Stat Holiday Pay in BC: A Practical Calculation Guide + Examples
Need a statutory holiday pay calculator for BC? This guide walks you through the average day's pay formula, premium pay for working on a stat, and real-world examples for hourly, salaried, commission, and mixed-pay employees—all aligned with the BC Employment Standards Act.
How Do I Calculate Stat Holiday Pay in BC?
If you're searching for a statutory holiday pay calculator for BC, here's the direct answer: statutory holiday pay equals an average day's pay, calculated by dividing the amount paid or payable for work done (including vacation pay, excluding overtime) in the 30 calendar days before the holiday by the number of days worked or on which wages were earned in that period. If the employee also works on the statutory holiday, they receive time-and-a-half for the first 12 hours worked, double time for hours over 12, plus the average day's pay. These rules are set out in Sections 44, 45, and 46 of the Employment Standards Act (RSBC 1996, c. 113).
This guide provides the complete formula, eligibility rules, four detailed worked examples, common calculation errors, and substitution agreement rules — everything a BC employer needs to get stat holiday pay right every time.
Important: Certain employees may be excluded from Part 5 of the ESA (Statutory Holidays), including managers and some commission-based salespersons. Employers should verify whether exclusions or special rules apply to their specific workforce before relying on these general rules.
Sources
BC Statutory Holidays: The Complete List
British Columbia recognizes 11 statutory holidays per year. Aligned with the BC government's published schedule (last updated for 2026 calendar year), the holidays are:
- New Year's Day — January 1
- Family Day — Third Monday in February
- Good Friday — Varies (Friday before Easter Sunday)
- Victoria Day — Monday before May 25
- Canada Day — July 1
- B.C. Day — First Monday in August
- Labour Day — First Monday in September
- National Day for Truth and Reconciliation — September 30
- Thanksgiving Day — Second Monday in October
- Remembrance Day — November 11
- Christmas Day — December 25
Important: Easter Sunday, Easter Monday, and Boxing Day are not statutory holidays in BC, per the BC government's official guidance. Some employers choose to offer these as additional paid days off, but there is no statutory obligation to do so.
2026 Statutory Holiday Dates
- New Year's Day — Thursday, January 1
- Family Day — Monday, February 16
- Good Friday — Friday, April 3
- Victoria Day — Monday, May 18
- Canada Day — Wednesday, July 1
- B.C. Day — Monday, August 3
- Labour Day — Monday, September 7
- National Day for Truth and Reconciliation — Wednesday, September 30
- Thanksgiving Day — Monday, October 12
- Remembrance Day — Wednesday, November 11
- Christmas Day — Friday, December 25
Sources
Eligibility: Who Qualifies for Stat Holiday Pay in BC?
Employees receive statutory holiday pay if they qualify under the Employment Standards Act. To qualify, an employee must:
- Have been employed for at least 30 calendar days before the holiday, AND
- Have worked or earned wages on at least 15 of the 30 calendar days before the holiday.
Employees working under an averaging agreement under Section 37 of the Act may also meet the eligibility requirement through their averaging schedule.
If the employee qualifies, they are entitled to statutory holiday pay equal to an average day's pay whether they work on the holiday or take the day off.
The BC government directs employers and employees to its official qualification guidance for the specific eligibility rules.
Sources
The Average Day's Pay Formula: Your BC Stat Holiday Pay Calculator
BC's Employment Standards Act (Section 45) defines statutory holiday pay as an average day's pay. The formula is:
Average Day's Pay = Amount Paid ÷ Days Worked
Where:
- "Amount paid" means the amount paid or payable for work done during, and wages earned within, the 30 calendar days before the holiday — including vacation pay paid or payable for vacation days taken in that period, and excluding overtime pay.
- "Days worked" means the number of days on which the employee worked or earned wages during that same 30-day period. This includes days where the employee earned wages without physically working (e.g., paid vacation days, other statutory holidays paid in the period).
Statutory holiday pay received during the 30-day window (e.g., if there was another statutory holiday in the previous month) must also be included in the "amount paid."
For the most current detailed guidance, employers should confirm the exact wording against the official BC government calculation page linked from the statutory holidays page.
Sources
Premium Pay for Working on a Stat Holiday in BC
When a qualifying employee works on a statutory holiday, the applicable pay rules are set out in Section 46 of the Employment Standards Act:
- For the first 12 hours worked: The employee receives 1.5× their regular wage for each hour worked.
- For hours worked beyond 12: The employee receives 2× their regular wage (double time) for each additional hour.
- Plus: The employee also receives their average day's pay (calculated using the formula in Section 45).
Note: Employees who do not meet the eligibility requirements (i.e., employed less than 30 days or did not work/earn wages on 15+ of the 30 days) and who work on a statutory holiday generally receive only their regular wages for hours worked — they are not entitled to the premium pay or average day's pay.
