Vacation time in BC is the annual time off work that eligible employees are legally entitled to take. Most employees covered by British Columbia’s Employment Standards Act receive at least two weeks of vacation after 12 consecutive months of employment and at least three weeks after five consecutive years.
For an employee who normally works five days per week, that is commonly equal to 10 working days or 15 working days. However, BC law sets the minimum entitlement in weeks, not a fixed number of days.
This guide explains how many vacation days you get in BC, when you can take them and what your employer can and can’t do with your vacation time.
On This Page:
- 1. How Many Vacation Days Do You Get?
- 2. How Vacation Entitlement Works
- 3. When Can You Take Vacation?
- 4. Can an Employer Refuse or Cancel Vacation?
- 5. Can an Employer Force You to Take Vacation?
- 6. Taking Vacation in Advance
- 7. Carryover and Use-It-or-Lose-It Rules
- 8. Vacation During a Leave of Absence
- 9. Vacation When Employment Ends
- 10. Vacation Time FAQs
How Many Vacation Days Do You Get In BC?
The minimum amount of vacation time you get in BC depends on how long you have continuously worked for the same employer.
| Length Of Employment | Minimum Vacation Time |
|---|---|
| Less than 12 consecutive months | No minimum annual vacation time is required yet |
| After 12 consecutive months | At least 2 weeks |
| After 5 consecutive years | At least 3 weeks |
How Many Vacation Days Is Two Weeks?
For an employee who normally works five days per week, two weeks of vacation is commonly equal to 10 working days.
However, the Employment Standards Act gives vacation in weeks rather than a fixed number of days. The practical number of scheduled working days can therefore depend on your normal work schedule.
How Many Vacation Days Is Three Weeks?
For an employee who normally works five days per week, three weeks of vacation is commonly equal to 15 working days.
Do You Get Four Weeks Of Vacation After 10 Years In BC?
Not automatically under the Employment Standards Act. The minimum statutory entitlement remains three weeks after five consecutive years of employment.
However, an employment contract, workplace policy or agreement can give you four or more weeks of vacation.
How Does Vacation Time Work In BC?
Employees earn their first annual vacation entitlement during their first year of employment.
The basic timeline works like this:
- First year: You are building your first vacation entitlement.
- After 12 months: You become entitled to at least two weeks of annual vacation.
- After five consecutive years: Your minimum entitlement increases to three weeks.
Your employer must ensure you take the vacation you earn within 12 months after completing the year of employment that created the entitlement.
Example Of How Vacation Time Is Earned
Jordan starts a new job on July 1, 2026.
- July 1, 2026, to June 30, 2027: Jordan completes the first year of employment.
- July 1, 2027: Jordan becomes entitled to at least two weeks of annual vacation.
- By June 30, 2028: The employer must ensure Jordan takes those two weeks.
An employer can use a common date, such as January 1, to calculate vacation entitlements for all employees, as long as doing so does not reduce anyone’s minimum rights.
Do Part-Time Employees Get Vacation Time?
Yes. Both full-time and part-time employees can qualify for annual vacation under BC employment standards.
When Can You Take Vacation Time In BC?
You do not have an automatic right to take vacation whenever you choose. Your employer can schedule vacation according to the needs of the business.
In practice, many employers ask employees to request their preferred dates. Your employment contract or vacation policy may explain:
- how far in advance you should make a request;
- who approves vacation;
- whether certain busy periods are restricted; and
- how competing requests are handled.
Your employer has significant control over the actual timing of your vacation, but it must still ensure you receive your full minimum entitlement and take it within the required 12-month period.
Does Vacation Have To Be Taken One Week At A Time?
Your employer must generally allow your statutory vacation to be taken in periods of one week or more.
You can ask to take shorter periods, such as individual days. However, the shorter period must be at the employee’s request.
Can An Employer Refuse Or Cancel Vacation In BC?
Yes, an employer can refuse a specific vacation request. Employers are allowed to schedule vacation according to business needs.
