Christmas Day (December 25th) is generally recognized as a statutory holiday in many jurisdictions. Your obligation to work over the holidays largely depends on your employment contract and the industry in which you work. Some industries, such as healthcare, emergency services, and transportation, may require staff to work on holidays.
While the holidays are days of rest for many, certain sectors—such as hospitality, retail, and transportation—often operate on Christmas Day. Some businesses have specific policies regarding holiday work schedules. Additionally, union contracts may contain provisions related to holiday work.
In most cases, you can’t be forced to work on a statutory holiday if it’s not part of your regular duties. If you do work, you’re typically entitled to holiday pay or premium pay rates.
Some employers offer flexibility, such as working different holidays or providing additional time off. Employers may be required to accommodate religious observances.
It’s advisable to review your employment agreement for holiday work clauses. If you’re scheduled but prefer not to work, communicate with your supervisor early. You could also consider proposing solutions like shift swaps or working other holidays instead.
Refusing to work when contractually obligated could lead to disciplinary measures.
While you may have the right to refuse work over the holidays in many cases, it’s important to handle the situation professionally and in accordance with your employment terms. If you’re unsure about your rights or obligations, consider consulting with HR or employment lawyers, Sultan Lawyers online or by telephone at 416-214-5111.