{"id":19200,"date":"2026-07-29T22:41:09","date_gmt":"2026-07-30T02:41:09","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?post_type=resources&#038;p=19200"},"modified":"2026-07-29T22:41:12","modified_gmt":"2026-07-30T02:41:12","slug":"vacation-entitlement-by-province","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/en-ca\/resources\/vacation-entitlement-by-province\/","title":{"rendered":"Vacation entitlement by province in Canada: The 2026 employer compliance guide"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/en-ca\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--6)\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-3 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Vacation entitlement by province in Canada: The 2026 employer compliance guide<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2026-07-29T22:41:09-04:00\">29 Jul 2026<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-7 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Vacation entitlement by province in Canada: The 2026 employer compliance guide<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Published<\/span>&nbsp;<time datetime=\"2026-07-29T22:41:09-04:00\">Jul 29, 2026<\/time>\n<\/p>\n<\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-8 wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-1024x768.webp\" alt=\"Two empty wooden lounge chairs sit on a white sandy beach under tropical palm trees facing a clear turquoise ocean horizon.\" class=\"wp-image-19205\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-1024x768.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-300x225.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-768x576.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-1536x1152.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-2048x1536.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-440x330.webp 440w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/upgraded-points-KVym2PAn1gA-unsplash-1-512x384.webp 512w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Picture this. One of your employees in Saskatchewan books three weeks off in their first year, fully entitled to it. Meanwhile, your new hire in Ontario assumes they get the same and is surprised to learn they&#8217;re entitled to two. Same company, same start date, two different rulebooks. For a growing Canadian business with people scattered across provinces, vacation entitlement is one of those quietly complicated areas where a single wrong assumption can leave you out of step with the law and out of pocket with your team.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The trouble is that vacation rules aren&#8217;t set nationally. Every province and territory sets its own minimum weeks, its own pay percentages and its own rules for when staff can actually take the time. This guide untangles all of it. You&#8217;ll get a clear province-by-province comparison, a practical breakdown of how to calculate vacation pay, the rules around carryover and termination payouts and a straightforward approach to managing it all when your workforce spans the map.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Want to see how this works for your team?<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Get the guide<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">How vacation entitlement works in Canada<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let&#8217;s clear up the foundations first, because two terms get muddled constantly, and the difference matters. Vacation entitlement in Canada splits into two distinct parts:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Vacation time<\/strong> is the actual days or weeks off an employee is entitled to take.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\"><strong>Vacation pay<\/strong> is the money they receive for that time, calculated as a percentage of their gross earnings.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These two move together but aren&#8217;t the same thing, and you&#8217;re legally on the hook for both. An employee earns vacation pay from their very first day of work, even in provinces where they can&#8217;t book the time off until they&#8217;ve completed a full year.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Across the country, almost every province and territory guarantees a minimum of two weeks of paid vacation per year. Saskatchewan is the standout exception, mandating three weeks from the outset. Most jurisdictions then bump entitlement up to three weeks once an employee hits a service threshold, commonly five years, though the exact timing varies.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">There&#8217;s also the federal layer to consider. Federally regulated industries such as banks, airlines, telecommunications and railways follow the Canada Labour Code rather than provincial rules. Federally regulated employees start at two weeks, too, with increases tied to their length of service. For most businesses, though, the province where each employee works is the rulebook that applies.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Vacation entitlement by province: at-a-glance comparison table<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here&#8217;s the reference you came for. The table below maps the minimum vacation time and pay across every province and territory. Treat it as your starting point, then confirm the finer details against the relevant employment standards authority before setting policy.