NHL Pride Jersey Controversy: What It Means for Employee Rights in Canada

NHL Ends Pride-Themed Warm-Up Jerseys

In 2023, the NHL made headlines after several teams and players opted out of wearing rainbow-coloured Pride jerseys during pre-game warmups — a move that sparked debate about inclusion, personal beliefs, and freedom of expression in sports.

By 2024, the league went a step further: the NHL officially banned players from wearing specialty warm-up jerseys, including Pride jerseys, military appreciation jerseys, and other theme-night uniforms. The league cited a desire to keep the focus on hockey, but the decision was widely viewed as a setback for LGBTQ+ visibility in sports.

Background: “Hockey Is for Everyone” Campaign

Launched in 2017, the NHL’s Hockey Is for Everyone initiative was designed to promote diversity and inclusivity across the league.

Many teams host Pride Nights, raising money for local LGBTQ+ organizations and showcasing community partnerships.

Players were encouraged — but not required — to wear rainbow-themed jerseys during warm-ups as part of these events.

The Pride Jersey Controversy

The issue gained national attention when players and entire teams began refusing to wear Pride jerseys in 2023.

Some of the most notable cases included:

• Ivan Provorov (Philadelphia Flyers) — the first to publicly refuse, citing his Russian Orthodox faith.
• James Reimer (San Jose Sharks) — declined for religious reasons.
• Eric and Marc Staal (Florida Panthers) — also refused to participate.
• Chicago Blackhawks, New York Rangers, Minnesota Wild, and New York Islanders — entire teams opted out.

The Chicago Blackhawks referenced Russia’s anti-LGBTQ+ laws as a reason for avoiding the Pride jerseys, saying the safety of Russian-born players could be at risk when they return home.

Mixed Reactions from Fans and the Public

• Supporters of the players argue that participation in social causes should remain a matter of personal choice, not professional obligation.
• Critics believe opting out sends a discouraging message to LGBTQ+ fans and players — and undermines years of progress toward inclusion in hockey.

The controversy quickly evolved into a larger conversation about the role of politics and social causes in professional sports.

Legal Perspective: What If This Happened in a Regular Workplace?

The NHL Pride jersey debate mirrors a real issue for many Canadians:
Can your employer fire you for refusing to participate in a social cause or event — such as a Pride celebration?

Here’s what Canadian employment law says:

• You can’t be fired “for cause” — or without severance — simply for opting out of a social or charitable initiative that isn’t part of your core job duties.
• However, an employer can terminate your employment “without cause”, as long as you receive full severance pay (which can be up to 24 months’ pay, depending on your role, age, and length of service).
• Discrimination is never allowed. If your refusal is tied to religious beliefs or disability, firing you could be considered a human rights violation.

Example

If your workplace hosts a Pride event and you decline to participate because of your religious affiliation, your employer could technically end your employment — but they must provide full severance pay and cannot discriminate against you on the basis of religion.

Takeaway for Employees

Whether it’s a Pride jersey or another social campaign, participation at work should always be voluntary.

If you’re penalized, disciplined, or terminated for declining to join in, you are entitled to compensation.

If you’ve been fired for refusing to participate in your employer’s social or charitable event, speak to an employment lawyer to understand your rights.

Our team of employment lawyers at Samfiru Tumarkin LLP helps employees across Ontario, Alberta, and BC secure fair severance and protect their workplace rights.

Contact Us

If you’ve been let go for reasons related to company values or social initiatives, contact our team today.

We’ll review your situation and ensure you get what you’re owed.