The opportunity to work on Christmas, even if you don’t celebrate it, depends on several factors. Some businesses close entirely over the holidays, while others remain open or operate with reduced staff. Industries like healthcare, emergency services, and some retail or hospitality businesses often require staff over the holidays. If your workplace is open, there may be opportunities for additional shifts.
Your employment policies and contract also play a significant role. Your employment agreement may specify holiday work policies, and some organizations have specific rules about holiday work and overtime. If you’re part of a union, the collective bargaining agreement may address holiday work as well.
From a legal perspective, even if you don’t celebrate Christmas, you may be entitled to statutory holiday pay if it’s a recognized public holiday in your jurisdiction. Additionally, working on a statutory holiday often entitles you to premium pay rates, which may be higher than regular overtime.
It is advisable to start by reviewing your employment contract for clauses related to holiday work and overtime. It’s also a good idea to consult with your HR department or supervisor to discuss your interest in working over the holidays.
Policies can vary significantly between employers and industries. If you have specific concerns about your rights or the interpretation of your employment contract, it may be beneficial to consult with employment law professionals. Sultan Lawyers, specializing in employment law, can be reached online or by phone at 416-214-5111 for guidance.