<\/p>\n\n\n\n<div class=\"eh-table-wrapper\">\n<table class=\"eh-table\" id=\"eh-table-1\">\n<thead>\n<tr>\n<th>\n<p><strong>Province\/Territory<\/strong><\/p>\n<\/th>\n<th>\n<p><strong>Weeks (year 1)<\/strong><\/p>\n<\/th>\n<th>\n<p><strong>Weeks (after threshold)<\/strong><\/p>\n<\/th>\n<th>\n<p><strong>Service threshold<\/strong><\/p>\n<\/th>\n<th>\n<p><strong>Vacation pay (year 1)<\/strong><\/p>\n<\/th>\n<th>\n<p><strong>Vacation pay (after threshold)<\/strong><\/p>\n<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>\n<p>British Columbia<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>5 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Alberta<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>5 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Saskatchewan<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>4 weeks<\/p>\n<\/td>\n<td>\n<p>10 years<\/p>\n<\/td>\n<td>\n<p>~5.77% (3\/52)<\/p>\n<\/td>\n<td>\n<p>~7.69% (4\/52)<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Manitoba<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>5 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Ontario<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>5 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Quebec<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>3 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>New Brunswick<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>8 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Nova Scotia<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>8 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Prince Edward Island<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>8 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Newfoundland and Labrador<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>15 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Yukon<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>n\/a<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Northwest Territories<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>6 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p>Nunavut<\/p>\n<\/td>\n<td>\n<p>2 weeks<\/p>\n<\/td>\n<td>\n<p>3 weeks<\/p>\n<\/td>\n<td>\n<p>6 years<\/p>\n<\/td>\n<td>\n<p>4%<\/p>\n<\/td>\n<td>\n<p>6%<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n\n\n\n<style>\n\/* =============================================================\n * 91爆料 \u2014 EH Table Styles\n * Generated by EH Table CSS Styler\n * Design tokens: 91爆料 Design System v1 (April 2026)\n * Paste this once per page \u2014 shared by all .eh-table instances\n * =============================================================\n *\n * Usage:\n *   Wrap your <table> with: <div class=\"eh-table-wrapper\">\n *   Add class=\"eh-table\" and a unique id to each <table>\n * ============================================================= *\/\n\n\/* \u2500\u2500 Responsive wrapper \u2500\u2500 *\/\n.eh-table-wrapper {\n  width: 100%;\n  overflow-x: auto;\n  -webkit-overflow-scrolling: touch;\n  border-radius: 8px;\n  border: 1px solid #E4E4E7;\n  background-color: #FFFFFF;\n}\n\n\/* \u2500\u2500 Base table \u2500\u2500 *\/\n.eh-table {\n  width: 100%;\n  border-collapse: collapse;\n  font-family: 'DM Sans', -apple-system, BlinkMacSystemFont, 'Segoe UI', sans-serif;\n  font-size: clamp(0.875rem, 0.7321rem + 0.2976vw, 1rem);\n  color: #3F3F46;\n  background-color: #FFFFFF;\n  line-height: 1.5;\n}\n\n\/* \u2500\u2500 Header \u2500\u2500 *\/\n.eh-table thead th {\n  background-color: #7622D7;\n  color: #FFFFFF;\n  font-weight: 600;\n  text-align: left;\n  padding: 0.625rem 0.75rem;\n  white-space: normal;\n  overflow-wrap: break-word;\n  letter-spacing: -0.01em;\n  border: 1px solid rgba(255,255,255,0.15);\n  vertical-align: middle;\n}\n\n.eh-table thead th:first-child { border-top-left-radius:  7px; }\n.eh-table thead th:last-child  { border-top-right-radius: 7px; }\n\n\/* \u2500\u2500 Body cells \u2500\u2500 *\/\n.eh-table tbody td {\n  padding: 0.5rem 0.75rem;\n  color: #3F3F46;\n  vertical-align: top;\n  overflow-wrap: break-word;\n  border: 1px solid #E4E4E7;\n}\n\n\/* Remove bottom border from last row *\/\n.eh-table tbody tr:last-child > td {\n  border-bottom: none;\n}\n\n\/* Alternating row colour *\/\n.eh-table tbody tr:nth-child(even) > td {\n  background-color: #F4F4F5;\n}\n\n\/* Row hover *\/\n.eh-table tbody tr:hover > td {\n  background-color: #F9F5FF !important;\n  transition: background-color 0.12s;\n}\n\n\n\/* \u2500\u2500 Footer \u2500\u2500 *\/\n.eh-table tfoot td {\n  padding: 0.5rem 0.75rem;\n  font-weight: 600;\n  color: #121214;\n  border-top: 2px solid #E4E4E7;\n  background-color: #F4F4F5;\n}\n\n\/* \u2500\u2500 Responsive breakpoints \u2500\u2500 *\/\n@media (max-width: 560px) {\n  .eh-table-wrapper { border-radius: 6px; }\n  .eh-table thead th { font-size: 0.8125rem; }\n  .eh-table tbody td { font-size: 0.875rem; }\n}\n<\/style>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A couple of entries deserve a closer look:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Saskatchewan<\/strong> is the most generous from day one, guaranteeing three weeks and roughly 5.77% vacation pay (calculated as 3\/52 of annual wages) right from the start. After 10 years, that climbs to four weeks.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\"><strong>Quebec<\/strong> moves faster than most on the tenure ladder. Employees get two weeks for one to three years of service, three weeks after three years and four weeks after 10 years.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Scan those service thresholds, and the variation is obvious. An employee in Quebec earns their third week after three years, while their counterpart in Newfoundland and Labrador waits 15. Apply one province&#8217;s timeline everywhere, and you&#8217;ll either overspend or fall short of your legal duty somewhere.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Vacation pay: how to calculate it<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-1024x576.webp\" alt=\"Stressed woman rests her head in her hands while looking at a laptop screen at a wooden desk in a modern brick office space.\" class=\"wp-image-19203\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-2048x1152.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/vitaly-gariev-s24ssp6QyFI-unsplash-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The most common way to calculate vacation pay is refreshingly simple: take a percentage of the employee&#8217;s gross earnings over the entitlement year. For most workers, that&#8217;s 4% in their early years, which roughly equals two weeks of pay, rising to 6% once they cross the service threshold, equivalent to three weeks.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here&#8217;s a worked example to make it concrete. Say you have an Ontario employee who&#8217;s been with you for five years and earns $75,000 a year. Having passed the five-year mark, they&#8217;re entitled to 6% vacation pay:<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>$75,000 \u00d7 6% = $4,500 in vacation pay<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">That $4,500 represents the money owed for their three weeks off. The maths scales the same way for hourly staff. An employee earning $35,000 in their first year in Ontario would receive 4% of that, or $1,400.