Stat Holidays in Ontario in 2024

There are 5 days a year which are a paid holiday in every jurisdiction within Canada! During stat holidays employers have to ensure they are complying with company policies and procedures surrounding employees. 

What’s a stat holiday?

Stat Holidays is short for statutory holidays and are sometimes called public holidays. THey are days legislated by federal or provincial and territorial governments. During stat holidays most employees earn the day off from work with public holiday pay. 

List of paid holidays in Canada

New Year’s Day: January 1, Celebrates the first day of every year 

Good Friday: Between March 20 and April 23, Celebrates the crucifixion of Jesus, on the Friday after Easter.

Canada Day: July 1, Celebrates Canada's 1867 Confederation.

Labour Day: First Monday of every September, celebrates achievements of economic and social workers. 

Christmas Day: December 25, Celebrate the birth of Jesus Christ.

List of paid holidays in Ontario 

In Ontario, there are nine public holidays recognized under the Employment Standards Act, 2002 (“ESA”). 

New Year’s Day: January 1, Celebrates the first day of every year 

Good Friday: Between March 20 and April 23, Celebrates the crucifixion of Jesus, on the Friday after Easter.

Canada Day: July 1, Celebrates Canada's 1867 Confederation.

Labour Day: First Monday of every September, celebrates achievements of economic and social workers. 

Christmas Day: December 25, Celebrate the birth of Jesus Christ.

Family Day: The third Monday of February, celebrates the values that bind families together including love, respect, and support. 

Victoria Day: After Victoria's death in 1901, an act of the Canadian Parliament established Victoria Day as a legal holiday, to be celebrated on May 24 (or on May 25 when May 24 fell on a Sunday).

Thanksgiving Day: Fourth Thursday in November, celebrating the harvest and other blessings throughout the past year. 

Boxing Day: Day after Christmas Day, associated with shopping and sporting events. 

Entitlement to Time Off 

• If the celebration falls on a routine light part of every 24 hours: Employees are labeled to the day for resting accompanying public feast pay.
• If the feast falls on a non-working day: Employers must supply a substitute leisure time accompanying public feast pay, due inside three months or twelfth months (accompanying composed consent).
• Exceptions some text
  • Employees who missed their last scheduled workday before/after the holiday without reason
  • Specific industries such as hotels, restaurants, and hospitals

HR related Issues and Solutions

1. Miscommunication about Entitlements

Problem: Employees concede possibility be fuzzy about their entitlements concerning public holidays, superior to misunderstandings and unhappiness.

Solution: Provide clear, inscribed ideas about public feast entitlements.

Hold facts sessions or allocate educational fabrics clarifying public festival procedures.

2. Incorrect Calculation of Public Holiday Pay

Problem: Miscalculating public holiday pay can bring about money paid for work done wrongs, representative complaints, and potential allowable issues.

Solution: Utilize payroll program or forms like the Ministry of Labour’s Public Holiday Pay Calculator. Regularly train cost stick on the correct forms for shrewd public holiday pay.

3. Scheduling Conflicts

Problem: Balancing the need for stick inclusion accompanying clerks' desire to take feasts maybe challenging, specifically unnecessary aids or constant movements.

Solution: Implement a fair and understandable holiday arranging arrangement.

Allow operators to request feasts well earlier and use a turn system to guarantee impartial dispersion of festival shifts.

4. Compliance accompanying Employment Standards Act (ESA)

Problem: Ensuring that the association complies accompanying all facets of the ESA concerning public feasts maybe complex and late.

Solution: Regularly review and update HR tactics to guarantee agreement accompanying new ESA rules. Consult with legal masters or HR pros to validate agreement.

5. Handling Exemptions and Special Cases

Problem: Determining entitlements for attendants in exempt trades or those who bother public festivals maybe puzzling.

Solution: Clearly delimit and document that employees fall under exemptions.

Establish clear procedures for management public festival work, containing rectification alternatives and scheduling substitute days off.

6. Managing Employee Expectations

Problem: Employees concede possibility have various beliefs about occupied on public celebrations and the repayment they should accept.

Solution: Foster an open talk accompanying operators to control anticipations and explain tactics openly. Offer adaptability place attainable, to a degree allowing clerks to select betwixt premium pay and substitute days off.

7. Disputes and Grievances

Problem: Disputes over public festival entitlements can bring about complaints and lower employee self-esteem.

Solution: Have a clear, approachable complaint process working.

Address disputes immediately and fairly, guaranteeing that clerks feel perceived and esteemed.

8. Record-Keeping and Documentation

Problem: Inadequate the act of one that records can influence non-compliance accompanying permissible necessities and troubles in dealing with disputes.

Solution: Maintain itemized records of all public holiday entitlements, compromises, and fees.

Use HR administration operating system to path and store appropriate information solidly.

By calling these coarse questions proactively, HR areas can guarantee smooth operations about public celebrations, claim agreement accompanying permissible requirements, and support definite attendant connections.