Truth & Reconciliation: A Guide for Ontario Employers - HR Insights

Yesterday, September 30th, was the National Day for Truth and Reconciliation across Canada. It’s a day for solemn reflection. Specifically, it is a time to honour the survivors of the residential school system, their families, and their communities. For many, it was consequently a day of learning and commitment to a better future.

However, as an Ontario employer, you might ask what this day means for your business. There is often confusion about its holiday status. More importantly, employers wonder how to engage with its purpose respectfully. This isn’t just about a calendar date. Ultimately, it’s about our shared responsibility in the journey of reconciliation, where businesses play a vital role.

Is the National Day for Truth and Reconciliation a Stat Holiday?

Let’s start with the most common HR question. Is the National Day for Truth and Reconciliation a statutory holiday in Ontario?

To be clear, the short answer is no. The federal government designated September 30th as a statutory holiday for federally regulated employees. This includes people working in banking, airlines, and the federal public service. The Government of Ontario, however, has not made it a provincial public holiday under the Employment Standards Act, 2000 (ESA).

For most businesses in Ontario, this means there is no legal requirement to close or provide employees with a paid day off. Still, this legal distinction should not be the end of the conversation. In fact, the spirit of the day calls for more than just compliance; it calls for thoughtful action and genuine engagement.

Why Observing the Day Matters for Your Business

Even without a legal mandate, choosing to formally recognize the National Day for Truth and Reconciliation sends a powerful message. It reaches your employees, clients, and the community. In fact, it demonstrates your organization’s commitment to social responsibility. It also shows you are dedicated to fostering an inclusive workplace culture.

The Truth and Reconciliation Commission’s Call to Action #92 specifically urges the corporate sector to act. It asks Canadian businesses to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a framework. Furthermore, it calls on businesses to commit to meaningful consultation, respectful relationships, and equitable access to jobs for Indigenous peoples.

“Reconciliation is not an Aboriginal problem—it is a Canadian problem. It involves all of us.” – The Honourable Justice Murray Sinclair, Chair of the Truth and Reconciliation Commission

By taking steps to acknowledge this day, you are aligning your business with this national call to action. As a result, you are contributing to a more educated and empathetic workforce. You are also positioning your company as a thoughtful and responsible leader.

How to Honour Truth and Reconciliation in Your Workplace

Observing the day doesn’t have to mean closing your business, though some employers choose this path. Meaningful observance is about education, reflection, and creating space for dialogue. For businesses that remained open or want to plan for next year, here are some impactful ways to engage.

Focus on Education and Awareness

For true reconciliation to occur, we must first understand the truth. Unfortunately, many Canadians are still learning about the full history and devastating impact of the residential school system.

Share Resources: First, curate and distribute a list of credible resources. This can include links to the National Centre for Truth and Reconciliation, official reports, and documentaries featuring survivor stories.
Host a “Lunch and Learn”: In addition, you could invite an Indigenous speaker or educator to host a session for your team. This provides a valuable opportunity for employees to learn directly and ask questions in a safe environment.
Promote Indigenous-Created Content: You can also encourage employees to read a book by an Indigenous author. Consider purchasing copies of a relevant book for a company book club.

Foster a Supportive Workplace Culture

Your internal actions speak volumes. Therefore, use this time to signal to your team that you are committed to building an inclusive environment.

Encourage Orange Shirts: Acknowledge “Orange Shirt Day,” which also falls on September 30th. You should share the story of Phyllis Webstad and invite employees to wear orange. This simple visual act can be a powerful conversation starter showing that every child matters.
Hold a Moment of Silence: You can also organize a company-wide moment of silence. This honours the children who never returned home and the survivors who carry the trauma.
Review Your Policies: Finally, use this as a catalyst to review your internal policies. For instance, do you have a land acknowledgment for meetings? Are your hiring practices inclusive and aimed at attracting a diverse workforce?

Next Steps for Truth and Reconciliation in Your Workplace

Moving forward, the goal is to embed the spirit of reconciliation into your company’s DNA, not just mark a single day. Here are three clear actions you can take:

Communicate Your Stance: To begin, send a follow-up communication to your team. Acknowledge the importance of the National Day for Truth and Reconciliation and explain your company’s commitment to learning.
Gather Employee Feedback: Next, ask your team for their thoughts on how your company can engage more meaningfully. This could be done through an anonymous survey or an open discussion, which fosters a sense of shared ownership.
Develop a Year-Round Plan: Lastly, don’t let the conversation end on October 1st. Work with your leadership to create a plan for ongoing education and action. For example, this might include incorporating Indigenous history into your diversity training.

Reconciliation is a journey, not a destination. By taking thoughtful, intentional steps, your business can be a positive force for change.

Need help navigating HR changes? Book your free HR audit today or speak with our team about how Divino can support your business.