Manitoba statutory holiday pay calculator (2026)

Next general holiday in Manitoba

Friday 25 December 2026

If you are eligible and do not work it, the day pays a regular day's pay — or, where your hours vary, 5% of the four weeks before it. Work out your own figure — the calculator below runs the province's formula on your wages.

Manitoba has nine general holidays, and the default pay for one of them is a plain regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period the holiday falls in. Where your hours per day vary, or the wage for those regular hours moves from one pay period to the next, the Employment Standards Code switches to 5% of the wages from the four weeks immediately before the holiday, overtime left out. The Code says general holiday; stat holiday is the everyday name for the same days.

Last reviewed August 30, 2026 · maintained by Ihor Bezrukavnyk · how we calculate

Work out your holiday pay

This runs the branch Manitoba uses when your hours vary: 5% of the total wages from the four weeks immediately before the holiday, which is the same arithmetic as dividing that total by 20. If your daily hours and your regular-hours wage are steady, the Code pays a regular day's pay instead and there is nothing here to divide.

total wages, the 4 weeks before the holiday

Everything earned in those four weeks, with overtime wages left out.

holiday payEnter the four weeks' wages to see 5% of them.

This is the day itself. If you also worked the general holiday, the overtime wage rate for those hours comes on top by default — the section below sets out both arrangements.

next steps

Price your Manitoba week

If you work the holiday →

Who qualifies

These are the conditions Manitoba puts on the day. They sit on the shifts around the holiday and on your time with the employer — not on how many hours you worked in the week itself.

No qualifying period at allManitoba sets no minimum length of service and no minimum number of days worked. There is no 30-day rule in the Code, so length of employment does not decide the day.
Be there on the scheduled workday either sideSection 22(1) states the rule in the negative: you are eligible unless you are absent on your first scheduled workday before or after the holiday without the employer's consent. It is the shifts around the day that matter, not the day itself.
If you are scheduled on the holiday, work itWhere the holiday falls on a day that would normally be a workday for you and you are required or scheduled to work it, being absent that day without the employer's consent removes the holiday pay for it.
Leave and illness count as consentSection 22(2) deems the employer to have consented where the absence falls on a leave you are entitled to or have been given, or where you were ill. Those absences do not cost you the day.

Several groups sit outside these sections. Under the Employment Standards Regulation, employees employed on a farm to work directly in the primary production of agricultural products are excluded unless all or substantially all of their work is in climate-controlled facilities; employees in fishing and those working on a family member's farm in primary production are outside Part 2 almost entirely; and election workers appointed under The Elections Act are excluded. Construction employees have s. 30 instead of ss. 22–29, and the Code does not apply to independent contractors.

The Manitoba formula: a regular day, or 5% of four weeks

The formula

a regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period containing the holiday; where your daily hours or your regular-hours wage vary, 5% of total wages, excluding overtime wages, for the 4 weeks immediately preceding the holiday

The regular day's pay is the default, and it is the whole calculation for a fixed schedule. Section 23(2)'s 5% applies only where that figure cannot be determined because your hours per day vary or the wage for regular hours differs from pay period to pay period. Running the 5% on a fixed schedule will under- or over-pay the day.
Five per cent of four weeks is arithmetically the same as that four-week wage base divided by twenty, but the Code's word is 5% and its window is the four weeks immediately preceding the holiday — not four work weeks before the work week the holiday is in.
Section 23(1) sets a floor rather than a fixed amount: the day must not be less than that regular-hours wage.
The Code gives no test for how much variation makes a regular day's pay undeterminable, so a borderline part-time schedule genuinely sits between the two branches on the face of the statute.
The Code is also silent on someone employed for less than the full four weeks before a holiday: it neither prorates nor shortens the window, and s. 23(2) read literally takes 5% of whatever wages fell inside it. A separate section covers employees terminated less than four weeks before a holiday, on the same 5% basis.

Check what the base leaves out. Where a jurisdiction averages your wages, what it strips out of that average decides the day’s pay — and the answer is not the same across the country. The line below is this jurisdiction’s own.

