2026 Canadian Employment Standards

Official Sources

• General Holidays & Pay
• Construction industry rules
• Vacation Pay
• Employment Standards
• Personal and Family Responsibility Leave
• Employment Standards Code
• Farm and ranch employment standards
• Overtime hours and overtime pay
• Long-term illness and injury leave

Eligibility Rules

• Workday count must be with the same employer; 30 calendar days of employment is not sufficient.
• For irregular schedules, a holiday is a regular workday if the employee worked that weekday in at least 5 of the 9 weeks before the holiday week. This classifies the workday rather than deciding every holiday entitlement.
• General holiday pay is not owed after an absence without employer consent on either the last scheduled workday before or the first scheduled workday after the holiday, or after missing required or scheduled work on the holiday itself.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• For an eligible employee, a holiday on a regular workday that is not worked is paid at least the average daily wage.
• For an eligible employee who works a holiday on a regular workday, the employer may choose average daily wage plus 1.5x the wage rate for hours worked, or regular wages (and overtime if applicable) plus a normal workday off at average daily wage no later than the next annual vacation.
• For an eligible employee who works a holiday on a non-regular workday, pay is 1.5x the wage rate for hours worked without an additional average daily wage.
• If the holiday is not a regular workday and is not worked, no statutory holiday pay or paid substitute day is owed.
• For an eligible salaried employee taking a regular-workday holiday off, full salary can satisfy the entitlement.
• Construction uses a separate 3.6%-of-wages holiday rule rather than these standard options.
• Covered farm and ranch categories use separate official rules, including a 4.2% four-week basis.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• Alberta has no general statutory paid sick leave.
• Personal and Family Responsibility Leave: 5 unpaid days per calendar year after 90 days with the same employer.
• Long-term illness and injury leave: 27 weeks unpaid per calendar year after 90 days with the same employer; medical certificate required.

Overtime Rules

• Overtime applies after 8 hours/day or 44 hours/week; compare total daily overtime with weekly overtime and use the greater total rather than adding both.
• Written overtime banking agreements and exemptions may change treatment.

Official Sources

• Statutory Holidays Overview
• Calculate Holiday Pay
• Eligibility Requirements
• Annual Vacation
• Health-related Leave Evidence Rules
• Section 45 interpretation guideline
• Leaves of absence
• Short-term illness or injury leave
• Serious personal illness or injury leave
• Overtime averaging guideline
• 2025 sick-note restriction announcement
• 2025 serious-leave announcement

Eligibility Rules

• Must be employed for 30 calendar days before the holiday and must have worked or earned wages on at least 15 of the prior 30 days.
• An averaging agreement under ESA s.37 at any time in the prior 30 days can satisfy the worked-or-earned-wages test.
• BC has no last-day/first-day attendance rule. Employees who work while ineligible receive regular wages; statutory holiday premium does not apply, though overtime may apply if otherwise required.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• Days worked in the denominator include days on which wages were earned.
• An eligible holiday that falls on a normal day off is paid at an average day's pay.
• An eligible holiday worked is paid at an average day's pay plus 1.5x for the first 12 hours worked and 2x after 12 hours.
• An employer and the affected employee, or a majority of affected employees, may agree to substitute another date; the agreement and records are required. The substitution is not a unilateral replacement of post-work holiday pay.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 5 paid and 3 unpaid personal illness or injury days per calendar year after 90 days of employment.
• Family care uses a separate family-responsibility leave entitlement.
• Serious personal illness or injury leave: up to 27 unpaid weeks in a 52-week period when the employee is unable to work for at least one week; no continuous-service qualifier is prescribed here.

Overtime Rules

• The first 8 hours per day count toward the weekly 40-hour test; do not duplicate hours already paid at the daily premium.
• 1.5x after 8 hours/day, 2x after 12 hours/day, and 1.5x after 40 hours/week.
• Overtime averaging agreements and exemptions may change treatment.

Official Sources

• General Holidays
• Vacations
• Family Leave
• Hours and Breaks
• Long-term leave
• Sick notes
• Employment Standards Code
• Sick Notes Amendment Act (effective October 1, 2026)
• Overtime

