In Canada, there is a day to honour Survivors of residential schools and the children who never returned home, which is called National Day for Truth and Reconciliation. This day serves as a reminder for us that remembrance, education, and reflection are essential steps toward meaningful change.
Whether you attend a gathering, wear orange, or spend time learning, each step helps support a path toward reconciliation. At the same time, many people remain unsure how this day differs from Orange Shirt Day or who is eligible for paid time off on this commemoration. Find out more below.
What is the National Day for Truth and Reconciliation in Canada?
The National Day for Truth and Reconciliation (or Truth and Reconciliation Day) is a federal statutory holiday in Canada that falls on September 30 each year. It honours the Survivors of the residential school system, their families, and communities.
The federal government established the holiday as a direct response to Call to Action #80 from the Truth and Reconciliation Commission (TRC) and officially created it through Bill C-5 (Royal Assent on June 3, 2021).
The National Day for Truth and Reconciliation shares its date with Orange Shirt Day. However, the two observances have distinct origins and purposes that complement each other. Find out what sets them apart in the next section.
Truth and Reconciliation Day vs. Orange Shirt Day
Started in 2013, Orange Shirt Day is a grassroots movement that honours children from residential schools by wearing orange shirts and carrying the message “Every Child Matters.” It is not a federal statutory holiday in Canada, while Truth and Reconciliation Day is.
To classify them clearly, the table below shows how the Truth and Reconciliation Day differs from Orange Shirt Day:
| Aspect | Orange Shirt Day | National Day for Truth and Reconciliation |
| Type | Commemorative observance | Federal statutory holiday |
| Started | 2013 (grassroots) | 2021 (government legislation) |
| Legal status | No legal holiday status | Statutory holiday for federally-regulated employees |
| Purpose | Raise awareness through wearing orange | Official day of remembrance + paid time to reflect |
| Led by | Indigenous communities, Orange Shirt Society | Government of Canada |
In Manitoba, the Orange Shirt Day name still exists and is the official holiday name. From that point, we can see that although the federal government established the National Day for Truth and Reconciliation in 2021, the essence of Orange Shirt Day is important for how Canadians celebrate September 30.
When is the Truth and Reconciliation Day in Canada?
Here are the dates and days of the week for the National Day for Truth and Reconciliation from 2025 to 2030:
| Year | Date |
| 2025 | Tuesday, September 30 |
| 2026 | Wednesday, September 30 |
| 2027 | Thursday, September 30 |
| 2028 | Saturday, September 30 |
| 2029 | Sunday, September 30 |
| 2030 | Monday September 30 |
Source: National Day for Truth and Reconciliation – timeanddate.com
Is Truth and Reconciliation Day a Statutory Holiday?
Truth and Reconciliation Day is a paid statutory holiday for federal employees and workers in federally regulated industries. Outside the federal system, whether it is a statutory holiday depends on the rules of each province or territory.
The table below will show the current status of the Truth and Reconciliation Day by provinces and territories:
| Provinces/ Territories | Holiday Status |
| Federal employees | Statutory Holiday (Bill C‑5: An Act to amend the Bills of Exchange Act, assented June 3, 2021) |
| British Columbia | Statutory Holiday (Bill 2, the National Day for Truth and Reconciliation Act, assented March 9, 2023) |
| Manitoba | Statutory Holiday (Bill 4, The Employment Standards Code Amendment and Interpretation Amendment Act (Orange Shirt Day), assented December 7, 2023) |
| Prince Edward Island | Statutory Holiday (Employment Standards Act, assented November 17, 2021) |
| Yukon | Statutory Holiday (Bill 305, the National Day for Truth and Reconciliation Act, assented November 24, 2022) |
| Northwest Territories | Statutory Holiday (Bill 47, An Act to amend the Employment Standards Act, No. 2, assented June 3, 2022) |
| Nunavut | Statutory Holiday (Bill 5, An Act to Amend Certain Acts Respecting the National Day for Truth and Reconciliation, assented June 13, 2022) |
| Saskatchewan | Not Statutory |
| Ontario | Not Statutory |
| Quebec | Not Statutory |
| Alberta | Not Statutory (Optional) |
| New Brunswick | Not Statutory (Optional) |
| Nova Scotia | Not Statutory (Optional) |
| Newfoundland & Labrador | Not Statutory (Optional) |
Source: National Day for Truth and Reconciliation – is it a paid holiday? – cfib-fcei.ca
So, who gets National Day for Truth and Reconciliation off?