Worked example

Hours in the 4 weeks immediately before the holiday, varying day to day: 152 h
Total wages in that window, overtime excluded · 152 h × $19.50: $2,964.00
Take 5% — the same as dividing by 20: 5%
Holiday pay for the day: $148.20

Seven overtime hours in the same four weeks, paid $204.75 at the overtime wage rate, stay outside the $2,964.00. This is the varying-hours branch, and it applies here because the hours vary; on a fixed schedule the same employee is paid a regular day's pay instead.

Overtime is not in the wage base

Overtime wages are what the Code names. Section 23(2) is 5% of total wages excluding overtime wages, and the same carve-out is repeated for terminated employees and, at 4%, for construction employees. The default branch does not reach the question in those words — it measures the wage for regular hours of work on a normal workday, which is a regular-hours figure to begin with. Beyond overtime the Code says nothing: Division 4 carries no definition narrowing total wages, so whether commissions, bonuses or vacation allowance belong in the 5% base is not settled by the text.

It is the line worth checking first: if a holiday pay figure looks high after a heavy week, check what went into the base it came from — and check it against this jurisdiction, not the one next door.

Manitoba general holiday dates in 2026 & 2027

The 9 general holiday dates in each of 2026 and 2027, in order.
Holiday	2026	2027
New Year's Day	1 January 2026Thursday	1 January 2027Friday
Louis Riel Day (third Monday in February)	16 February 2026Monday	15 February 2027Monday
Good Friday	3 April 2026Friday	26 March 2027Friday
Victoria Day	18 May 2026Monday	24 May 2027Monday
July 1 (Canada Day)	1 July 2026Wednesday	1 July 2027Thursday
Labour Day	7 September 2026Monday	6 September 2027Monday
Orange Shirt Day (National Day for Truth and Reconciliation)	30 September 2026Wednesday	30 September 2027Thursday
Thanksgiving Day	12 October 2026Monday	11 October 2027Monday
Christmas Day	25 December 2026Fridaynext	25 December 2027Saturday

Not a general holiday in Manitoba: Remembrance Day (special rules); Boxing Day

One date falls on a weekend in 2026 and 2027: Christmas Day, Saturday 25 December 2027. A general holiday that falls on a day that is not a normal workday for you is not simply paid out. The Code requires a day off with holiday pay on a normal workday before your next annual vacation, and where the holiday fell on a Saturday or Sunday that day off must be your first workday after the holiday. No 2026 general holiday falls on a Saturday or Sunday, so the weekend half of that rule is not engaged this year.

Those nine are the whole list. Remembrance Day, 11 November 2026, is not a general holiday under the Code — it runs on The Remembrance Day Act instead, which pays an employee who is required to work that day and does work it holiday pay as if it were a general holiday plus the overtime wage rate for the hours worked, and gives nothing to an employee who does not work it. Terry Fox Day on 3 August 2026, Easter Sunday, Easter Monday and Boxing Day carry no holiday-pay entitlement at all.
Another day can be substituted for a general holiday within 12 months, by collective agreement, by agreement of the bargaining agent, or by the written agreement of a majority of the employees affected. Orange Shirt Day is the exception: the Code bars substituting any other day for it. It was added to the list in 2023 and stands in the text in force as of 21 August 2026.
Construction employees are on a separate regime. Section 30 replaces ss. 22–29 for them: the overtime wage rate for hours worked on a general holiday, plus 4% of the year's wages, other than overtime wages, as holiday pay for all of the year's holidays.

If you work the holiday

The overtime wage rate, plus holiday pay

Section 25(1) is the default: an employee who works on a general holiday is paid for the hours worked at the overtime wage rate, and holiday pay for that day as well. The overtime wage rate is not less than 150% of the regular wage rate, so an eight-hour shift at $19.50 is $234.00 for the hours, plus $148.20 of holiday pay in the example above: $382.20.