Eligibility Rules

• Entitled from first day of employment
• Entitlement can be lost when the employee is absent without employer permission on the last scheduled day before, the holiday itself when scheduled, or the first scheduled day after the holiday; employer permission and deemed consent for protected leave are exceptions.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• An eligible standard holiday worked is paid holiday pay plus 1.5x the regular wage for hours worked.
• An eligible holiday on a normal day off receives a normal working day off with holiday pay.
• An employer termination within 4 weeks before a holiday can still owe 5% of non-overtime wages, including pay in lieu.
• Special eligible industries may use regular wages plus a later paid day within 30 days or an approved/agreed deadline.
• Construction industry employees earn general holiday pay under a separate 4% of wages rule; it accrues every pay period, including pay periods without a general holiday.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 3 unpaid Family Leave days per calendar year after 30 days of employment; family and personal reasons are covered by the Family Leave provision.
• Serious illness or injury leave: 27 weeks unpaid in a 52-week period after 90 days of employment when unable to work for at least 2 weeks; medical certificate required.
• From October 1, 2026, an employer requiring a sick note must accept one from any s.51.2(3) listed health professional who provided care for the relevant illness or injury.
• For a required sick note, the employer reimburses the reasonable note charge, with evidence due within 30 days after obtaining the note and reimbursement within 30 days after receiving that evidence; this excludes separately required Division 9 leave certificates and return-to-work fitness documents.

Overtime Rules

• Overtime applies after 8 hours/day or 40 hours/week; do not duplicate hours already counted in the daily and weekly overtime totals.
• Written overtime agreements and exemptions may change treatment.

Official Sources

• Employment Standards - Holiday & Vacation
• Employment Standards - Other Leaves
• Employment Standards - Wage and Pay
• Employment Standards Act, 2026 c.3
• Employment Standards Act, E-7.2

Eligibility Rules

• 90 calendar days in the preceding 12 months
• Must work the last and first scheduled workdays around the holiday unless there is a good reason; an employee who agrees to work the holiday must attend unless there is a good reason.
• Employees who can choose when to work or not work are excluded from the paid-holiday entitlement; regulated occupation exemptions also apply.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• All hours worked on a public holiday are paid at 1.5x the regular rate even when the employee does not qualify for holiday pay; an eligible employee also receives the holiday-day pay.
• Paid alternate-day options apply only where the statutory arrangement permits them.
• An employer may choose an additional 4% of all gross wages from the first day of employment instead of regular-day holiday pay, plus the holiday-worked premium; this is a separate holiday-pay option, not vacation pay.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 5 unpaid days per 12-calendar-month period after more than 90 days of continuous employment.
• Long-term illness leave: 27 unpaid weeks per 52-week period after more than 90 continuous days, in periods of at least one week; added June 12, 2026.

Overtime Rules

• Overtime applies after 44 hours per week at 1.5x the statutory minimum wage.
• Statutory overtime banking is not permitted; more generous contracts or special exceptions may change treatment.

Official Sources

• Labour Standards Act
• Labour Standards Issues Overview
• Minimum wage and overtime update

Eligibility Rules

• Must be employed for 30 days with the employer; a holiday in the first 30 days is excluded.
• Must work the last and first contractual workdays around the holiday unless there is just cause or employer consent; an employee who controls their own schedule is treated under the applicable schedule rule.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• An eligible holiday on a normal day off is paid on the following workday or another agreed paid day.
• For a worked holiday, the employee may choose twice the total wages, or regular work pay plus a full paid future day within 30 days or added vacation.
• Essential operations may use the cash or 30-day paid-day option. A partial normal shift receives regular hourly pay plus normal-day pay.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 7 unpaid days per year shared by sick and family responsibility leave after 30 continuous days.
• Long-term illness, injury, or organ-donation leave: up to 27 unpaid weeks in 52 after 30 continuous days; medical certificate required; leave periods must be at least 2 weeks.

Overtime Rules

• After 40 hours/week, at least 1.5 times the applicable provincial minimum wage
• Public-holiday work uses a separate double-time rule; it is not a 48-hour weekly threshold

Official Sources

• Holiday Pay
• Holiday Chart
• Vacation Leave Pay
• Workplace Legislation Changes
• Leaves
• Medical certificates and employee absence
• Overtime
• Remembrance Day

Eligibility Rules

• Must have received or been entitled to receive pay for at least 15 of the 30 calendar days immediately before the holiday
• Must work the last and first scheduled shifts around the holiday, subject to the employer-directed absence exception.
• Paid sick leave, paid training, and vacation can count toward days entitled to pay.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• Regular-day pay applies to ordinary qualifying holidays; varying hours use the prior 30-day average and commissions are included.
• Vacation pay is excluded from wages for this calculation.
• An eligible holiday on a normal day off receives a later paid day only. An eligible holiday worked receives regular/average day pay plus 1.5x regular hours; continuous operations may use regular hours plus a substitute paid day.
• An employee who does not qualify does not receive the ordinary statutory holiday premium.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 5 unpaid personal illness or injury days plus a separate 3-day medical-appointment or family-illness leave per year; short leave is available immediately.
• Serious illness or injury leave: up to 27 unpaid weeks in a 52-week period after 3 months of employment, in periods of at least one week.

