Alberta has 9 legislated general holidays, commonly called statutory holidays, plus additional days employers can choose to recognize. Under Alberta’s standard rules, employees must meet the eligibility requirements before general holiday pay applies.
Your holiday pay depends on whether the holiday falls on a regular workday and whether you work that day. Average daily wage is calculated using wages and days worked from one of two permitted four-week periods. This framework applies to full-time, part-time, and casual workers.
Your work schedule helps determine your entitlements. If a general holiday falls on a regular workday and the employee doesn’t work, they receive their average daily wage. If it falls on a non-regular workday and they don’t work, no holiday pay is owed. If they work on the holiday, their entitlement depends on whether it is a regular or non-regular workday.
Which Alberta Holiday Framework Applies to Your Industry?
Your holiday framework depends on your sector: most Alberta employees follow the standard regular/non-regular workday rules, while construction and qualifying farm and ranch employees follow special provincial rules. Some occupations are exempt, and federally regulated employees follow the Canada Labour Code instead.
The Standard Alberta Framework
Most employees qualify for general holiday pay once they’ve actually worked at least 30 workdays for the same employer in the 12 months before the holiday.
Once eligible, the holiday is classified as either a regular or non-regular workday for the employee, determining their pay rate.
However, even if an employee meets the 30-workday requirement, they are not entitled to general holiday pay if they:
- Have an unexcused absence (without the employer’s consent) on their last scheduled workday before the holiday or their first scheduled workday after it.
- Miss a scheduled shift on the holiday itself.
Does Your Industry Follow Different Rules?
A different framework applies depending on your employment status or industry sector:
- Federally regulated industries: Employees are governed by the Canada Labour Code rather than provincial legislation.
- Construction and agriculture: Qualifying construction, farm, and ranch employees use separate, specialized holiday-pay formulas. Check the details for this below.
- Independent contractors and self-employed workers: These workers are not covered by Alberta’s Employment Standards Code. A worker’s contractual label does not necessarily determine their legal status.
For federal holiday dates and a comparison of federal and provincial coverage, see our Statutory Holidays in Canada guide.
For a complete list of exceptions, refer to the “Industry exceptions” section on the official Alberta Employment Standards – general holidays.
What Are Alberta’s Statutory Holidays in 2026?
Alberta has nine legislated general holidays in 2026, and employers may also recognize additional optional holidays.
The table below lists the exact dates for the general holidays: New Year’s Day, Alberta Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving, Remembrance Day, and Christmas Day for 2026 and 2027.
| Holiday | 2026 | 2027 |
|---|---|---|
| New Year’s Day | Thursday, January 1 | Friday, January 1 |
| Alberta Family Day | Monday, February 16 | Monday, February 15 |
| Good Friday | Friday, April 3 | Friday, March 26 |
| Victoria Day | Monday, May 18 | Monday, May 24 |
| Canada Day | Wednesday, July 1 | Thursday, July 1 |
| Labour Day | Monday, September 7 | Monday, September 6 |
| Thanksgiving | Monday, October 12 | Monday, October 11 |
| Remembrance Day | Wednesday, November 11 | Thursday, November 11 |
| Christmas Day | Friday, December 25 | Saturday, December 25 |
The holiday date is the same for everyone, but each employee’s time off may vary. This depends on eligibility, workdays, whether they work the holiday, and industry-specific rules.
Which Holidays Are Optional in Alberta?
Common examples of additional days employers recognize include Easter Monday, Heritage Day, the National Day for Truth and Reconciliation, and Boxing Day.
The following table lists common optional general holidays in Alberta along with their dates for 2026 and 2027:
| Additional Holiday | 2026 | 2027 |
|---|---|---|
| Easter Monday | Monday, April 6 | Monday, March 29 |
| Heritage Day | Monday, August 3 | Monday, August 2 |
| National Day for Truth and Reconciliation | Wednesday, September 30 | Thursday, September 30 |
| Boxing Day | Saturday, December 26 | Sunday, December 26 |
Dates are confirmed against the Government of Alberta’s Alberta general holidays page.
If an employer adds an extra holiday, the rules for regular public holidays in Alberta still apply.
How Your Work Schedule Is Used to Calculate Holiday Pay
To calculate holiday pay, Alberta first classifies the holiday as falling on either a regular workday or a non-regular workday for the specific employee. How you determine this classification depends on whether the employee works a fixed or an irregular schedule.