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The percentage gets applied to what&#8217;s known as <strong>vacationable earnings<\/strong>, and knowing what counts is where employers occasionally stumble. Generally, vacationable earnings include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">Regular wages<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Overtime pay<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Commissions<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\">Non-discretionary bonuses<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">And they typically exclude:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">Tips and gratuities<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Expense reimbursements<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Severance pay<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Get the inclusions wrong, and you risk underpaying, which is the kind of error that quietly compounds across a team and a year.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When must vacation pay be paid?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Timing rules differ across the country, so this is worth pinning down for each jurisdiction where you employ people. The general standard in most provinces is that vacation pay must be paid before the employee takes their vacation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">That said, some provinces allow flexibility. If both parties agree in writing, vacation pay can be paid out on each regular paycheque as it accrues, rather than in a lump sum before time off. British Columbia is firm on the standard approach, requiring vacation pay to be paid before the vacation begins. The practical lesson here is to document your arrangement clearly and check that your chosen method matches what your province permits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Which earnings count toward vacation pay?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We touched on vacationable earnings above, but one provincial quirk deserves its own spotlight. Alberta takes a narrower view than most: in Alberta, vacation pay calculations exclude overtime and general holiday pay. Most other provinces fold overtime into the calculation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is exactly the sort of detail that&#8217;s easy to miss when you&#8217;re running payroll across regions. A formula that works perfectly for your Manitoba staff could underpay or overpay your Alberta team if you don&#8217;t account for the difference. When in doubt, build your calculation around each province&#8217;s specific definition rather than a one-size-fits-all rule.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The earn-and-take cycle: when can employees take vacation?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here&#8217;s a distinction that trips up plenty of new hires and a fair few employers. There&#8217;s often a gap between when an employee earns vacation and when they can actually take it.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The typical model works like this. Employees earn their vacation entitlement over a 12-month period known as the entitlement year. Once they complete that year, they become entitled to take the time they&#8217;ve accrued. So a brand-new employee is building up their vacation from day one, but in many provinces, they can&#8217;t book a stretch of it until they&#8217;ve finished their first full year.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Crucially, the pay and the time work on slightly different clocks. Employees earn vacation pay from their first day, even if they can&#8217;t take the days off until later. That&#8217;s why someone who leaves before completing a year is still owed the vacation pay they accumulated, even though they never got to use the time.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Some employers run on an alternative entitlement year rather than aligning it with each individual&#8217;s start date. When that happens, you&#8217;ll often have a <strong>stub period<\/strong>, a short transitional stretch between the employee&#8217;s hire date and the start of your standard entitlement year. During that stub period, employees still earn pro-rated vacation, so it needs to be tracked carefully rather than overlooked.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The takeaway: separate &#8220;earned&#8221; from &#8220;takeable&#8221; in your own mind, and make sure your team understands the difference too. Clear communication here heads off a lot of awkward conversations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Vacation carryover rules by province<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What happens to the vacation an employee doesn&#8217;t use? This is where a popular but legally shaky idea comes into play: &#8220;use it or lose it.&#8221; When it comes to statutory minimum vacation, you can&#8217;t force employees to forfeit it.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Across the provinces, the principle is consistent. Employers cannot make staff give up their statutory minimum vacation entitlement. If an employee doesn&#8217;t take their minimum vacation within the allowed window, most provinces require you to either carry it forward or pay it out. The time, or the money it represents, doesn&#8217;t simply vanish.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">There&#8217;s an important nuance, though. The protection applies to the statutory minimum, not to the extra vacation you offer above that floor. If your business generously provides four weeks when the law requires two, you can apply a use-it-or-lose-it or capped-carryover policy to those additional two weeks in many provinces. The legal guardrails protect the minimum; the bonus time is yours to structure.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A few practical pointers for staying on the right side of the rules:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Track unused statutory vacation<\/strong> separately from any above-minimum benefits.