Overtime Rules

• General overtime applies after 48 hours per week at 1.5x the regular rate.
• Special wage orders and exemptions may apply; some occupations use 1.5x minimum wage or construction rules. Salary alone is not an exemption.

Official Sources

• Employment Standards FAQ
• Employment Standards Act
• National Day for Truth and Reconciliation Holiday Announcement

Eligibility Rules

• 30 workdays with the same employer in the 12 months prior to the holiday
• An employee may lose entitlement after missing a required scheduled shift or the called holiday without consent; statutory leave exclusions apply
• Employees on maternity or parental leave are not entitled to holiday pay for a holiday during that leave

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• For an eligible holiday worked, the employee receives holiday pay plus 1.5x the regular rate for hours worked, or a statutory substitute-day arrangement.
• An eligible normal non-working day receives the holiday entitlement or an approved substitute day; it is not automatically zero.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 5 unpaid days in each 12-month period after at least 30 employment days
• The leave entitlement is measured over a 12-month period, rather than an assumed calendar-year bucket.

Overtime Rules

• 1.5x after 8 hours/day or 40 hours/week
• In a week containing a paid statutory holiday, the weekly threshold is 32 hours and holiday hours are excluded

Official Sources

• Labour and Employment Standards guide
• Labour Standards Act - Official Consolidation
• National Day for Truth and Reconciliation Amendment

Eligibility Rules

• 30 days worked in the preceding 12 months
• Entitlement may be lost when an employee misses the called holiday or either adjacent regular workday without employer consent; statutory leave exclusions apply
• Employees on maternity or parental leave are not entitled to holiday pay for a holiday during that leave

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• An eligible holiday worked is paid the holiday entitlement plus 1.5x the regular rate for hours worked, or under the statutory substitute-day option before the next annual vacation or termination, whichever comes first.
• An eligible holiday on a normal day off receives holiday pay or a paid substitute day. If an employee has the holiday off and is required to work another day that would otherwise be a day off in the same week, those hours are paid at least 2x the regular rate.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• No statutory sick-leave entitlement was identified for territorially regulated private-sector employees in the Labour Standards Act consolidation

Overtime Rules

• 1.5x after 8 hours/day or 40 hours/week
• In a week containing a paid statutory holiday, the weekly threshold is 32 hours and holiday hours are excluded

Official Sources

• Employment Standards Act Guide
• Public Holidays Guide
• Vacation Guide
• Sick Leave Guide
• Long-term Illness Leave
• Public Holidays Policy Manual
• Overtime Pay Guide

Eligibility Rules

• No minimum employment period required
• Must work the last scheduled day before and first scheduled day after unless there is reasonable cause; failure to work agreed or required holiday hours without reasonable cause can also affect holiday pay.
• No independent employment-tenure gate; statutory holiday hours worked generally remain premium-eligible even when holiday-pay entitlement is lost.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• The ordinary agreed-work route requires a written or electronic agreement: regular wages for hours worked plus a substitute day with public holiday pay, or public holiday pay plus 1.5x the regular rate for hours worked. Special rules allow certain businesses to require holiday work.
• For a normal day off or vacation day, the standard paid substitute-day route applies; a written agreement may instead provide holiday pay without a substitute day.
• Premium pay applies to hours actually worked and does not apply to unworked hours.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• ESA does not mandate paid sick leave
• 3 days unpaid job-protected leave after 2 consecutive weeks of employment
• An employer cannot require a health-practitioner certificate for ESA short leave, but reasonable other evidence may be requested.
• Long-term illness leave: serious medical condition, up to 27 weeks unpaid in a 52-week period after 13 consecutive weeks of employment; medical certificate required.

Overtime Rules

• Generally 1.5x the regular rate after 44 hours/week, with no daily threshold; exemptions and valid averaging agreements may apply.
• Hours paid at the public-holiday premium are excluded from the overtime-hours calculation.

Official Sources

• 2025 Employment Standards Guide (former rules)
• Changes to the Employment Standards Act

Eligibility Rules

• 30 calendar days of employment
• Must have earned pay on at least 15 of the prior 30 calendar days
• Must work the last and first scheduled days unless the employer directs the absence.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Under the former PE rules, 2 weeks / 4% applies for eight years or less and 3 weeks / 6% applies only after more than eight years. The exact eighth service anniversary is an explicit fail-closed runtime boundary. Former-law automatic Vacationable Earnings scope is limited to proven ordinary gross regular wages; unresolved non-zero earnings or worker-level coverage cases are blocked rather than inferred.

