Stat Holidays 2025 in Ontario: Dates, Pay, and Termination Rights
This blog covers everything you need to know about Statutory holidays (often called “stat holidays”) in Ontario. In Ontario, stat holidays are protected under the Employment Standards Act (ESA), ensuring fair treatment for employees.
We will provide you with a breakdown of Ontario stat holidays in 2025, how premium pay works, information about stat holiday pay on termination, and what you need to know about your rights.
Stat Holidays 2025 in Ontario
In 2025, Ontario recognizes the following 9 statutory holidays for provincially regulated employees:
- New Year’s Day – January 1
- Family Day – February 17
- Good Friday – April 18
- Victoria Day – May 19
- Canada Day – July 1
- Labour Day – September 1
- Thanksgiving Day – October 13
- Christmas Day – December 25
- Boxing Day – December 26
These holidays apply to most employees, but it’s important to confirm with your employer, as industry-specific rules might apply.
In addition to the nine official statutory holidays, Easter Monday (April 21), Civic Holiday (August 4), National Day for Truth and Reconciliation, and Remembrance Day (November 11) may be recognized by some employers in Ontario, including members of the Toronto Public Service.
Stat Holiday Pay in Ontario
Even if you don’t work on Statutory holidays, you are entitled to compensation on those days.
Here’s how it works:
- Calculating Stat Holiday Pay:
- Stat holiday pay is calculated as the employee’s total regular wages earned and vacation pay in the four work weeks before the holiday, divided by 20.
- For example, if you earned $3,000 in the four weeks before a holiday: $3,000 ÷ 20 = $150. You would be entitled to $150 in stat holiday pay.
- Eligibility Requirements: To qualify for stat holiday pay, employees must:
- Follow the “Last and First Rule”: Work their last scheduled shift before and first scheduled shift after the holiday.
- Be employed in an eligible industry or position.
If you don’t meet the above criteria, you may still be entitled to premium pay for working on the holiday.
Premium Pay for Working on a Stat Holiday
If you work on a stat holiday, your employer must pay you 1.5 times your regular hourly rate for all hours worked.
For example, if your regular hourly wage is $20:
$20 × 1.5 = $30/hour
Alternatively, you can agree with your employer to receive your regular pay for working on the holiday and take a substitute day off with stat holiday pay at a later date.
Stat Holiday Pay on Termination
If you’re terminated before or after a statutory holiday, your employer must still pay you any accumulated statutory holiday pay. Termination without proper compensation is a violation of Ontario’s Employment Standards Act.
Entitlement After Termination:
If you’re terminated before taking a statutory holiday, your employer must still pay you for any earned statutory holiday pay. This includes pay for holidays that occurred during your notice period or substitute days that you were unable to take.
Failure to Pay Stat Holiday Entitlements:
If your employer does not pay your stat holiday entitlements upon termination, it’s a violation of the ESA. You have the right to seek legal representation to recover unpaid wages.
Exceptions and Special Rules to Stat Holidays 2025 Ontario
Some industries have unique rules for statutory holidays. In sectors like healthcare, hospitality, and tourism, continuous operations may mean employees are required to work on statutory holidays. In these cases, employees are entitled to premium pay (1.5 times their regular wage) or a substitute holiday, depending on the specific arrangements outlined by their employer.
Temporary and contract workers may still qualify for statutory holiday pay if they meet the eligibility criteria under the ESA, such as working the scheduled shifts before and after the holiday.
It’s essential to understand how these rules apply to your specific employment situation, as the details can vary based on the nature of your role and industry. If your employer fails to follow these rules or you suspect your rights are being violated, seeking legal advice can provide clarity.
Key Takeaways for Employees
- Understand Your Eligibility: Review your employment agreement and Ontario’s ESA to ensure you’re aware of your rights regarding stat holiday pay.
- Track Your Earnings: Keeping records of your earnings helps you confirm that your stat holiday pay is accurately calculated.
- Know Your Rights Regarding Pay on Termination: Ensure you receive all owed wages, including any unpaid stat holiday pay, as part of your termination package.
- Seek Legal Advice if Necessary: If your employer fails to provide stat holiday entitlements or violates ESA guidelines, consult an employment lawyer for guidance.
How Lecker & Associates Can Help
Navigating statutory holiday pay and termination rules can be challenging. At Lecker & Associates, we’ve spent over 40 years advocating for employees in Ontario. If you have concerns about stat holiday pay, wrongful termination, or any workplace rights, our team is here to help.
Book a no-charge initial assessment today to review your options.
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