For example, an employer may limit vacation during:
- the busiest time of the year;
- major projects or deadlines;
- periods when several other employees are already away; or
- times when minimum staffing levels must be maintained.
Refusing your preferred dates is not the same as taking away your vacation entitlement. Your employer must still ensure you take the minimum vacation time you earned.
Can My Employer Cancel Approved Vacation?
Yes, in some circumstances. BC employment standards guidance specifically recognizes that employers may cancel employee vacations because of a shortage of staff.
This means approved vacation is not necessarily impossible to change.
If your employer cancels approved vacation after you have booked flights, hotels or other non-refundable plans, ask for:
- the reason for the cancellation in writing;
- confirmation of when you can take replacement vacation time; and
- information about any company policy covering cancellation costs.
Whether an employer is responsible for financial losses caused by a cancelled vacation can depend on the facts, your contract and workplace policies.
Can An Employer Force You To Take Vacation In BC?
Yes. An employer can schedule your vacation according to business needs.
BC employment standards guidance specifically says an employer may require employees to take vacation when there is not enough work for staff.
However, an employer can’t use this power to reduce your minimum vacation rights.
Can My Employer Force Me To Take One Vacation Day At A Time?
Generally, no. An employer can’t require statutory vacation to be taken in periods of less than one week.
You can ask to take shorter periods, including individual days. The employer should be able to show that the shorter vacation period was taken at your request.
Can My Employer Use Vacation Days To Cover Another Absence?
An employer can’t retroactively treat other authorized time off as vacation simply to reduce your annual vacation entitlement.
For example, an employer can’t give you approved sick time or another benefit and later decide that the time should be deducted from your statutory vacation.
Can You Take Vacation Time In Advance In BC?
Yes, if your employer agrees. Employees can ask to take vacation before they have earned the time.
The request should be made in writing.
If your employer allows you to borrow vacation from a future entitlement, the time taken in advance can later be deducted from the vacation you earn.
Example Of Vacation Taken In Advance
Priya is entitled to two weeks of annual vacation. She asks in writing to take an extra week from next year’s entitlement, and her employer agrees.
When Priya earns her next two weeks of vacation, the employer can generally deduct the one week she already took in advance, provided the arrangement was properly recorded.
Can You Carry Over Vacation Time In BC?
The BC Employment Standards Act does not provide a general right to bank or defer minimum statutory vacation indefinitely.
Your employer must ensure you take your statutory vacation within 12 months after completing the year of employment that created the entitlement.
This means minimum vacation time is intended to be taken, not stored up year after year.
What About Extra Vacation Above The Legal Minimum?
Your employment contract or workplace policy may provide more vacation than the minimum required by law.
The rules for carrying over those extra days can depend on the terms of your contract and the employer’s vacation policy.
Are Use-It-Or-Lose-It Vacation Policies Legal In BC?
An employer can’t use a “use-it-or-lose-it” policy to avoid its obligation to provide your minimum statutory vacation.
For vacation above the legal minimum, the result can depend on the wording of your employment agreement and workplace policy.
What Happens To Vacation Time During A Leave Of Absence?
Many leaves of absence continue to count toward your length of employment when determining vacation entitlement.
Continuous employment can include time spent on:
- pregnancy or parental leave;
- medical leave;
- another leave protected by the Employment Standards Act;
- an employer-authorized leave; and
- a temporary layoff.
For example, an employee does not restart at zero years of service after returning from maternity leave. The leave generally remains part of their continuous employment for the purpose of determining whether they are entitled to two or three weeks of vacation.
Vacation pay is different because it is generally calculated from wages earned. An unpaid leave can therefore affect the amount of vacation pay generated even though it does not break continuous employment for vacation time.
What Happens To Vacation Time When Employment Ends?
When your employment ends, the key issue is usually the vacation pay you earned and have not yet received.
Your employer must pay outstanding vacation pay when your job ends. The amount and payment deadline depend on the circumstances.
Your employer also can’t schedule your annual vacation to overlap with a statutory notice of termination period.