Sources
Worked Example 1: Hourly Employee (Standard Schedule)
Scenario
Maria earns $22.00/hour and works a regular Monday-to-Friday schedule, 8 hours per day. She does not work on Canada Day (July 1, 2026). The 30-day window is June 1–June 30.
Step 1: Confirm Eligibility
- Employed for 30+ calendar days? Yes (started January 2024).
- Worked or earned wages on 15+ of the last 30 days? June 1–30 contains 21 weekdays. Maria worked all 21. Yes.
Step 2: Calculate Total Wages in the 30-Day Period
21 days × 8 hours × $22.00 = $3,696.00
Step 3: Calculate Average Day's Pay
$3,696.00 ÷ 21 days worked = $176.00
Step 4: Stat Holiday Pay
Maria does not work on the holiday, so she receives her average day's pay of $176.00.
Total stat holiday pay: $176.00
.Worked Example 2: Hourly Employee Who Works on the Stat
Scenario
James earns $25.00/hour and works in a restaurant. He is scheduled to work a 6-hour shift on B.C. Day (August 3, 2026). The 30-day window is July 4–August 2.
Step 1: Confirm Eligibility
- Employed 30+ days? Yes.
- Worked or earned wages on 15+ of the last 30 days? James worked 18 days in the window. Yes.
Step 2: Calculate Total Wages in the 30-Day Period
James's shifts varied. His total gross wages (excluding overtime) for July 4–August 2 were $3,150.00.
Step 3: Calculate Average Day's Pay
$3,150.00 ÷ 18 days worked = $175.00
Step 4: Calculate Premium Pay for Working on the Stat
- Time-and-a-half for hours worked: 6 hours × $25.00 × 1.5 = $225.00
- Plus average day's pay: $175.00
Total stat holiday pay: $225.00 + $175.00 = $400.00
Compare this to a regular 6-hour day at $25.00 = $150.00. James earns $400.00 instead — a significant premium that employers must budget for.
Note: If James had worked more than 12 hours on the stat holiday, his pay for hours beyond 12 would be calculated at 2× his regular rate (double time) instead of 1.5×, plus the average day's pay would still apply.
Sources
Worked Example 3: Salaried Employee
Scenario
Priya is a salaried office administrator earning $5,200.00 per month (gross). She works Monday to Friday and does not work on Thanksgiving Day (October 12, 2026). The 30-day window is September 12–October 11.
Step 1: Confirm Eligibility
- Employed 30+ days? Yes.
- Worked or earned wages on 15+ of the last 30 days? Priya worked 21 weekdays in the window (she took no unpaid leave). Yes.
Step 2: Calculate Total Wages in the 30-Day Period
Priya's salary for the 30-day window must be prorated. September 12–30 = 19 calendar days out of 30 in September, so September wages = $5,200.00 × (19/30) = $3,293.33. October 1–11 = 11 calendar days out of 31 in October, so October wages = $5,200.00 × (11/31) = $1,845.16.
Total wages = $3,293.33 + $1,845.16 = $5,138.49
Step 3: Calculate Average Day's Pay
$5,138.49 ÷ 21 days worked = $244.69 (rounded)
Step 4: Stat Holiday Pay
Priya does not work on the holiday. She receives her average day's pay of $244.69.
Payroll practice note: In many workplaces, salaried employees receive the same monthly pay regardless of statutory holidays. Where that is the case, employers commonly treat the salary as already covering the average day's pay obligation — but this is a payroll practice interpretation, not a rule explicitly stated in the Act. Employers should verify their approach against the BC government's statutory holiday pay guidance to ensure it meets the requirements for their specific situation.
Sources
Worked Example 4: Mixed-Pay Employee (Base + Commission)
Scenario
Sarah is a retail electronics associate who earns a base wage of $18.50/hour for 8-hour shifts, plus commissions on product sales. She does not work on Remembrance Day (November 11, 2026). The 30-day window is October 12–November 10.
During that period, Sarah worked 20 days. Her earnings were:
- Base wages: 20 days × 8 hours × $18.50 = $2,960.00
- Commissions earned: $3,800.00
- Total wages: $2,960.00 + $3,800.00 = $6,760.00
Step 3: Calculate Average Day's Pay
$6,760.00 ÷ 20 days worked = $338.00
Step 4: Stat Holiday Pay
Sarah does not work on the holiday. She receives her average day's pay of $338.00.
Key takeaway for employers with commission-earning staff: Commissions earned during the 30-day window are included in the total wages calculation. This can significantly increase the average day's pay, especially during high-sales periods. Employers must track commission earnings by the period in which they are earned, not necessarily when they are paid out.
