Ontario Statutory Holidays 2026: Complete List and Key Dates
In Ontario, statutory holidays are paid days off that recognize special public occasions. There are nine statutory holidays each year, during which most employees take the day off and still receive stat holiday pay. Employees who work on a public holiday are entitled to statutory holiday pay in addition to premium pay for the number of hours worked.
Alternatively, employees may choose to receive their regular wages for all hours worked on the public holiday and take a substitute day off later. This substitute day must also be paid as a public holiday.
Failing to provide the correct statutory holiday pay and entitlements is a violation of the Ontario Employment Standards Act (ESA) and may result in fines or penalties. Having a clear statutory holiday policy in place helps ensure compliance and proper payroll management.
This blog outlines Ontario statutory holidays for 2026, eligibility for stat holiday pay, and explains how to correctly calculate both statutory holiday pay and premium pay.
Ontario Statutory Holidays in 2026 For Employers
In Ontario, employees are entitled to nine public holidays. It’s an employer’s obligation to provide employees with the proper statutory holiday entitlement and pay. This pay is defined under the Employment Standards Act (ESA). Time off and compensation are provided for the following statutory holidays:
| New Year’s Day | Jan 1, 2026 |
| Family Day | Feb 16, 2026 |
| Good Friday | April 3, 2026 |
| Victoria Day | May 18, 2026 |
| Canada Day | July 1, 2026 |
| Labour Day | Sep 1, 2026 |
| Thanksgiving Day | Oct 12, 2026 |
| Christmas Day | Dec 25, 2026 |
| Boxing Day | Dec 26, 2026 |
Other Add-on Public Holidays
The nine holidays are fixed, but there are optional holidays as well. Being an employer in Ontario, you should also be aware of these:
– Remembrance Day (November 11, 2026)
– Civic Holiday (August 3, 2026, or the first Monday in August)
Remembrance Day is a controversial holiday in Ontario; it is not a statutory holiday. However, some employers still give employees the day off to observe the occasion.
Whereas, Civic Holiday is considered an optional holiday in Ontario. Provincially regulated employers are not legally required to provide the day off, although many choose to do so. Employers should also note that Ontario is the only province where Boxing Day is recognized as a statutory holiday. This distinction can sometimes create confusion for companies operating across multiple provinces in Canada.
In contrast, the National Day for Truth and Reconciliation is a federal statutory holiday. This means that federally regulated workplaces, such as banks, radio stations, and the postal service, observe the holiday on September 30. However, it is not a public holiday for provincially regulated workplaces in Ontario.
Who Is Eligible for Stat Holiday Pay in Ontario?
Most employees in Ontario are entitled to take statutory holidays off work and receive public holiday pay. Eligibility applies to employees covered under the Employment Standards Act (ESA) who meet the required conditions, including the “first and last rule.” This includes full-time, part-time, permanent, and contract employees, regardless of their length of service, provided they meet the ESA requirements.
What Is the “First and Last Rule”?
An employee qualifies for statutory holiday pay if they work their scheduled shift right before the public holiday and their scheduled shift right after it. However, to still be eligible for public holiday pay if they have a reasonable reason.
How Is Statutory Holiday Pay Calculated in Ontario?
There is a simple formula for calculating statutory holiday pay in Ontario.
– Add all the regular wages you have earned in the four work weeks before the public holiday
– Next, add any vacation pay that was earned or paid during those same four weeks
– Now, divide the total amount by 20
The final amount is the statutory holiday pay the employee will receive.
When Should Vacation Pay Be Included in the Calculation?
Whether vacation pay is included depends on the circumstances during the four weeks preceding the public holiday and on how the employer chooses to pay vacation pay.
If the employee was on vacation during those four weeks, or if vacation pay became payable during that time, it must be included in the calculation.
If the employee was not on vacation and no vacation pay became payable during that four-week period, then vacation pay is not included in the calculation.
What is Substitute Holiday Pay?
Substitute holiday pay applies when an employee agrees to work on a statutory public holiday and provides written (or electronic) consent.
In this situation, the employee:
– Is paid their regular wages for all hours worked on the public holiday, and
– Receives a substitute day off with public holiday pay (a paid day off taken later).
The substitute holiday must be taken within three months of the public holiday. However, if the employee agrees in writing, the employee may be scheduled up to 12 months after the public holiday.
When a substitute holiday is arranged, the employer must provide a written statement outlining the details of the agreement.
What Is Premium Pay and How Is It Calculated?
When an employee agrees in writing to work on a statutory public holiday, they are entitled to public holiday pay in addition to premium pay for all hours worked. In this case, they do not receive a substitute day off.
Premium pay is calculated at 1.5 times the employee’s regular rate of pay. This means employees must be paid one and a half times their normal hourly wage for every hour worked on the public holiday.
Managing Statutory Holiday Entitlements
Employers must understand how to properly handle statutory holiday pay to remain compliant and avoid penalties. Developing a clear and detailed statutory holiday policy and including it in the employee handbook helps ensure employees understand their eligibility and entitlements.
Talk To an Expert Ontario Employment Lawyer
If you have questions about statutory holiday pay, premium pay, or employee entitlements, speaking with an experienced employment lawyer can help you avoid costly mistakes. Reyes Tam Law assists Ontario employers and employees in understanding their rights and obligations under the Employment Standards Act (ESA).
Whether you need help creating compliant workplace policies, resolving disputes over holiday pay, or addressing potential ESA violations, legal guidance ensures you are protected. Employment laws can be complex, and even small payroll errors may lead to penalties.
Getting advice early can save time, reduce risk, and give you confidence that your workplace practices meet Ontario legal standards.