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Don&#8217;t impose forfeiture<\/strong> on the statutory portion in any province.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Set clear written policies<\/strong> for above-minimum vacation, including any caps or carryover limits.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\"><strong>Encourage staff to take their time off<\/strong>, which keeps balances manageable and your team rested.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Manage carryover well, and you avoid both ballooning liabilities on your books and burnt-out employees who never switch off.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Vacation payout on termination<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When an employment relationship ends, vacation pay doesn&#8217;t disappear. This rule holds across every province and territory: any accrued but unpaid vacation pay must be paid out when an employee leaves, no matter how the departure happens.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">That covers all scenarios, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">Resignation<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Dismissal or termination<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Retirement<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The reasoning ties back to the earn-and-take cycle. Because employees accumulate vacation pay from their first day, they&#8217;re owed whatever they&#8217;ve banked but not yet received, even if they never had the chance to take the corresponding time off.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Timing matters here, too. Most provinces require the payout to land with the employee&#8217;s final paycheque or within a defined number of days after their last day. The specifics vary, so check your province&#8217;s rules, but the safe approach is to treat outstanding vacation pay as part of the final settlement and process it promptly. Getting this right protects you legally and leaves departing employees on good terms, which matters more than ever in a connected job market.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Ready to take the guesswork out of vacation entitlement?<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Get the guide<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What happens when a stat holiday falls during vacation?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-1024x683.webp\" alt=\"Three hikers stand atop a rocky hill overlooking a scenic coastal bay surrounded by green mountains and blue ocean waters.\" class=\"wp-image-19204\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-1024x683.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-300x200.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-768x512.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-1536x1024.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-2048x1366.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/07\/tron-le-JsuBKjHGDMM-unsplash-440x293.webp 440w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This one catches employers off guard regularly. Say an employee schedules a week off and a statutory holiday lands smack in the middle of it. Does that holiday eat into their vacation? The answer is no.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A statutory holiday that falls within a scheduled vacation period doesn&#8217;t consume a vacation day. The employee shouldn&#8217;t lose a day of their hard-earned break just because a public holiday happens to coincide with it. Instead, depending on the province&#8217;s rules, the employee is entitled to one of two things:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">An <strong>extra vacation day<\/strong> added to their entitlement, effectively extending the break by a day, or<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\"><strong>Statutory holiday pay<\/strong> for that day, on top of their vacation.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The exact mechanism depends on your province, but the principle is consistent: the stat holiday and the vacation are separate entitlements, and one shouldn&#8217;t cancel out the other. For payroll, this means flagging any overlap so the employee receives the correct treatment rather than quietly losing out. It&#8217;s a small detail with an outsized impact on how fairly your team feels treated.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Managing vacation entitlement across multiple provinces<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">By now the pattern is unmistakable. Different minimum weeks, different pay percentages, different service thresholds, different rules for carryover and payouts. For a single-location business, that&#8217;s manageable with a bit of attention. For a scaling company with staff in three or four provinces, tracking it all by hand becomes a genuine drain and a real source of risk.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">There are two traps worth naming. The first is applying your most generous province&#8217;s policy everywhere, which keeps you onside legally but inflates your costs unnecessarily. The second is applying your most restrictive policy across the board, which trims costs but leaves you falling short of the law in stricter provinces. Neither extreme serves you well.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The smarter path is to maintain province-specific entitlement policies and configure your systems to match. That means:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Setting up separate vacation rules by province<\/strong> so each employee&#8217;s entitlement reflects where they actually work.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Tracking accruals, carryover and payouts<\/strong> against the correct provincial standard.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Keeping clear records<\/strong> so you&#8217;re never guessing what someone is owed.