Alberta has 9 general holidays in 2026, part of the broader system of statutory holidays in Canada, and employers can choose to recognize additional days. Before checking a pay stub, employees should confirm which holiday framework applies and whether they qualify.
Under Alberta’s standard general-holiday framework, holiday pay depends on whether the holiday falls on a regular workday and whether the employee works that day. Average daily wage is calculated using wages and days worked from one of two permitted four-week periods.
The employee’s work schedule determines 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.
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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 general holidays: New Year’s Day, Alberta Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving, Remembrance Day, and Christmas Day dates 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 date is the same for every employee, but holiday pay depends on whether the employee qualifies, their regular workdays, whether they work the holiday and any rules for their industry.
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, Alberta’s general holiday rules apply to that day too.
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 employee’s pay depends on whether the holiday falls on a regular or non-regular workday for them.
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?
Different rules apply to employees in these groups:
- 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 a complete list of exceptions, refer to the “Industry exceptions” section on the official Alberta Employment Standards – general holidays.
How 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, the holiday falls on a regular workday.
- If they do not normally work that weekday, it falls 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, use 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, the holiday falls on a regular workday. If they worked four or fewer, it falls on a non-regular workday.
This means the same holiday can be a regular workday for one employee and a non-regular workday for another. Next, check whether the employee works that day.
How Does Holiday Pay Change by Workday Status?
Once you know the workday status, one more question decides the minimum pay: 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 Option 2: Regular wages + future paid day off |
| 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. |
Overtime note: Hours paid at 1.5 times on a holiday are not counted again toward weekly overtime. This applies to Option 1 and to work on a non-regular workday. Under Option 2, holiday hours count toward weekly overtime as usual.
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. The two options also create different overtime, payroll-tracking and termination obligations, as shown below:
| Payroll factor | Option 1 | Option 2 |
|---|---|---|
| Weekly overtime | Holiday hours are not counted toward weekly overtime | Holiday hours count toward weekly overtime as usual |
| What payroll tracks | Premium hours and the average daily wage paid | Each owed day off, until it is taken |
| If employment ends before the day off | Nothing further; already paid | Employer terminates employment: Average daily wage + 1.5× holiday hours, minus wages and overtime already paid Employee quits: average daily wage |
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, with no average daily wage or a future paid day off.
Special Rules for Construction, Farm and Ranch Employees
Covered construction employees and qualifying farm and ranch employees do not follow Alberta’s standard workday-based holiday pay rules. 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?
An employee’s pay arrangement can affect how holiday pay is calculated. The sections below explain the differences for salaried, part-time, casual and commission employees.
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 records should an employee keep for statutory holiday pay?
Start with the pay statement, which must show general holiday pay separately. Employers must also keep payroll and hours records for at least three years.
For each holiday, employees should keep their schedules or timesheets for the 30-workday and 5-of-9 tests, and pay statements for the four-week average daily wage period. They should also keep any Option 1 or Option 2 notice, the date of any owed day off, and written consent for an absence right before or after the holiday. These records help when raising a question with the employer or filing an Employment Standards complaint.
Can Alberta’s three-hour minimum apply to a holiday shift?
Alberta’s minimum-pay rule may also apply when an employee reports for a holiday shift but works fewer than three consecutive hours. Because minimum-pay requirements and general-holiday pay can interact differently depending on the employee and the shift, payroll should apply the applicable minimum-pay rule together with the correct holiday-pay treatment.
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 pay rules, employees can confirm which holiday framework applies, whether they qualify, whether the holiday falls on a regular workday for them and whether they worked it. With those answers, they can check that their holiday pay meets 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:
