First published on Monday, September 28, 2026
Last updated on Monday, September 28, 2026
Every September 30, Canadians honour the survivors of the Canadian Indian residential school system, their families and the children who never came home. National Day for Truth and Reconciliation was introduced in 2021, and each year, employers across Canada find themselves asking the same question: do I have to give my team the day off?
The answer isn’t straightforward because September 30 could be a statutory holiday depending on your province or territory and whether your business is federally or provincially regulated.
Is September 30 a statutory holiday across Canada?
If your business operates in the federal sector, yes, September 30 is a general holiday under the Canada Labour Code. This means federally regulated employers (think banks, airlines and telecoms) must give their staff a paid day off.
But if your business is provincially regulated, the rules are a bit different. Each province and territory has its own employment standards, and not all jurisdictions have added September 30 as a statutory holiday.
This means two employers operating in the same city or province could have different obligations around National Day for Truth and Reconciliation, depending on whether they fall under federal or provincial legislation.
Is National Day for Truth and Reconciliation a stat holiday in my province?
Use this handy table to quickly see whether you have to give your employees the day off this September 30.
| Province/Territory | Statutory Holiday? | Key Employer Consideration |
| Federally regulated employers | Yes | Paid day off required nationwide |
| British Columbia | Yes |
Statutory since 2023 under the ESA |
| Manitoba | Yes | Known locally as Orange Shirt Day |
| Prince Edward Island | Yes |
Full stat holiday entitlements apply |
| Northwest Territories | Yes |
Full stat holiday entitlements apply |
| Nunavut | Yes |
Full stat holiday entitlements apply |
| Yukon | Yes |
Full stat holiday entitlements apply |
| Alberta | No | Optional general holiday: up to employers to decide |
| Ontario | No | Not a statutory holiday for provincially regulated employers |
| Saskatchewan | No | Not currently legislated |
| New Brunswick | No | Not a statutory holiday |
| Nova Scotia | No | No statutory pay obligation; businesses may stay open |
| Newfoundland and Labrador | No | Not currently legislated |
| Quebec |
No | Not currently legislated |
Do I have to provide statutory holiday pay?
If you run a business in the federal sector or in a jurisdiction where September 30 is a designated statutory holiday, your employees may be entitled to statutory holiday pay and other holiday entitlements. If your business stays open on that day, employees who work may also be entitled to premium pay or other compensation, depending on the rules that apply to your workplace.
If your workplace is not subject to statutory holiday requirements for September 30, you’re generally not legally required to close or provide statutory holiday pay. However, many employers choose to mark the day by voluntarily offering paid time off or having a moment of reflection during the workday.
How Should Employers Prepare for September 30?
Confirm whether the holiday applies to your employees based on whether they’re federally or provincially regulated
Review payroll and scheduling so pay and time off are processed correctly
Communicate expectations clearly and well in advance
Update policies and calendars if your obligations have changed
Staying compliant this National Day for Truth and Reconciliation with BrightHR
Keeping track of different statutory holiday requirements is easier when your employee records, policies and key dates are all safely stored in one place.
With BrightHR, you can manage employee information, track time off and keep important workplace documentation organized, helping you stay on top of your obligations wherever your business operates. Interested in seeing how it works? Speak to one of our specialists today!
