Adopt a time off policy that accommodates diverse cultural traditions and holidays.
See below on this page for details about how to complete this commitment.
⚠️ Instructions To Complete This Commitment:
Commitment: Adopt a time off policy that accommodates diverse cultural traditions and holidays.
Please complete all of the below requirements.
Part 1: Adopt a time off policy that accommodates diverse cultural traditions and holidays.
In addition to your vacation and sick leave policies, create and adopt a policy that accommodates an employee’s religious, spiritual, and personal health commitments.
The policy can offer paid or unpaid leave and must be offered at any time of the year regardless of operations if the employee meets the eligibility criteria.
Submit this evidence for review. The supporting agency will review your policy to ensure that it accounts for faith and culturally significant days, and other flexible days off outside of vacation and physical illness or injury.
Part 2: Communicate the policy to all staff
Communicate this policy to all staff, with an effective date for the policy being before December 1st, 2025.
To submit your evidence, please provide a copy of the communication.
Returning Signatories who previously completed this commitment:
Required: Provide a company communication reiterating the policy to existing employees. Communication must be in two formats (Email, Newsletter Communication, Print, Employee Handbook reminders etc.)
Encouraged: Adopt additional flexible time away components of the template policy: Bereavement Leave, Short Term Personal or Family Health Commitments and/or Longer Term Personal or Family Health Commitments
Submit Evidence When You have Completed This Commitment
Evidence for this commitment should include:
Your Flexible Time Off Policy
Your company communication about the policy
Once you have completed each of the above requirements, upload your evidence using our online form as soon as possible. This allows time for review and feedback.
Evidence may be in the form of a document, email, newsletter, meeting minutes, social media post, etc.
Deadline to submit all evidence for the 2025 WIC: 3PM, Monday, December 1st, 2025.
⏰ Key Dates:
Important dates to remember:
By December 1st, 2025: Deadline to complete 2025 WIC commitments and submit all evidence.
✅ Why This Commitment Is Important:
Some statutory holidays in Alberta are rooted in Christian traditions and do not correspond to dates of cultural and religious significance for all Bow Valley locals. Adopting a flexible time off policy welcomes and includes team members of all beliefs, backgrounds, and traditions.
In addition to faith-based dates, employees may require flexible days off to support their mental and physical health. This may include bereavement, illness, immediate family member support, or personal mental health. Your team may also benefit from considerations of diverse cultural traditions and practices that may or may not relate to religious belief.
If an employee is eligible, time away from work requests may be required during peak operational times which is why this policy needs to be differentiated from operational vacation and/or sick policies.
While this policy intersects with human rights legislation and unpaid job protected leaves, adopting a flexible and inclusive time off company policy creates a clear, barrier free, and confidential path for employees to take time off when they require.
Intended Outcomes:
Greater inclusion of diverse cultural and religious practices
A Flexible Time Off Policy allows employees to observe holidays and traditions that are meaningful to them, promoting a sense of belonging.Improved employee wellbeing and equity
Recognizing time off needs beyond traditional vacation and sick leave supports mental health, caregiving responsibilities, and life events fairly across all staff.Clear and confidential process for time off requests
A formal policy provides consistent guidance and privacy, reducing barriers and ensuring employees feel safe and supported when requesting time away from work.
📝 Resources:
Protected areas and grounds under the Alberta Human Rights Act
Template: Flexible Time Away from Work Policy
Note: This policy offers different implementation options. We encourage employers to use this as a template only. Please integrate your own existing human resources policies, payroll polices, and company values before implementation.Employers must understand human rights and privacy legislation to ethically execute this policy properly.
Case studies in religious inclusion:
📧 Contact:
Supporting Agency
For questions and support to complete this commitment, please contact:
Jenn Porter (she/her)
Director, Workforce & Destination Affairs
Email: jenn@bllha.ca
2025 WIC Commitments
Bronze Commitments
(Minimum Required)