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Paid holidays

A. List of paid holidays for regular (permanent) employees

An employee is considered regular (permanent) for his employer when he or she has worked 280 hours (Section 1.01 b)

  • 1. December 31st OR January 2nd :at the employer's choice, for the permanent employee having less than one year of service
  • December 31st AND January 2nd for the permanent employee having one year of service or more.
  • 2. January 1st.
  • 3. Good Friday OR Easter Monday, at the employer's choice.
  • 4. the Monday preceding 25 May.
  • 5. June 24th.
  • 6. July 1st.
  • 7. Labour Day.
  • 8. Thanksgiving.
  • 9. December 25th.
  • 10. December 24th OR December 26th: at the employer's choice, for the permanent employee having less than one year of service
  • December 24th AND December 26th , for the permanent employee having one year of service or more.

Statutory holidays and union-member employees

Caution! If you work for a cleaning company and that you are a union member, the decree applies to you, but certain statutory holidays may be different or may be replaced by floating holidays. Consult your collective agreement or your union if you have questions on this subject (see section "useful links").

B. List of paid holidays for non-regular employees

The non regular employee is entitled to the following holidays according to article 7.07.1 of the Decree:

  • New Year's Day
  • Good Friday or Easter Monday
  • the Monday preceding 25 May
  • June 24th
  • July 1st
  • Labour Day
  • Thanksgiving
  • Christmas

C. Two situations to consider for paid holidays

1. The employee is a regular employee (280 hours)

The employee is entitled to a holiday for which the indemnity depends on the usual working schedule of the employee (articles 7.02 and 7.05).

In the two following situations, the indemnity is equal to 20% of the salary earned during the pay period preceding the holiday (10%, if it is a two week pay period).

  • The employee usually works less than 5 days per week;
  • The holiday does not coincide with a working day.

Otherwise, when the employee works five days per week or more and the holiday coincides with a usual working day, then the indemnity corresponds to the number of hours usually worked on that day.

Please consult the Parity Committee for more information in the situation where the work schedule is irregular.

Particular cases:

Postponed holiday on the work day preceding or following the holiday

When the holiday does not coincide with a usual working day, the holiday may be postponed, at the employer's choice, to the work day preceding or following the holiday. In such case, the indemnity depends on the day the holiday was postponed for. It is calculated according to the rules stated above.

Worked holiday

In the case of a worked holiday, the employer may choose between the two following options:

  • Have the employee work and postpone the paid holiday to another work day within 3 weeks before or after. In such case, a written agreement is needed from the employee. In this situation, the hours worked on the holiday are paid at the regular rate since the employee will have a compensatory holiday;
  • Have the employee work and not postpone the paid holiday. In such case, the indemnity is paid as defined above AND the hours worked on the holiday are paid at time and a half (with a minimum pay of two hours at time and a half).

2. The employee is not a regular employee (less than 280 hours)

In the case of the 8 holidays provided by article 7.07.1 the indemnity is explained at article 7.07.2:

  • The indemnity is equal to 1/20th of the wages earned during the four complete weeks of pay preceding the week of the holiday, excluding overtime hours.

If a non regular employee must work on one of those 8 holidays, the employer may choose between:

  1. Pay the hours worked at regular rate and pay the indemnity as explained above
  2. Pay the hours worked at regular rate and allow a compensatory holiday within the three weeks period before or after that day.

D. Criteria to be eligible for the paid holidays

To be eligible for the paid holidays, the employee must work on the working day preceding and following the holiday (Article 7.06) (Exception: June 24th, governed by the National Holiday Act).

If the employee does not work on the preceding and the following working day, the employer must nevertheless pay the holiday if it occurs:

  • during an absence authorised by the employer of less than 15 days.
  • during a sick leave of less than 14 days.
  • during a temporary lay off of less than 22 days.
  • on the working day preceding or following a lay off for lack of work.
  • during the employee's vacation period