If you are working towards meeting the Canadian work experience requirements for permanent residence (PR) and considering taking time off, you may wonder how it will affect your eligibility.

Fortunately, Immigration, Refugees and Citizenship Canada (IRCC) typically allows for a reasonable vacation period when calculating qualifying Canadian work experience under Express Entry’s Canadian Experience Class (CEC). However, there are important factors to take into account.

CEC eligibility is based on accumulating skilled work experience in Canada totaling at least 1,560 hours (equivalent to 30 hours per week for 12 months) within the three years prior to your application. The impact of time off on your work period under CEC can vary.

Statutory Holidays

Statutory holidays are specific days when employees are usually entitled to a day off with pay, based on their job and jurisdiction’s regulations. From an immigration standpoint, statutory holidays are considered part of CEC work experience, even if you did not work on those days.

There are five nationwide statutory holidays, including New Year’s Day, Good Friday, Canada Day, Labour Day, and Christmas Day. Federally regulated employees have additional holidays such as Easter Monday, Victoria Day, Truth and Reconciliation Day, Thanksgiving Day, Remembrance Day, and Boxing Day. Each province and territory also has its own statutory holidays.

Vacation of Up to Two Weeks

IRCC guidance indicates that reasonable vacation periods are typically included when evaluating qualifying work experience. For instance, a two-week paid vacation within a 52-week period of qualifying employment is commonly accepted as part of the Canadian work experience requirement, as long as you were engaged in qualifying work and authorized to work.

However, unpaid vacations do not contribute towards meeting the required hours for CEC work requirements.

Vacation Longer than Two Weeks

If you plan a vacation longer than two weeks, such as 3 or 4 weeks, the situation becomes less clear. IRCC’s officer guidance suggests that while a reasonable vacation allowance may be considered, each application is evaluated independently, and final decisions are based on the specifics of the case.