- Federal employees and federally regulated workers across Canada
- Employees in British Columbia, Manitoba, Prince Edward Island, Yukon, the Northwest Territories, and Nunavut
- In all other remaining provinces, it depends on employer policy or collective agreements to decide whether to give employees the day off or not.
Employer Responsibilities for the National Day for Truth and Reconciliation
Depending on where you live, employers have specific responsibilities when observing the National Day for Truth and Reconciliation.
If Truth and Reconciliation Day is a Statutory Holiday
If the holiday is statutory in your jurisdiction (in BC, MB, PEI, NT, NU, YT), employers must do 4 main things below:
- Holiday pay calculations: In most jurisdictions, employers need to pay employees an average day’s wages for holidays based on their recent earnings (e.g., the previous 4 weeks or 30 days). However, the exact calculation can vary by province or territory, so employers should verify their local employment standards.
- Premium pay for work: If employees work on September 30, they must receive overtime pay of at least time-and-a-half. Some provinces require double-time or an extra day off.
- Advance notice requirements: Employers are expected to post schedules confirming statutory holiday status in advance. The document notice should show who is working, premium pay, and any agreements made with employees.
- Record-keeping compliance: Maintain payroll records that show holiday pay and premium pay calculations, and any agreements where employees chose to work.
Here are the workplace rules for Truth and Reconciliation Day in the provinces and territories where it is a legal holiday:
Federal Jurisdiction
Employees in federally regulated industries get paid if they do not work on September 30, provided they work their scheduled shifts on the days before and after the holiday. Under the Canada Labour Code, most federally regulated employees receive holiday pay of at least 1/20th of the wages (excluding overtime) earned in the 4 weeks before the holiday.
If they work on the holiday, they are entitled to this holiday pay plus premium pay of at least time-and-a-half for their hours worked. If the holiday is on a regular day off, employees are entitled to a paid day on the preceding or working day.
Source: Statutory holiday pay – Government of Canada
British Columbia
In British Columbia, eligible employees receive holiday pay based on their “average day’s pay.” This is calculated by taking their total wages for the 30 days before the holiday (including vacation pay but not overtime) and dividing them by the number of days they worked during that period.
If employees work on September 30, they receive 1.5x their regular wage for the first 12 hours worked and 2x their regular wage for any hours worked beyond 12, PLUS statutory holiday pay.
Source: BC Statutory Holiday Pay Calculation
Prince Edward Island
Employees are eligible for holiday pay if they have worked for the same employer for 30 days, earned pay on at least 15 of those 30 days, and worked their last shift before and first shift after the holiday. If qualified, they receive regular pay for the holiday. If they work on September 30, they receive their regular pay PLUS 1.5x for the hours worked, OR regular pay PLUS an additional day off.
Source: PEI Paid Holidays
Manitoba
Manitoba calls September 30 “Orange Shirt Day” and treats it as a general holiday. General holiday pay for variable schedules equals 5% of gross wages (excluding OT) in the 4 weeks before the holiday. Employees who work on the holiday earn 1.5x plus their regular holiday pay. Unlike other holidays, this day cannot be substituted with another day under the Employment Standards Code.
Source: Manitoba General Holidays
Northwest Territories
If Truth and Reconciliation Day falls on a day off, the holiday is moved to the next workday in the Northwest Territories. If employees work on September 30, the rules depend on their employer.
According to the NWT Employment Standards Act, most employees who work that day should receive their average holiday pay plus 1.5 times their regular rate for the hours worked. Alternatively, they can get their regular pay for those hours and also receive an additional paid day off.
However, some government employees in the Northwest Territories may be entitled to double pay (2x) for working on a holiday, but this is specific to their collective agreement and not the norm for all employers.
Source: NWT Designated Paid Holidays
Yukon
Yukon employees are eligible for holiday pay if they have worked for at least 30 days and are scheduled to work before and after the holiday. Pay depends on how employees are paid:
- Salaried workers receive their full salary.
- Hourly workers receive regular hours at their standard rate.
- Commission workers get their average daily wage for that week.
- Irregular workers earn 10% of their wages from the two weeks prior.
If employees work on September 30, they receive overtime pay or regular pay plus a day off, and they also receive holiday pay and premium pay, even if they have worked fewer than 30 days.
Source: Yukon Statutory Holidays
Nunavut
To qualify for holiday pay in Nuvanut, employees must have worked 30 days in the past year, attended their scheduled shifts on the holiday (if required), and worked their shifts before and after the holiday. Employees on maternity or parental leave do not receive pay for this holiday. Those who work on the holiday earn their regular pay plus time-and-a-half for extra hours, or they can choose another paid day off instead.