Note: BC has special statutory holiday rules for certain commission-based salespersons, including automobile and truck salespersons (who may be paid 4.4% of gross earnings in place of statutory holiday pay) and RV/camper salespersons (who may be excluded from Part 5 entirely). Employers with commission-based sales roles should verify whether any special rules or exclusions apply to their specific employees.
Sources
Common Stat Holiday Pay Calculation Errors in BC
Common errors can include using the wrong holiday date, failing to confirm whether the employee qualifies (including overlooking the "earned wages" alternative to "days worked"), or not following the official BC government method for calculating an average day's pay.
Other frequent mistakes include:
- Forgetting to exclude overtime from the "amount paid" calculation.
- Failing to include vacation pay taken during the 30-day window.
- Not including statutory holiday pay received during the 30-day window (e.g., if another stat holiday fell in that period).
- Applying the premium pay formula to non-eligible employees who work the holiday (they generally receive only regular wages).
- Overlooking the double-time rule for hours beyond 12 when an employee works on the stat holiday.
For detailed rules about which wage components are included or excluded from the statutory holiday pay calculation, employers should consult the official BC government calculation guidance.
Sources
Substitution Agreements: Swapping the Stat Holiday
Under Section 48 of the Employment Standards Act, an employer and an employee — or a majority of affected employees at a workplace — may agree in writing to substitute another day off for a statutory holiday. This is common in industries that operate 7 days a week, such as hospitality, healthcare, and retail.
Rules for Valid Substitution Agreements
- The agreement must be in writing — verbal agreements are not sufficient.
- The substitute day must be treated exactly like a statutory holiday. This means the employee receives average day's pay for the substitute day off, and if they work on the substitute day, they receive the 1.5× premium (and 2× for hours over 12) plus average day's pay.
- The original statutory holiday becomes a regular working day. The employee works it at their normal rate with no premium.
- The substitution must be agreed to by the employer and the employee (or a majority of affected employees) — an employer cannot unilaterally impose a substitution.
Practical Tips for Substitution Agreements
- Use a written template that clearly identifies the statutory holiday being substituted, the replacement date, and the signatures of the employer and employee (or evidence of majority employee agreement).
- Keep the agreement on file for at least 4 years after the record is created, as required by BC's record-keeping provisions.
- Recalculate the average day's pay based on the 30 calendar days before the substitute day, not the original holiday.
- If a union collective agreement is in place, check whether it already addresses substitution — collective agreements may override or supplement the statutory provisions.
Sources
- https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards
- https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96244_01
Employer Compliance Checklist: BC Stat Holiday Pay
Use this checklist before each statutory holiday to ensure your payroll is aligned with monitored government sources:
- ☐ Identify the upcoming statutory holiday from the official BC list of 11 holidays.
- ☐ Determine eligibility for each employee — employed 30+ calendar days AND worked or earned wages on 15+ of the last 30 days before the holiday (Section 44, Employment Standards Act). Check whether any employees qualify via an averaging agreement under Section 37.
- ☐ Check for exclusions — verify whether any employees are excluded from Part 5 (e.g., managers, certain commission-based salespersons).
- ☐ Calculate the 30-day wage total — include regular wages, commissions, vacation pay taken in the period, and any statutory holiday pay received in the period; exclude overtime premiums.
- ☐ Count days worked or on which wages were earned in the 30-day window — include partial shifts and days wages were earned without physical work (e.g., paid vacation days).
- ☐ Apply the average day's pay formula — amount paid ÷ days worked.
- ☐ For eligible employees working on the stat — pay 1.5× regular rate for the first 12 hours, 2× for hours beyond 12, PLUS the average day's pay (Section 46).
- ☐ For eligible employees not working on the stat — pay the average day's pay (Section 45).
- ☐ For non-eligible employees working on the stat — pay regular wages only.
- ☐ Document any substitution agreements in writing, agreed to by the employer and the employee or a majority of affected employees (Section 48).
- ☐ Review salaried employees — confirm their regular salary already covers at least the average day's pay, or pay the difference.
- ☐ Retain payroll records showing the calculation for each employee for at least 4 years after each record is created.
- ☐ Communicate the holiday schedule to all staff in advance, including who is expected to work and what premium pay applies.
Sources
Frequently Asked Questions About BC Stat Holiday Pay
Do part-time employees get stat holiday pay in BC?
Yes, if they meet the eligibility requirements: employed for 30+ calendar days and worked or earned wages on 15+ of the 30 days before the holiday. The average day's pay formula automatically adjusts for shorter or fewer shifts.
What if the stat holiday falls on an employee's regular day off?
If the employee qualifies, they still receive an average day's pay even if the holiday falls on a day they wouldn't normally work. They do not receive a substitute day off unless the employer agrees to provide one (this is not required by the Act for non-working days).
What if an employee calls in sick on a stat holiday?