Sick Leave Rules

• 3 unpaid sick days after 3 months of continuous service
• Paid sick leave: 1 day after 12 months, 2 after 24 months, and 3 after 36 months
• Paid days are used before unpaid days; no carryover

Overtime Rules

• Overtime applies after 48 hours/week

Official Sources

• Paid Holidays
• Vacation and Vacation Pay
• Sick Leave
• Changes to the Employment Standards Act
• Employment Standards Act - Current to June 30, 2026

Eligibility Rules

• From Jun 30, no minimum employment period or 15-of-30 earnings test applies for paid-holiday entitlement
• Entitlement can be lost after missing both adjacent scheduled workdays without employer direction, permission or reasonable cause. Employees employed under an arrangement allowing them to elect whether to work when requested are excluded.
• An eligible holiday on a normal day off requires a paid substitute day. Holiday work is paid at 1.5x the regular rate plus holiday pay, or regular wages plus an agreed paid substitute day before the next vacation.

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• Effective Jun 30, 2026; Jan 1-Jun 29 used the former 30-day average formula.
• The Act specifically addresses paid vacation actually taken in the four-week period; public guidance uses broader vacation-pay wording. The Act controls.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

From June 30, 2026, PE moves to 2 weeks / 4% until 5 completed years and 3 weeks / 6% from 5 completed years. Worker exclusions and context-sensitive earnings remain outside automatic inference and fail closed.

Sick Leave Rules

• Effective Jun 30, 2026:
• 4 unpaid sick days after 30 days of employment
• 1 paid day in the second year, 2 in the third year, and 3 in the fourth and later years
• Paid days may be used before unpaid days; no carryover
• Up to 27 consecutive weeks of unpaid medical leave in a year after 90 days of continuous employment; qualified-practitioner confirmation may be required.

Overtime Rules

• From Jun 30, overtime applies after 44 hours/week at 1.5x the regular wage rate
• A written agreement may average hours over 2 to 4 weeks; specified industries may be exempt

Official Sources

• Public Holidays
• Paying for Holidays
• Calculating Vacation Pay
• Absence due to illness or injury

Eligibility Rules

• Holiday work receives the 5% holiday entitlement plus 1.5x the regular rate for hours worked.
• No independent tenure or adjacent-attendance requirement applies to the standard public-holiday formula
• Special industry and agreement rules may change the result

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• Hourly-paid construction employees earn public holiday pay of 4% of wages excluding overtime and vacation pay earned in the calendar year, instead of the standard formula. It must be paid on or before December 31, or within 14 days of termination.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• 12 unpaid days per calendar year for the employee’s own illness or injury or a dependent immediate family member; this is job protection, not paid leave or an annual accrual
• Chronic or recurring absence conditions may have separate statutory treatment
• Serious illness or injury: up to 27 weeks in a 52-week period after more than 13 consecutive weeks of employment, including a worker receiving workers compensation

Overtime Rules

• Standard threshold: 8 hours/day or 40 hours/week; a 10-hour threshold applies to a valid four-day schedule
• From Jan 1, 2026, an employer may use a calendar day or continue using any 24 consecutive hours for work schedules and overtime
• A valid modified work arrangement may use the established schedule as the daily overtime threshold for participating part-time employees
• The weekly threshold is reduced by 8 hours for each public holiday in the week

Official Sources

• Employment Standards
• Statutory Holidays
• Statutory Holidays (Employees)
• Holiday Pay
• Vacation Pay
• Special Leave Without Pay
• General Holiday Pay Fact Sheet
• Employment Standards Act

Eligibility Rules

• Employees who work the holiday are not bound by the ordinary qualification conditions
• For a holiday not worked, official guidance also requires work or wages earned in the preceding two weeks, including paid vacation.
• Adjacent scheduled shifts and attendance on a required holiday apply unless the Act or employer permits an absence; requested unpaid leave of 14 consecutive days immediately before the holiday is an exclusion

Holiday Pay Formula

Beanflow Holiday Pay uses the supported jurisdiction's standard-rule path only. The 2026 Holiday Pay evidence remains a separate, spot-checked verification track; attendance, industry, compensation-basis, and alternate-method cases may require an explicit adjustment or HR determination rather than automatic inference.