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is precisely where the right technology changes the game. With smart <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/payroll-software\/\">payroll software<\/a>, vacation pay calculates automatically at the correct percentage for each employee, factoring in their province and tenure without you reworking formulas by hand. Pair that with connected <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/hr-software\/\">HR software<\/a>, and your leave balances, entitlement policies and employee records all speak the same language. When someone hits a service threshold or moves provinces, the system already knows the rules that apply.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For a growing Canadian business, that consolidation turns a multi-province compliance puzzle into something that quietly runs in the background, freeing you to focus on your people rather than the paperwork behind their time off.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Turning vacation compliance into a competitive edge<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Vacation entitlement across Canada isn&#8217;t one rule; it&#8217;s a patchwork of 13 different frameworks, each with its own weeks, percentages, thresholds and timing. For a single-province business, that&#8217;s a manageable detail. For a team spread across the country, it&#8217;s an ongoing balancing act where small missteps add up fast.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The businesses that handle this well don&#8217;t try to memorize every provincial nuance or wrestle with spreadsheets each pay run. They build province-specific policies, understand the rules that apply to each employee and lean on connected systems that apply the right calculation automatically. Do that, and vacation stops being a compliance worry and becomes what it should be: a benefit that keeps your people rested, loyal and ready to help your business grow.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Ready to conquer multi-province vacation management?<\/strong><a href=\"https:\/\/employmenthero.com\/en-ca\/request-a-demo\/\">\u00a0<\/a><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Get the guide<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Frequently Asked Questions<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304613376\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304613376\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How much vacation are employees entitled to in Canada?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Most provinces guarantee a minimum of two weeks of paid vacation per year, with Saskatchewan being the exception at three weeks from the start. Entitlement typically rises to three weeks once an employee reaches a service threshold, often around five years, though this varies by province. Federally regulated employees also begin at two weeks, with increases based on length of service.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304613388\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304613388\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the vacation pay percentage in Canada?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>For most employees, vacation pay is 4% of gross wages, which equals roughly two weeks of pay. This rises to 6% once an employee crosses the service threshold, usually five years, reflecting their increased entitlement of three weeks. Saskatchewan works a little differently, using 3\/52 of annual wages (about 5.77%) from the outset.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304666878\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304666878\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Does Saskatchewan really give three weeks of vacation from day one?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. Saskatchewan is the only province that mandates three weeks of minimum vacation and roughly 5.77% vacation pay from an employee&#8217;s very first year. After 10 years of service, that entitlement increases to four weeks. It&#8217;s the most generous statutory starting point in the country.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304688519\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304688519\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can employers use a &#8220;use it or lose it&#8221; vacation policy?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Not for statutory minimum vacation. Employees can&#8217;t be forced to forfeit the vacation they&#8217;ve earned under provincial minimums, which must be either carried forward or paid out. However, in some provinces, you can apply a use-it-or-lose-it or capped policy to any additional vacation you offer above the legal minimum.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304714003\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304714003\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How is vacation pay calculated for hourly employees?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Vacation pay for hourly staff is calculated as a percentage of their total gross wages earned during the entitlement year, exactly like salaried employees. For example, an hourly worker earning $35,000 in their first year in Ontario would receive 4% of that amount, which works out to $1,400 in vacation pay.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785304740044\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785304740044\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Does vacation time accrue during a leave of absence?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>In most provinces, yes. Vacation generally continues to accrue during statutory protected leaves such as parental leave, sick leave and other job-protected absences. The specifics can differ between jurisdictions, so it&#8217;s worth checking your provincial employment standards to confirm exactly how accrual works during different types of leave.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How much vacation are employees entitled to in Canada?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Most provinces guarantee a minimum of two weeks of paid vacation per year, with Saskatchewan being the exception at three weeks from the start. Entitlement typically rises to three weeks once an employee reaches a service threshold, often around five years, though this varies by province. Federally regulated employees also begin at two weeks, with increases based on length of service.