Employees With a Fixed Work Schedule
For an employee with a consistent schedule, determine whether they normally work on the weekday when the holiday occurs:
- If they normally work that weekday, Alberta classifies the holiday as falling on a regular workday.
- If they do not normally work that weekday, Alberta classifies it as falling on a non-regular workday.
For example, a general holiday on a Monday is a workday for employees who work Mondays, but not for those who work Tuesday to Saturday.
Employees With an Irregular Work Schedule
When an employee does not have a consistent weekly schedule, Alberta uses the 5-of-9 test to classify the holiday:
- Identify the weekday on which the holiday falls.
- Review that same weekday during the nine weeks immediately before the holiday.
- Count how many of those nine days the employee worked.
The results of this count determine the holiday’s classification:
- Regular workday: The employee worked that weekday in at least 5 of the previous 9 weeks.
- Non-regular workday: The employee worked that weekday in 4 or fewer of the previous 9 weeks.
Example: Labour Day falls on Monday. Review the nine Mondays immediately before Labour Day. If the employee worked at least five of them, Alberta treats the holiday as falling on a regular workday. If they worked four or fewer, it falls on a non-regular workday.
The same holiday may therefore be classified differently for two employees based on their individual schedules. After classifying the holiday, determine whether the employee works that day to select the appropriate pay calculation.
How Does Holiday Pay Change by Workday Status?
After Alberta classifies the holiday as falling on a regular or non-regular workday, one more question determines the employee’s minimum entitlement: Did the employee work on the holiday?
The following table shows how these two factors create four possible outcomes.
| Holiday status | Employee works on the holiday? | Minimum entitlement under the standard rules |
|---|---|---|
| Regular workday | No | Average daily wage |
| Regular workday | Yes | Option 1: 1.5x wages + average daily wage; Holiday hours excluded from weekly overtime. Option 2: Regular wages + future paid day off; Holiday hours count toward weekly overtime. |
| Non-regular workday | No | Nothing owed for the holiday itself |
| Non-regular workday | Yes | 1.5x wages for hours worked; no extra day off. These hours do not count toward weekly overtime. |
How Is the Average Daily Wage Calculated?
Average daily wage is calculated by dividing wages earned by days worked, using one of these periods selected by the employer:
- the four weeks immediately before the general holiday; or
- the four weeks ending on the last day of the pay period right before the holiday.
Overtime pay is excluded. Performance-related bonuses based on hours worked, production or efficiency count as wages in the calculation.
Example: If an employee earned $3,600 over 18 days worked during the applicable four-week period, their average daily wage is $3,600 / 18 = $200.
If the Holiday Falls on a Regular Workday
An eligible employee is entitled to holiday pay whether or not they work, but the payment method differs in each situation.
The employee does not work: The employee receives their average daily wage for the holiday.
The employee works: The employer may choose one of two payment methods.
Option 1: Premium pay plus holiday pay
The employee receives:
- 1.5 times their wage rate for every hour worked on the holiday; and
- their average daily wage.
Hours paid at the 1.5-times holiday rate are not also counted when calculating weekly overtime.
Option 2: Regular pay plus a future paid day off
The employee receives:
- their regular wages for the hours worked;
- overtime pay where the normal overtime rules apply; and
- a future day off paid at the employee’s average daily wage.
The future day off must fall on a day the employee would ordinarily work and must be taken no later than the employee’s next annual vacation.
If the Holiday Falls on a Non-Regular Workday
An eligible employee receives holiday pay only if they work on the holiday.
The employee does not work: The employer does not owe general holiday pay, and the employee does not receive a substitute day off.
The employee works: The employee receives 1.5 times their wage rate for every hour worked. They do not also receive an average daily wage or a future paid day off.
Special Rules for Construction, Farm and Ranch Employees
Construction and qualifying farm and ranch employees do not use Alberta’s regular-versus-non-regular-workday test. Special percentage-based rules apply instead.
Construction Employees
Covered construction employees receive general holiday pay equal to at least 3.6% of their wages.
- They are not automatically entitled to the holiday off.
- If they work, they receive regular wages and applicable overtime.
- Accumulated holiday pay must be paid by December 31 of the year it was earned or when employment ends, whichever comes first.
General holiday pay is only one part of compensation for construction workers. Employers reviewing their broader coverage can also see our guide to construction employee benefits plans, including health, dental and disability benefits.
