Update: National Day for Truth and Reconciliation Now a Statutory Holiday in B.C.

In our earlier blog post, we provided an overview of Bill 2, National Day for Truth and Reconciliation Act, which if passed into law, would recognize the National Day for Truth and Reconciliation (September 30) as a public holiday in British Columbia and would establish it as a statutory holiday under the Employment Standards Act.

As expected, Bill 2 quickly made its way through the Legislative Assembly and received Royal Assent on March 9, 2023. Therefore, September 30th will be observed as a statutory holiday in B.C. starting this year.

The introduction of Bill 2 and the official recognition of the National Day for Truth and Reconciliation as a statutory holiday in B.C. is intended, among other things, to commemorate the history and legacy of residential schools, to honour the survivors of the residential schools system and to allow more British Columbians the opportunity to reflect on and participate in advancing meaningful reconciliation in B.C.

In preparation for the new statutory holiday, employers should review and update their handbooks and policies (as applicable). In addition, unionized employers should also review the language in their collective agreements to determine how the new statutory holiday will affect them.

If you have any questions about this topic, or employment and labour matters in general, please contact a member of our Labour, Employment, and Human Rights Group.


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Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits. 

Legal Disclaimer: The information made available on this webpage is for information purposes only. It does not constitute legal advice, and should not be relied on as such. Please contact our firm if you need legal advice or have questions about the content of this webpage. 




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