Can My Employer Force Me To Use Vacation During Working Notice?
An employer can’t use annual vacation to overlap with the notice of termination it is required to provide under the Employment Standards Act.
Vacation and termination notice are separate legal entitlements.
What If I Am Fired Over A Vacation Dispute?
Losing your job after a vacation dispute does not automatically mean the termination was illegal. However, a non-unionized employee who is fired without cause is generally entitled to proper notice or severance pay.
Depending on the circumstances, a full severance package in BC can be worth as much as 24 months’ pay.
Vacation Time BC FAQs
How many vacation days do you get in BC?
Employees generally receive at least two weeks of vacation after 12 consecutive months of employment and at least three weeks after five consecutive years. For someone who works five days per week, this is commonly equal to 10 or 15 working days.
Do you get vacation time in your first year of work?
You earn your first vacation entitlement during your first year, but the Employment Standards Act does not generally require your employer to give you annual vacation time until you have completed 12 consecutive months. Your employer can allow vacation earlier.
When do you get three weeks of vacation in BC?
The minimum entitlement increases to three weeks after you complete five consecutive years with the same employer.
Does vacation increase after 10 years in BC?
Not automatically under the Employment Standards Act. The statutory minimum remains three weeks after five years. Your employment contract or workplace policy may provide more.
Can my employer refuse my vacation request?
Yes. Your employer can refuse your preferred dates and schedule vacation according to business needs. However, it must still ensure you receive your minimum annual vacation within the required period.
Can my employer cancel approved vacation?
Yes, in some circumstances. BC employment standards guidance says employers may cancel vacations because of a shortage of staff.
Can my employer force me to take vacation?
Yes. Employers can schedule vacation based on business needs and may require employees to take vacation when there is not enough work.
Can my employer force me to take vacation one day at a time?
Generally, no. Statutory vacation must normally be available in periods of one week or more. An employee can request to take shorter periods.
Can I carry vacation days over to the next year?
The Employment Standards Act does not provide a general right to bank minimum vacation indefinitely. Statutory vacation must be taken within the required 12-month period. Rules for extra vacation above the legal minimum can depend on your contract and workplace policy.
Can I cash out vacation time instead of taking it?
You can’t simply waive your minimum statutory vacation and take money instead. Vacation time and vacation pay are separate entitlements, and employees must take their minimum annual vacation.
What happens if a statutory holiday falls during my vacation?
You may qualify for statutory holiday pay if a statutory holiday falls during your scheduled vacation. BC guidance says you do not automatically receive an additional vacation day.
Can my employer ask me to work while I am on vacation?
Statutory vacation is intended to be time off work. If your employer requires you to work during your vacation, the time worked should not simply be treated as if you received your full vacation entitlement.
Does maternity or medical leave reduce my vacation time?
A protected or employer-authorized leave generally continues to count toward your length of continuous employment for vacation entitlement. However, an unpaid leave can reduce the amount of vacation pay you generate because vacation pay is based on wages.
Do part-time employees get vacation time in BC?
Yes. Full-time and part-time employees covered by the Employment Standards Act can qualify for annual vacation.
Can my employer give me more vacation than the legal minimum?
Yes. An employment contract, company policy or other agreement can provide more vacation than the minimum required by law. Agreements for greater vacation benefits can be enforceable.
When Should You Get Legal Advice About Vacation Time?
Not every denied vacation request requires an employment lawyer. However, you should consider getting legal advice when a vacation dispute becomes part of a more serious workplace problem.
This can include situations where:
- you are disciplined or fired because of a vacation dispute;
- your employer refuses to provide minimum vacation time;
- your vacation rights are changed significantly without your agreement;
- your employer retaliates after you raise an employment standards concern; or
- the dispute is connected to a termination or severance offer.
If you are a non-unionized employee in British Columbia and your vacation issue has become part of a serious workplace dispute, the BC employment lawyers at Samfiru Tumarkin LLP can explain your rights and options.
Contact us to tell us what happened.