Strategy Remembering Why Labour Day Is More Than Just a Long Weekend Elizabeth Holloway Strategy 5 mins read September 1, 2025 Blog Strategy Remembering Why Labour Day Is More Than Just a Long Weekend Remembering Why Labour Day Is More Than Just a Long Weekend - Table of Contents The roots of Labour Day: protest, not pastime Why Labour Day still matters today Leading with respect, not just results What does valuing your team really mean? What’s the takeaway? Today is Labour Day, and for many Canadians, it heralds the back-to-school season. But it’s more than just the last long weekend of the summer. This statutory holiday was hard won by unions across the country who demanded recognition and fair compensation as Canada rapidly industrialized. As major strikes, from Canada Post to Air Canada have made headlines this year, it’s a good time to take a look at what this holiday has meant in the past, and what it means now as labour actions become more commonplace. The roots of Labour Day: protest, not pastime Labour Day began not as a celebration, but as a protest. In the 1870s, workers in Toronto organized a parade to demand a nine-hour workday, at a time when unions were still illegal. Their bravery and collective action helped ignite a national movement. Within a few decades, similar demonstrations were happening across the country, eventually leading to the formal recognition of Labour Day as a national holiday in 1894. The demands of those early labour activists weren’t radical. They were foundational. They fought for the rights many of us now consider standard: weekends, fair wages, workplace safety, and protection from exploitation. But as we enjoy the privileges they won, it’s worth asking: how many of those rights are fully realized today? And who is still left out? Why Labour Day still matters today Work has changed dramatically since Canada’s first labour protests. Offices have become remote, meetings are held over video, and technology drives much of what we do. But many of the core challenges workers faced in the 19th century still echo today. Fair treatment, safety, and recognition remain urgent concerns across sectors. Burnout is now a defining issue across many sectors. Long hours, shrinking teams, and unclear boundaries are common, especially in nonprofit and tech workplaces. Remote and hybrid models have made flexibility possible, but they have also made it harder to disconnect. At the same time, automation and artificial intelligence are reshaping roles at a rapid pace. Many workers are being asked to adapt without adequate support or clarity about what comes next. Equity remains out of reach for many. Women, racialized professionals, disabled people, and 2SLGBTQIA+ workers continue to face gaps in pay, representation, and access to opportunity. Working from home may offer some protection, but it can also make exclusion less visible and harder to address. Some of the most essential contributions still go unrecognized. Emotional labour, mentorship, team care, and inclusion work are often expected without being resourced. These efforts are critical to building healthy and effective teams. Leading with respect, not just results Labour Day is not only about workers. It is also about the systems, cultures, and leadership practices that shape how people experience work. In mission-driven and high-performing workplaces, the pressure to deliver can sometimes overshadow the need to support. But productivity and care are not in conflict. In fact, the most sustainable teams are those where people feel safe, respected, and seen. Honouring labour values today means doing more than offering perks. It means protecting time off, respecting boundaries, and building workflows that do not reward burnout. It means creating environments where people can speak openly, give feedback, and feel safe in their identities. It also means looking at pay structures, career pathways, and workload distribution with honesty. Fairness cannot be assumed; it must be checked. Recognition matters, too. Not just in the form of annual reviews or all-staff emails, but in everyday decisions. Who gets invited to lead? Who is listened to in meetings? Who is carrying the hidden work of culture, mentorship, and emotional support? What does valuing your team really mean? Every workplace has a culture. Sometimes it is built with intention. Sometimes it forms quietly over time. Either way, leadership shapes it more than anything else. The way leaders communicate, make decisions, and respond to pressure tells people what is really valued. Labour Day is a good time to step back and reflect. What does it look like to truly value the people behind the work? For many leaders, that reflection begins with a few honest questions. Are we building a workplace that protects dignity? Are we measuring success only by output, or also by trust, sustainability, and care? Do people feel heard, respected, and safe enough to show up as themselves? These questions are not always comfortable. They may not have simple answers. But asking them shows a willingness to lead with purpose and empathy. When people feel supported, they tend to bring more creativity, more commitment, and more honesty to their work. That is not just good for culture. It is good for the business. Valuing your team is not about perfection. It is about showing that people matter, and that leadership includes listening, adjusting, and creating space for others to thrive. What’s the takeaway? Labour Day has always been about people. About the workers who marched, organized, and demanded better. And about the people today who continue to show up, care deeply, and carry the weight of meaningful work. It is easy to let this holiday slip by as just another long weekend. But it can be more than that. It can be a checkpoint. A moment to ask what your workplace is doing to honour the people behind the mission. This year, consider turning that reflection into action. You might: Hold a team appreciation moment Review your pay equity or inclusion metrics Encourage people to take time off without guilt Small actions send strong signals. They show that care is not just a value on a website. It is part of how you lead. If you are not sure where to start, ask your team: what would support look like right now? And listen with the intention to follow through. 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