If the employee was scheduled to work on the stat holiday and calls in sick, the situation depends on the specific facts. The employee may still be entitled to the average day's pay (the stat holiday pay component) if they meet the eligibility requirements, but they would not receive the premium pay for hours worked since they did not actually work. Employers should also consider their obligations under BC's paid sick leave provisions and consult the BC government's guidance for fact-specific situations.
Is the National Day for Truth and Reconciliation a stat holiday in BC?
Yes. September 30 has been a statutory holiday in British Columbia since 2023. It applies to all provincially regulated employers.
How does stat holiday pay interact with overtime?
Hours worked on a statutory holiday count toward daily overtime thresholds under BC's overtime rules. The interaction between statutory holiday premiums and overtime can be complex, and employers should rely on the ESA and BC's detailed examples rather than assuming premiums never stack. For shifts exceeding 12 hours on a stat holiday, the 2× rate applies. Employers should consult BC's overtime and statutory holiday guidance together for complex scheduling scenarios.
Can an employer require an employee to work on a stat holiday?
The Employment Standards Act does not prohibit scheduling employees to work on a statutory holiday, but the employee must receive the applicable premium pay (1.5× for the first 12 hours, 2× for hours over 12, plus average day's pay) if they are eligible. Whether an employee can be disciplined for refusing to work a stat holiday shift depends on the specific employment agreement, workplace policies, and the facts of the situation. Employers should approach this carefully and consider seeking advice for complex situations.
Sources
Quick-Reference: Stat Holiday Pay Calculator Formula for BC
Bookmark this section for fast reference when running payroll:
Employee Does NOT Work on the Stat Holiday
Stat Holiday Pay = Amount Paid (last 30 calendar days, excluding overtime, including vacation pay) ÷ Days Worked or Earned Wages (last 30 calendar days)
Employee WORKS on the Stat Holiday
Stat Holiday Pay = [Hours Worked (first 12) × Regular Rate × 1.5] + [Hours Worked (over 12) × Regular Rate × 2.0] + Average Day's Pay
Eligibility Test
✓ Employed 30+ calendar days before the holiday
✓ Worked or earned wages on 15+ of the 30 calendar days before the holiday
✓ OR worked under an averaging agreement (Section 37) during the 30-day period
All requirements are set out in Sections 44–46 and 48 of the Employment Standards Act (RSBC 1996, c. 113), as referenced on the BC government's employment standards website (last updated for 2026 calendar year).
Sources
Build Stat Holiday Pay Into Your HR Policies
Getting statutory holiday pay right isn't just about running a formula once—it's about building reliable, repeatable processes into your payroll and HR operations. Miscalculations can lead to employee complaints, Employment Standards Branch investigations, and back-pay orders that include penalties.
Canada Policy Manual provides ready-to-use, regularly updated policy templates that help BC employers stay aligned with monitored government sources—including statutory holiday pay, overtime, leaves, and more. Our templates are designed for provincially regulated employers and are updated as legislation changes.
👉 Download free policy templates to get started, or take a product tour to see how Canada Policy Manual can simplify your compliance workflow across all provinces and territories.
Sources
Key Takeaways
- BC has 11 statutory holidays per year — Easter Sunday, Easter Monday, and Boxing Day are NOT stat holidays in BC.
- Employees qualify for stat holiday pay if employed 30+ calendar days AND worked or earned wages on 15+ of the 30 calendar days before the holiday (Section 44, Employment Standards Act). Employees working under an averaging agreement under Section 37 may also qualify.
- Average day's pay = amount paid or payable for work done (including vacation pay taken in the period, but excluding overtime) during the 30 calendar days before the holiday ÷ number of days worked or on which wages were earned in that period (Section 45).
- Employees who work on a stat holiday receive 1.5× their regular rate for the first 12 hours worked AND 2× their regular rate for hours worked beyond 12, PLUS an average day's pay (Section 46).
- Regular wages, commissions, and vacation pay taken during the 30-day period are included in the wage total; overtime premiums are excluded. Statutory holiday pay received during the 30-day window is also included.
- Substitution agreements must be in writing and the substitute day must be treated identically to the original stat holiday (Section 48).
- Part-time and casual employees are entitled to stat holiday pay if they meet the same eligibility criteria as full-time staff.
- Certain categories of employees may be excluded from or subject to special rules under Part 5 of the ESA — including managers and some commission-based salespersons (e.g., automobile and truck salespersons). Employers should verify whether any exclusions or special rules apply to their workforce.
Disclaimer: This article is aligned with monitored government sources and is provided for informational purposes only. It does not constitute legal advice. Statutory holiday pay rules in BC may vary based on employment agreements, collective agreements, industry-specific regulations, and individual circumstances. Certain employees (including managers and some commission-based salespersons) may be subject to exclusions or special rules under Part 5 of the Employment Standards Act. Consult a qualified professional and the official BC government guidance before relying on any calculation or taking action.