“Natal Day”, “Simcoe Day”, “Heritage Day”. Depending on what provinces or territories your business calls home you may recognize some or all of these names as referring to the first Monday in the month of August. Whether your employees get to put their feet up and enjoy an extra summer long-weekend will also depend on jurisdiction and, in some cases, may be up to you as the employer.
The following jurisdictions all recognize the first Monday in August as a statutory holiday, meaning employers must treat the day no differently than any other public holiday as per the governing employment/labour standards legislation:
British Columbia (British Columbia Day);
Saskatchewan (Saskatchewan Day or “Civic Holiday”);
New Brunswick (New Brunswick Day);
Nunavut (“Civic Holiday”); and
Northwest Territories (“Civic Holiday”).
In the jurisdictions that remain, the first Monday in August is not recognized as a statutory holiday. This means employers are under no obligation to provide the day off or arrange for another day off in lieu of this day:
Alberta (“Heritage Day”);
Manitoba (“Civic Holiday”);
Ontario (“Simcoe Day,” “Civic Holiday,”);
Nova Scotia (“Natal Day”),
Prince Edward Island (“Natal Day”);
Quebec;
Newfoundland and Labrador;
Yukon Territory; and
all federally regulated undertakings (e.g. banks, airlines, broadcasting).
Nonetheless, with the exception of Quebec and the Yukon Territory, the first Monday in August is often treated as a discretionary holiday in these jurisdictions and some employers choose to provide time off with pay to their employees.
This blog is provided as information and a summary of workplace legal issues.
This information is not intended as legal advice.
