General Holidays for Federally Regulated Employees in 2024
Paid General Holidays for Federally Regulated Industries in 2024 in Ontario, Alberta, and B.C.
Below is a list of the paid public holidays, or statutory holidays, for employees working for federally regulated companies in 2024, applicable across Canada including Ontario, Alberta, and British Columbia (B.C.).
The Canada Labour Code (CLC) determines when these holidays occur and the rules for statutory holiday pay for federally regulated workers in the country.
| Holiday | Date |
|---|---|
| New Year’s Day | January 1, Monday |
| Good Friday | March 29, Friday |
| Victoria Day | May 20, Monday |
| Canada Day | July 1, Monday |
| Labour Day | September 2, Monday |
| National Day for Truth and Reconciliation | September 30, Monday |
| Thanksgiving | October 14, Monday |
| Remembrance Day | November 11, Monday |
| Christmas Day | December 25, Wednesday |
| Boxing Day | December 26, Thursday |
Not sure if you’re a federally regulated employee?
See the comprehensive list of federally regulated companies in Canada to find out if your employer is federally regulated. You will also learn about severance pay rules for federally regulated workers, as opposed to provincially regulated employees.
Optional Federal Stat Holidays
In addition to the official statutory holidays, there are a few days in 2024 that are recognized as “optional” holidays for federally regulated employees in Ontario, Alberta and B.C. These days are not mandated as paid days off, but employers may choose to observe them:
- Family Day: February 19, Monday
- Easter Monday: April 1, Monday
- Civic Holiday (Ontario): August 5, Monday
- Heritage Day (Alberta): August 5, Monday
- B.C. Day: August 5, Monday
Looking for Provincial Statutory Holidays?
If you’re a provincially regulated employee, check out our resources for statutory holidays in specific provinces:
Terminations and Stat Holidays
If you’ve been fired without cause or for cause before or after taking a federally regulated stat holiday, it’s crucial to understand your rights through a consultation with an employment lawyer at Samfiru Tumarkin LLP immediately.
Do not accept any severance offer, termination papers, or exit agreement from your employer, even if they come with a deadline. These deadlines are pressure tactics used to push you into accepting inadequate compensation. Once you sign and return these documents, you forfeit your ability to negotiate a fair and proper severance package. A full severance package can be as much as 24 months’ pay.
Talk To an Employment Lawyer
The knowledgeable employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals across the country.
In addition to severance package negotiations, we have experience securing solutions for the following employment matters:
Our lawyers in Ontario, Alberta, and B.C. stand ready to help you solve your workplace issues.
If you are a non-unionized employee who needs help with an employment issue, contact us or call 1-855-821-5900 to get the advice you need, and the compensation you deserve.
About the Author
Lior Samfiru
Lior Samfiru is a Founding Partner of Samfiru Tumarkin LLP and Practice Leader for the firm's Labour & Employment Law Group. His experience in countless successful cases and mediations on behalf of employees and employers, as well as his continued advocacy for the rights of workers, makes him one of the most skilled and sought-after labour and employment lawyers in Canada.
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