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the vacation pay percentage in Canada?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>For most employees, vacation pay is 4% of gross wages, which equals roughly two weeks of pay. This rises to 6% once an employee crosses the service threshold, usually five years, reflecting their increased entitlement of three weeks. Saskatchewan works a little differently, using 3\/52 of annual wages (about 5.77%) from the outset.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Does Saskatchewan really give three weeks of vacation from day one?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. Saskatchewan is the only province that mandates three weeks of minimum vacation and roughly 5.77% vacation pay from an employee's very first year. After 10 years of service, that entitlement increases to four weeks. It's the most generous statutory starting point in the country.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can employers use a \\\"use it or lose it\\\" vacation policy?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Not for statutory minimum vacation. Employees can't be forced to forfeit the vacation they've earned under provincial minimums, which must be either carried forward or paid out. However, in some provinces, you can apply a use-it-or-lose-it or capped policy to any additional vacation you offer above the legal minimum.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How is vacation pay calculated for hourly employees?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Vacation pay for hourly staff is calculated as a percentage of their total gross wages earned during the entitlement year, exactly like salaried employees. For example, an hourly worker earning $35,000 in their first year in Ontario would receive 4% of that amount, which works out to $1,400 in vacation pay.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Does vacation time accrue during a leave of absence?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>In most provinces, yes. Vacation generally continues to accrue during statutory protected leaves such as parental leave, sick leave and other job-protected absences. The specifics can differ between jurisdictions, so it's worth checking your provincial employment standards to confirm exactly how accrual works during different types of leave.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\r\n\r\n.custom-table {\r\n  display: block;\r\n  overflow-x: auto;\r\n}\r\n\r\n.custom-table table tr:first-child th,\r\n.custom-table table tr:first-child td {\r\n  border: 1px solid #000 !important;\r\n  background-color: #7623d7 !important; \r\n color: #ffffff !important;\r\n  text-align: left;\r\n  padding: 10px;\r\n}\r\n\r\n#content-wrapper a,\r\n#content-wrapper p:not(.disclaimer),\r\n#content-wrapper ol,\r\n#content-wrapper ul {\r\n  font-size: var(--wp--preset--font-size--paragraph-2-m) !important;\r\n}\r\n\r\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\r\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n\r\n<\/style>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div id=\"form\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"form\" class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div class=\"eh_marketo_form-title-container\">\n                                        <h2 id=\"marketo-form-title\" class=\"eh_marketo_form-title\">Register for the Vacation entitlement by province in Canada guide<\/h2>\n                    <\/div>\n            <\/section>\n                            <div class=\"eh_marketo_form-container_v2\" data-marketo-form=\"{&quot;is_multi_steps&quot;:false,&quot;form_data&quot;:[{&quot;base_url&quot;:&quot;\/\/hr.employmenthero.io&quot;,&quot;munchkin_id&quot;:&quot;387-SZZ-170&quot;,&quot;form_id&quot;:&quot;1737&quot;,&quot;css_classes&quot;:&quot;&quot;}],&quot;submit_text&quot;:&quot;Download now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;4617&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/en-ca\/thank-you\/downloadable\/?origin=vacation-entitlement-by-province&amp;origin_id=QfeWetKyeeA7F9SGkJ9UMBu4FrHOwrPBEayJPW9vUlgw1Pgomg5TI%2FfQrjkAkBcThLoaDbpPq7JAYJBAcTTtEg%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2);padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    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C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-12 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/businesses\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-19660 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"91爆料 in July: smarter AI, simpler payroll\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\" >91爆料 in July: smarter AI, simpler payroll<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">91爆料&#8217;s July updates for Canada: Hero AI covers people insights, reports and hiring, plus four new Canadian payroll features.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: 91爆料 in July: smarter AI, simpler payroll<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-19562 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised tag-ctrlwork resource-type-newsletter\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1438\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Your Next Customer Might Be a Chatbot\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-scaled.webp 2560w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-1024x575.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-1536x863.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-2048x1151.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-440x247.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/newsletter\/\" rel=\"tag\">Newsletter<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\" >Your Next Customer Might Be a Chatbot<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">AI is now steering where people shop, with purchases from AI searches up nearly 13x in a year. Here&#8217;s why&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Your Next Customer Might Be a Chatbot<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-19410 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>How much vacation are employees entitled to in each Canadian province? 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