Source: Nunavut Labour Standards
A Note on Unionized Workplaces
For employers with unionized employees, the rules about statutory holidays are usually outlined in a collective bargaining agreement. However, these agreements must still follow or exceed the minimum legal requirements.
In British Columbia, for example, a change in the Employment Standards Act mandates that all unionized employers must provide the National Day for Truth and Reconciliation as a paid holiday, even if their agreements already offer enough statutory holidays. Employers should review their agreements in light of the relevant employment laws.
If Truth and Reconciliation Day is a Non-Statutory Holiday
If the day is not statutory in the province or territory (in ON, QC, SK, NL, NS, NB, AB), employers are NOT required to provide a day off or statutory pay. However, they can choose from 4 approaches to recognize the National Day for Truth and Reconciliation:
- Full paid holiday: Give all employees the day off with pay. This shows leadership and can help attract new employees.
- Voluntary time off: Allow unpaid time off or flexible scheduling for employees who want to attend events or take personal time.
- Floating holiday option: Employees can use a personal day or cultural leave day to take September 30th off.
- Educational programming: The company can host workshops or guest speakers during work hours to educate staff.
With suitable policies, employers can attract new employees, especially younger people who care about social issues. It also shows support for Indigenous staff on what can be an emotional day for them.
Compliance note: Make sure to follow federal standards for federally regulated positions. For other roles, use the employment standards of the province or territory where the employee works or lives, if the employee is remote. Document your policies and adjust payroll to accommodate different rules and rates for each area.
Common Pitfalls to Avoid about Truth and Reconciliation Day Rules
Understanding holiday rules can be misleading. Here are two common mistakes employers make:
Misclassifying Remote Workers: A common mistake is using head-office rules for remote workers. For example, if an employee is working from British Columbia for a company in Ontario, they must follow British Columbia’s rules. This means they should get September 30th off as a paid holiday, even if it is not a holiday in Ontario. Ignoring this can lead to complaints, back pay, fines, and legal costs. So, always refer to the employment standards of the province where the employee works.
Incorrectly Calculating Part-Time Pay: For part-time or variable-hour employees, holiday pay is not just a full day’s wage. It should be based on their average earnings over a specific period (such as the last 4 weeks). To avoid issues, use a payroll system that calculates this correctly in accordance with provincial rules.
Workplace Support Resources on the Truth and Reconciliation Day
The National Day for Truth and Reconciliation can bring up tough feelings for residential school survivors, their families, and Indigenous employees. Employers should let staff know about available resources, including culturally appropriate counselling for Indigenous employees.
Here are 4 critical support services that operate 24/7:
National Indian Residential School Crisis Line: 1-866-925-4419 provides immediate emotional support and crisis intervention specifically for residential school survivors and intergenerational trauma.
Hope for Wellness Helpline: 1-855-242-3310 offers culturally appropriate counselling in English, French, Cree, Ojibway, and Inuktitut for all Indigenous peoples experiencing distress.
Kids Help Phone: 1-800-668-6868 supports youth processing difficult emotions or seeking information about residential schools and their impacts.
Employee Assistance Programs: Verify your workplace EAP includes Indigenous-specific counselling options and communicate availability prominently before September 30.
Beyond that, employers should also train managers to respond thoughtfully to employees who might be struggling. They should offer flexibility for Indigenous employees who may require modified duties or time off.
At the same time, non-Indigenous staff should learn to participate in a way that respects and centers Indigenous experiences. Consider sharing resources from the National Centre for Truth and Reconciliation, such as events or reports, to encourage meaningful participation and demonstrate a real commitment to reconciliation.
How Should You Participate in the Truth and Reconciliation Day?
To truly honour this day, your actions should go beyond just symbols. The goal is to support Indigenous communities and help address ongoing challenges. This means it is better to attend an event organized by an Indigenous group than to create your own.
When buying an orange shirt, purchase from an Indigenous artist or business instead of a mass retailer. If you donate, give directly to Indigenous organizations that help Survivors or work to preserve culture and language, rather than to general charities.
Across Canada, 4 Communities host public National Day for Truth & Reconciliation events welcoming respectful participation:
- APTN airs a national ceremony from Parliament Hill at 3 p.m. ET, featuring survivors, artists, and stories.
- You can search the hashtag #NDTR on social media to find local events. Indigenous friendship centres often organize walks, vigils, and educational activities.
- The National Centre for Truth and Reconciliation offers online programs, including survivor stories and learning tools.
- Many communities hold public ceremonies, like lowering flags to half-mast or lighting a sacred fire. If you attend, be a quiet and respectful observer and follow the guidance of the organizers.