• For irregular or less-than-standard hours, the 10% formula uses wages excluding vacation pay for hours worked in the two weeks before the holiday week.
• For a holiday worked, s.31 adds to the s.30 holiday payment either the applicable overtime rate (normally 1.5x the regular rate) for hours worked, or regular wages for those hours plus a paid day off added to vacation or taken at a mutually convenient time.
• Substituting the holiday itself under s.35 requires a written union or majority-employee agreement.
• If a statutory holiday falls on an employee’s non-working day, the first working day immediately following the holiday becomes that employee’s statutory holiday; standard-hours and irregular-hours/non-time-based compensation retain their respective statutory formulas.

Vacation Pay Tiers

Beanflow Vacation Pay and Vacationable Earnings are verified and active for 2026 within the supported automatic scope. Named special or ambiguous worker and earning cases fail closed rather than using an assumed rule.

Sick Leave Rules

• Unpaid sick leave accrues at 1 day for each completed month of employment; used days are deducted and the maximum net balance is 12 days
• The 12-day maximum is a running balance, rather than a fresh annual grant. There is no general statutory paid sick leave.

Overtime Rules

• 1.5x after 8 hours/day or 40 hours/week
• The weekly threshold is reduced by 8 hours for each general holiday in the week; holiday hours are excluded

Official Sources

• Statutory Holidays
• Holiday Pay Calculation
• Annual Vacation
• Labour Standards Act
• Non-work-related Accident or Illness
• Overtime

Eligibility Rules

• No minimum employment period required
• For holidays other than Saint-Jean-Baptiste Day, the employee must not be absent without valid reason or employer authorization on the workday before or after the holiday
• Saint-Jean-Baptiste Day has its own employed-on-the-holiday condition; the adjacent-day test does not apply
• Part-time employees use the same statutory formula; no extra proportional adjustment applies

Holiday Pay Formula

Quebec is shown as statutory reference content only. Beanflow does not currently support Quebec Holiday Pay payroll calculations.

• Good Friday and Easter Monday are an employer choice, not two separate statutory entitlements
• Tips declared or allocated under the Act are included in the statutory wage base.
• Holiday work receives regular wages plus the holiday indemnity or a paid compensatory day within 3 weeks before or after the holiday, subject to the statutory exceptions. There is no general 1.5x holiday premium.
• A holiday on vacation or a normal day off receives the holiday indemnity or an agreed paid compensatory day. June 24 has separate compensatory-day timing rules.

Vacation Pay Tiers

Quebec Vacation minimums are catalog/reference content only. Quebec payroll and Vacationable Earnings runtime support are outside Beanflow's current product scope.

Sick Leave Rules

• 2 paid days per calendar year shared across eligible illness, family-responsibility, organ-donation and other covered absences after 3 months of uninterrupted service
• Additional unpaid job-protected leave for illness, accident, or organ donation: up to 26 weeks in a 12-month period; separate long-duration cases may apply
• Catalog / statutory-minimum guidance — Beanflow Payroll does not currently run full Quebec payroll calculations

Overtime Rules

• Generally 1.5x the regular rate after 40 hours/week; exemptions and valid averaging arrangements may apply.
• A paid holiday on a normally scheduled workday counts as time worked for overtime.

Official Sources

• General Holidays
• Vacations & Holidays Overview
• Holiday Calculator
• Vacation Pay Policy (IPG-012)
• Canada Labour Code
• Leaves

Eligibility Rules

• No minimum employment period required
• Continuous operations, absence, and called-to-work exceptions apply under the Canada Labour Code
• Part-time employees use the same statutory formula; no extra proportional adjustment applies

Holiday Pay Formula

Federal employment standards are shown for legal reference only. Beanflow does not currently support federally regulated employment-standards workplaces.

• The standard worked-holiday rule pays holiday pay plus at least 1.5x the regular rate for hours worked. Continuous operations have statutory alternative paid-day routes; special collective-agreement provisions may apply.
• Commission employees and longshoring operations may use special rules not represented by this summary

Vacation Pay Tiers

Federal Vacation rules are reference content only. Federally regulated employment-standards workplaces are outside Beanflow's current product scope.

Sick Leave Rules

• After the initial 30 continuous days, 3 paid days are earned. One further day is earned at the start of each month after completing a further month of continuous employment, up to 10 per year including carried-over days.
• Unused days carry over toward the next year’s 10-day cap; carryover and new accrual do not create more than 10 available days
• Employer may request a medical certificate for medical leave of 5 or more consecutive days
• Covered employees may also qualify for up to 27 weeks of unpaid medical leave

Overtime Rules

• Overtime generally applies after 8 hours/day or 40 hours/week at 1.5x the regular rate; the weekly limit is reduced by 8 hours for each general holiday and daily/weekly overtime is not double counted. Industry exceptions and averaging rules may apply.