nbsp;minimum&nbsp;standards, but some employment contracts may provide more than the&nbsp;minimum&nbsp;standards. For example, some contracts provide more vacation time than the&nbsp;minimum&nbsp;requirement. Others may have more generous terms for when and how vacation can be taken. Check your employees\u2019 contracts to understand your rights and obligations&nbsp;regarding&nbsp;vacation time and pay to any employee.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-vacation-nbsp-pay-nbsp-and-employer-responsibilities-nbsp\"><strong>Vacation&nbsp;pay&nbsp;and employer responsibilities<\/strong>&nbsp;<\/h2>\n\n\n\n<ul>\n<li>It\u2019s&nbsp;your responsibility to\u202f<a href=\"https:\/\/www.citationcanada.com\/blog\/article\/take-time-off-encourage-employees-to-use-vacation-time\/\" target=\"_blank\" rel=\"noreferrer noopener\">ensure employees take their earned vacation<\/a>\u202fwithin the&nbsp;required period.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>If you allow an employee to use more vacation time than they\u2019ve earned, and the employee resigns from their employment before earning all the vacation time they used, you must follow the applicable employment standards legislation on&nbsp;whether, when, and how&nbsp;you can deduct from their wages. This may include getting a written or electronic consent from the employee to deduct money owing&nbsp;from&nbsp;their last payroll.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>The key to managing employees\u2019 vacation entitlements is to\u202f<a href=\"https:\/\/www.citationcanada.com\/blog\/article\/hrdownloads-is-teaming-up-with-timetastic-the-ultimate-staff-time-off-booking-system\/\" target=\"_blank\" rel=\"noreferrer noopener\">have a process in place to schedule them<\/a>. You could also&nbsp;establish&nbsp;a window of opportunity when employees must request vacation periods for the year (for example, by January 31 of each year). Advise employees that if they&nbsp;don\u2019t&nbsp;specify preferred vacation dates,&nbsp;you\u2019ll&nbsp;assign vacation periods to them.&nbsp;<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-still-have-questions-about-how-vacation-pay-is-calculated-nbsp\"><strong>Still have\u202fquestions about how vacation pay is calculated?\u202f<\/strong>&nbsp;<\/h2>\n\n\n\n<p>We can help.\u202fAt Citation Canada, we understand the importance of\u202fconcise\u202fvacation reporting and recordkeeping.\u202fWe offer clients tailored solutions for:&nbsp;<\/p>\n\n\n\n<ul>\n<li><a href=\"https:\/\/www.hrdownloads.com\/hr-software\/\" target=\"_blank\" rel=\"noreferrer noopener\">HR software developed in Canada<\/a>\u202ffor organizations in every&nbsp;jurisdiction.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><a href=\"https:\/\/www.citationcanada.com\/canadian-hr-content\/\" target=\"_blank\" rel=\"noreferrer noopener\">A content library<\/a>&nbsp;containing&nbsp;hundreds of&nbsp;<a href=\"https:\/\/www.citationcanada.com\/health-safety-documentation\/\" target=\"_blank\" rel=\"noreferrer noopener\">health and safety<\/a>&nbsp;and HR policy templates, employee surveys, checklists and more, each backed by our HR and OHS experts.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><a href=\"https:\/\/www.hrdownloads.com\/hr-support-services\/\" target=\"_blank\" rel=\"noreferrer noopener\">Live HR advice<\/a>&nbsp;when&nbsp;you need it, with professional consulting support for your biggest projects&nbsp;and tightest&nbsp;deadlines.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><a href=\"https:\/\/www.citationcanada.com\/book-a-demo\/\" target=\"_blank\" rel=\"noreferrer noopener\">Schedule a demo<\/a>\u202for\u202f<a href=\"https:\/\/www.citationcanada.com\/request-a-quote\/\" target=\"_blank\" rel=\"noreferrer noopener\">explore our conveniently priced packages<\/a>\u202ftoday. See how we can streamline your HR strategy with our industry-leading support, services, and\u00a0<a href=\"https:\/\/www.citationcanada.com\/hr-software\/hris\/\" target=\"_blank\" rel=\"noreferrer noopener\">secure, Canadian-made HRIS, Atlas<\/a>. Partner with Citation Canada and experience the difference that comes from having a trusted HR leader by your side.\u00a0<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-check-out-this-video-for-more\">Check out this video for more!<\/h2>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"How to Calculate Vacation Pay in Ontario\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/7EFfsCxqZZ4?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p style=\"font-size:14px\"><em>While Citation Canada uses reasonable efforts to maintain this site\/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site\/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by Citation Canada are provided to members and\/or users \u201cas is\u201d, \u201cwith all faults,\u201d \u201cas available\u201d and at the sole risk of members and\/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Employment\u00a0standards\u00a0legislation\u00a0also\u00a0specifies a minimum period in which the employer\u00a0must\u00a0ensure\u00a0employees take their earned\u00a0vacation. For example, in Ontario, an employee\u00a0must take their\u00a0vacation time within 10 months of completing that year; in British Columbia, the period is 12 months.\u00a0<\/p>\n","protected":false},"author":26,"featured_media":16819,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[40],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/7293"}],"collection":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/users\/26"}],"replies":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/comments?post=7293"}],"version-history":[{"count":25,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/7293\/revisions"}],"predecessor-version":[{"id":16888,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/7293\/revisions\/16888"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media\/16819"}],"wp:attachment":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media?parent=7293"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/categories?post=7293"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/tags?post=7293"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}