For non-Indigenous Canadians, this day is a time to listen to Indigenous voices, learn the difficult history of residential schools and their lasting impact, and think about your own role in reconciliation.
History of National Day for Truth and Reconciliation in Canada
The National Day for Truth and Reconciliation was created from grassroots efforts by Indigenous groups to recognize the history and effects of residential schools. It connects with Orange Shirt Day, which began in 2013.
Orange Shirt Day commemorates the experience of Phyllis Webstad, who had her new orange shirt taken away on her first day at residential school in 1973. This historic event symbolizes the loss of Indigenous identity. It was created by a community initiative led by Indigenous people to raise awareness about the effects of residential schools by encouraging people to wear orange shirts.
Between 2008 and 2015, the TRC collected stories from over 6,500 survivors, documented the harm caused by these schools, and published 94 Calls to Action. In response to Call to Action #80, Bill C-5 was introduced to create a holiday. The discovery of unmarked graves at the Kamloops Indian Residential School in May 2021 led to public outcry, which helped push the legislation forward.
In June 2021, Parliament established the National Day for Truth and Reconciliation as a federal statutory holiday. September 30 was chosen to coincide with Orange Shirt Day. The National Day for Truth and Reconciliation has broader goals for reconciliation, including legal recognition and changes in workplace policies based on TRC recommendations.
Source: National Day for Truth and Reconciliation – gov.bc.ca
Understanding the Truth and Reconciliation Day matters is just one part of managing statutory holiday policies in Canadian workplaces. Discover how to handle all statutory holidays here:
- New Year
- Good Friday
- Easter Monday
- Victoria Day
- Canada Day
- Civic Holiday
- Thanksgiving Day
- Remembrance Day
- Boxing Day
The bottom line
Across the country, people mark September 30 by gathering, learning, and reflecting. You can join national events, local ceremonies, or take time to read and listen. Show your support respectfully, and continue these efforts even after the day is over to help create change.
FAQs about the National Day for Truth and Reconciliation
Can employers give a different day off instead of September 30?
In most statutory holiday jurisdictions, employees must receive September 30 off or receive premium pay for working on this day. Some provinces let employers and employees agree to take a different day off instead. However, Manitoba is an exception: employers cannot substitute another day under the Employment Standards Code. In non-statutory provinces, employers have the flexibility to offer alternative dates or personal day options. Check your local employment laws or get legal advice before changing a holiday.
Can employees take a day off on September 30 in non-statutory provinces?
Yes. Though some Indigenous employees find the day traumatic, others may have religious or personal reasons. Employers should respect individual choice without requiring explanation.
What happens if the workplace spans multiple provinces?
Employees should follow each province’s requirements in that jurisdiction. Remote workers follow their residence province’s rules, not the head office location. Besides, employers should create clear policies addressing interprovincial differences and ensure payroll systems accommodate varying statutory holiday requirements.
Can non-Indigenous employees participate in National Day for Truth and Reconciliation events?
Yes, participation from all Canadians is encouraged as part of the reconciliation process.
What should employees do if the workplace does not acknowledge Truth and Reconciliation Day?
Employees could request the day off as a personal day or vacation day, ask to participate in online events during lunch breaks, or suggest that your workplace implement some form of recognition, like educational lunch-and-learns.
What’s the difference between the National Day for Truth and Reconciliation and Orange Shirt Day?
Orange Shirt Day raises awareness about residential schools, with a focus on “Every Child Matters.” Truth and Reconciliation Day follows the Truth and Reconciliation Commission’s Call to Action #80. They both occur on September 30 to complement each other.
Are part-time and contract workers entitled to September 30 as a paid holiday?
It depends. Part-time employees who meet eligibility requirements are entitled to holiday pay. Contract workers’ entitlement depends on whether they are classified as independent contractors or employees.
Independent contractors do not get holiday pay. However, if someone is found to be an employee based on factors such as the extent of the employer’s control over their work, who owns the tools, and the financial risks involved, the employer could face penalties and be required to repay any owed holiday pay. Employers need to get legal advice to classify workers correctly.
Do businesses have to close on the Truth and Reconciliation Day?
No. Many businesses choose to close as a mark of respect, while others remain open with modified hours. Essential services like hospitals, emergency services, and some transit continue operating.
Are there any age restrictions for September 30 holiday pay entitlements?
No. Workers of all ages who meet the employment standards criteria are covered. However, students under 18 in some provinces may have different rules, and workers under certain minimum age thresholds may not qualify for certain benefits. As a result, young workers should check their provincial employment standards or speak with their employer about holiday entitlements.