Straight time and a day off, in the listed businesses

In a continuously operating business, a climate-controlled agricultural business, a seasonal business, a place of amusement, a gasoline service station, a hospital, a hotel or restaurant, or in domestic service, the employer may instead pay the hours as if the day were not a general holiday and give a day off with holiday pay on another normal workday. That day off comes within 30 days on at least two days' notice, or by agreement with you within a longer period but before your next annual vacation.

Construction employees are outside both

Section 30 replaces the whole scheme for construction employees: the overtime wage rate for hours worked on a general holiday, and 4% of the year's wages, other than overtime wages, as the holiday pay for all of that year's general holidays.

Whether hours worked on a holiday also count toward the week’s overtime threshold is a separate question with a separate answer in each province. Check it against the overtime rules for Manitoba rather than assuming it either way.

Holiday pay in Manitoba

How much holiday pay does Manitoba owe for one general holiday?

It depends which of the Code's two branches you are on. The default is a regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period containing the holiday. If your hours per day vary, or the wage for those regular hours changes from one pay period to the next, holiday pay is instead 5% of your total wages, overtime excluded, for the four weeks immediately preceding the holiday: $2,964.00 in that window comes to $148.20 for the day.

Does overtime count toward holiday pay in Manitoba?

No. Section 23(2) sets holiday pay at 5% of total wages, in its own words excluding overtime wages, for the four weeks before the holiday, so overtime never enters that base. The default branch does not put it in those words: it measures the wage for regular hours of work on a normal workday, which is a regular-hours figure to begin with. The same carve-out is repeated for employees terminated shortly before a holiday and for construction employees.

How long do I have to work before I get holiday pay in Manitoba?

There is no qualifying period. Manitoba sets no minimum length of service and has no 30-day rule — how long you have been there is irrelevant. What removes the pay is being absent, without the employer's consent, on your first scheduled workday before or after the holiday, or on the holiday itself when you were required or scheduled to work it. One gap sits here: the Code says nothing about someone who has not been employed for the whole four weeks the 5% branch measures. It neither prorates nor shortens that window.

What if I am sick on the day before a general holiday?

Illness does not cost you the day. Section 22(2) deems the employer to have consented to the absence where you were ill, or where the absence falls on a leave you are entitled to or have been given. Without that consent, deemed or actual, missing the first scheduled workday before or after the holiday is what removes holiday pay.

What am I paid for working a general holiday in Manitoba?

The default under s. 25(1) is both: the hours worked at the overtime wage rate, which is not less than 150% of your regular wage rate, and holiday pay for that day on top. An eight-hour shift at $19.50 is $234.00 for the hours, plus $148.20 in the example above: $382.20. In a listed business — continuous operations, a seasonal business, a place of amusement, a gasoline service station, a hospital, a hotel or restaurant, a climate-controlled agricultural business, or domestic service — the employer may instead pay the hours as if the day were not a general holiday and give a day off with holiday pay later.

Is Remembrance Day a general holiday in Manitoba?

No. The Code's list runs to nine days and Remembrance Day is not among them; it is governed by The Remembrance Day Act, under which an employee who is required to work that day and does work it is paid holiday pay as if it were a general holiday, plus the overtime wage rate for the hours actually worked. An employee who does not work that day is owed nothing for it under the Code. Terry Fox Day on 3 August 2026, Easter Sunday, Easter Monday and Boxing Day are not general holidays either.

Check the rest of the pay period

A holiday sits inside a week that has its own rules — Manitoba pays overtime after 40h in a week and after 8h in a day. Overtally runs that side of the arithmetic, hour by hour, and shows every line behind the total.

Overtally for iPhone — coming soon

Holiday pay in other provinces and territories

Every jurisdiction’s holiday-pay formula in one table →

sources

Every figure on this page traces to the statute or agency page above. If one is out of date, tell us — corrections ship the same week.

Overtally computes what you should be paid before taxes. It does not calculate take-home pay, withholding or deductions, and it is not legal advice — it is your own record and your own estimate.