Source: Construction exceptions| Alberta.ca
Farm and Ranch Employees
Family members of the owner and farm and ranch employees on small farms with five or fewer waged, non-family, long-term employees are generally exempt from Alberta’s general holiday rules.
Eligible covered employees receive holiday pay equal to 4.2% of the wages, vacation pay and general holiday pay earned during the four weeks before the holiday.
If a covered employee works on the holiday, they receive regular wages plus either:
- the applicable 4.2% holiday pay; or
- a paid day off on a day they would normally work, generally within 30 days. A later date must be agreed to in writing, and the day off is paid using the same 4.2% calculation.
The standard 1.5-times premium does not apply. Farm and ranch employees also remain exempt from Alberta’s standard hours-of-work and overtime rules.
Source: Farm and ranch exceptions| Alberta.ca
Do Pay Rules Change for Salaried, Part-Time or Commission Employees?
The same general holiday framework still applies, but salaried employees may satisfy the holiday-pay requirement through continued salary; part-time and casual employees use their own earnings and work history and commission or incentive employees may require a special wage-rate calculation.
Salaried Employees
If a holiday falls on a regular workday and the employee does not work, continuing their normal salary may satisfy the holiday-pay requirement.
If it falls on a non-regular workday and the employee does not work, no additional amount is normally added to their salary.
Part-Time and Casual Employees
Part-time and casual employees follow the same eligibility and workday-status rules as full-time employees. There is no separate test based solely on employment status.
Their average daily wage is calculated using their own wages and days worked—not a full-time employee’s schedule or earnings.
Commission and Incentive Employees
Commission and incentive employees may qualify if their occupation is not exempt. For holiday work, employees paid entirely by incentive use the minimum wage rate, while those paid by salary plus incentive use the higher of their actual wage rate or minimum wage.
Some sales occupations are excluded entirely, including certain insurance, real estate, vehicle and outside sales positions. Because coverage and calculations depend on the employee’s pay arrangement and occupation, employers should confirm the applicable rule before calculating holiday pay.
FAQs About Statutory Holidays in Alberta
What happens when a statutory holiday falls during vacation?
If a general holiday occurs during an eligible employee’s vacation, they can take a paid day off on their first scheduled workday after returning. Alternatively, the employee and employer may agree on another day off, as long as it is scheduled before the employee’s next annual vacation.
What employment records should an Alberta employer keep for statutory holiday pay?
Employers must keep employment records that show regular earnings, overtime, general holiday pay, vacation pay, hours worked, and wage rates. These records must be kept for at least three years.
Can Alberta’s three-hour minimum apply to a holiday shift?
It may. Under Alberta’s general minimum-pay rule, an employee who is employed for fewer than three consecutive hours may have to receive at least three hours at the applicable minimum wage, subject to the rule’s conditions and exemptions. For a holiday shift, payroll should compare that minimum with the amount otherwise owed for the hours worked under the applicable holiday-pay rule.
Can an employer pay less than Alberta’s statutory general holiday entitlement?
An employer cannot contract out of or reduce an employee’s minimum entitlement under Alberta’s Employment Standards Code. Alberta separately requires advance notice before certain pay rates are reduced, but giving notice does not authorize the employer to pay less than the statutory minimum. Changes to a higher contractual or policy-based benefit may also raise employment-contract or common-law issues.
Do Alberta statutory holiday rules apply if the employer is based outside Alberta?
The employer’s main office location doesn’t decide which employment rules apply. If an employee works in Alberta, Alberta’s standards generally apply, unless the job is federally regulated or has a specific exception.
By understanding Alberta’s eligibility criteria, regular workday tests, and holiday pay formulas, employers and employees can help ensure holiday pay is calculated correctly under provincial employment standards.
For more information on statutory holidays across Canada, our province-specific guides are available. These resources explain holiday dates, eligibility, and pay rules in other jurisdictions. Find out more at:
- Statutory Holidays in Northwest Territories
- Statutory Holidays in Yukon
- Statutory Holidays in Nunavut
- Statutory Holidays in Nova Scotia
- Statutory Holidays in New Brunswick
- Statutory Holidays in Manitoba
- Statutory Holidays in Newfoundland and Labrador
- Statutory Holidays in Quebec
- Statutory Holidays in Saskatchewan
