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Last updated on: September 29th, 2023

Labor Requirements

The Labour Law in British Columbia is regulated mainly by Acts respecting the Employment Standards Act (Labour Standards Act). The Act governs the terms and conditions of employment such as working hours, holidays, rest periods, wages, overtime, leave and termination of employment, etc.

Hours & Pay Regulations

Normal Working Hours

The standard hours of work of an employee is not more than 8 hours a day or 40 hours a week (exclusive overtime). This does not apply for the purposes of an employee who is working under an averaging agreement.

Definition of Week – “Week” means a period of 7 consecutive days beginning – 

      • for the purpose of calculating overtime, on Sunday,
      • for the purposes of averaging agreement and family responsibility leave, on Sunday, and
      • for any other purpose, on any day. 

    Minimum Hours – The employer must pay the employee who shows up for work for a minimum of 2 hours at the regular wage whether or not the employee starts work unless the employee is unfit to work or fails to comply with the Regulations. This applies even if the working time is less than 2 hours.

    In case, where an employer had previously scheduled the employee to work for more than 8 hours in a day, the employer shall pay for a minimum of 4 hours at the employee’s regular wage, whether or not the employee starts work unless the employee is unfit to work or work is suspended due to reasons completely beyond the employer’s control.

    If the employee works for longer than 2 hours or 4 hours as referred above in different circumstances, the employer must pay the employee for the entire period the employee is required to work.

    Averaging Agreement – A work schedule in an agreement must not provide for more than the following hours of work for the employee:

          • 40 hours, if the agreement specifies a 1-week period;
          • an average of 40 hours per week, if the agreement specifies more than a 1-week period.

      An employer who requires an employee to work more than 12 hours a day, at any time during the period specified in the agreement must pay the employee double the employee’s regular wage for the time over 12 hours.

      An employer who requires an employee to work more than an average of 40 hours a week within the period specified in the agreement must pay the employee 1 1/2 times the employee’s regular wage for the time over 40 hours.

      An employer who requires, an employee to work more than the hours scheduled for a day during the period of the agreement must pay the employee:

              • 1.5 times the employee’s regular wage for,
              • if fewer than 8 hours were scheduled for that day, any time worked over 8 hours, or
              • if 8 or more hours were scheduled for that day, any time worked over the number of hours scheduled, and
              • double the employee’s regular wage for any time worked over 12 hours that day.

          Split shift – A split shift divides a work day into separate periods of work. The employee’s work day is the combined total of the hours worked during all of the periods. An employer must ensure that an employee working a split shift completes the shift within 12 hours of starting work. Employment Standards Act, § 33-35 & 37. 

          Recording Requirements – An employer shall make and keep at their principal place of business in the province,  in respect of each employee complete and accurate records of the employee including wages paid, overtime hours, payroll records, benefits paid, etc. for a period of 4 years after the date on which the records were created. Employment Standards Act, § 28. 

          Overtime

          Any work performed beyond 8 hours in a day and 40 hours in a week is considered overtime. An employee is entitled to receive premium pay for overtime hours worked.

          Pay– An employee who works more than 8 hours in a day or 40 hours in a week  is entitled to a premium pay of :

              • 1.5 times the employee’s regular wage for the time over 8 hours up to 12 hours in a day. , and
              • Double the employee’s regular wage for any hours worked over 12 hours.

          When calculating weekly overtime wages, only the first 8 hours worked each day are counted towards the 40 hours in the week.

          Calculating overtime in a week including a statutory holiday – When an employee works on a public holiday and also accumulates overtime during the same week, the pay for the public holiday is included in the overtime calculation. This results in a higher financial gain for the employee compared to a situation where the public holiday aligns with a day they already worked overtime in that week.

          Banking of Overtime Wages – An employer can create a time bank and credit overtime wages to the time bank instead of paying the overtime wages each pay period at the request of an employee. 

          Overtime wages must be credited to the time bank at the appropriate overtime rate or as required under an averaging agreement. Any time an employee requests to be paid part or all of the wages in the time bank, the employer must pay these wages.

          An employer shall pay at any time on request from the employee, part or all of the wages in the time bank. An employee may also use banked wages to take time off with pay at a time mutually agreed to by the employer and the employee.

          An employer may close an employee’s time bank after providing one month’s notice to the employee. Within 6 months of closing an employee’s time bank, an employer must:

              • pay the employee all overtime wages remaining in the time bank at the time it was closed;
              • allow the employee to use the credited overtime wages to take paid time off; or
              • give the employee a combination of pay and paid time off.

            If an employee requests at any time to have their time bank closed, all wages must be paid out on the next payday. When employment terminates, the employer must pay out any wages in the time bank on the final settlement.

            Note: If a collective agreement contains any provisions about hours of work or overtime that meet or exceed the standard requirements, the provisions of the collective agreement replace the Act’s requirements for employees covered by the agreement. Employment Standards Act § 35 & 40 and 42

            Breaks

            An employer must ensure that no employee works more than 5 consecutive hours without a unpaid meal break of 30 minutes. The break shall be counted as time worked if an employee is required to work or be available for work during a meal break. Employment Standards Act, § 32.

            Weekly Rest – An employee is entitled to a weekly rest of  32 consecutive hours each week. 

             

            Rest between Shift – An employer must ensure that each employee has at least 8 consecutive hours of rest from work between each shift worked. Employment Standards Act § 36.

            Work On Rest Days

            An employee who works on their weekly rest day is entitled to a premium pay of 1.5 times the regular wage for time worked by the employee during the 32-hour period. Employment Standards Act § 36.

            Public Holidays

            An employee in British Columbia is entitled to 11 public holidays as follows:

                • New Year’s Day
                • Family Day (second Monday of February)
                • Good Friday
                • Victoria Day
                • Canada Day
                • B.C. Day
                • Labour Day
                • National Day for Truth and Reconciliation
                • Thanksgiving Day
                • Remembrance Day
                • Christmas Day

            Eligibility – An employer shall pay public holiday pay to an employee if they have  been in employment for at least 30 calendar days before the public holiday and have – 

              • worked or earned wages for 15 out of 30 days preceding the public holiday; or
              • worked under an averaging agreement at any time within that 30-day calendar period.

            Holiday Pay – An employee who is provided a day off during a statutory holiday or is granted a day off in lieu of the statutory holiday must receive compensation amounting to at least the equivalent of an average day’s pay.

            Pay for Work on Public Holiday – An employee who works on a public  holiday is entitled to premium pay as follows :  

              • 1.5 times the employee’s regular wage for the time worked up to 12 hours,
              • Double the employee’s regular wage for any time worked over 12 hours, and
              • An average day’s pay, is determined using the formula (amount paid ÷ days worked).

            Compensatory Time Off in lieu – If agreed by the employer and employee, a compensatory time off in lieu is given for work on public holidays instead of premium pay. 

            The public holiday coincides with rest day If the public holiday falls on an employee’s day off, the employee is not entitled to another day off.

            The public holiday coincides with an annual leave – If a public holiday occurs while an employee is on their annual leave time, their annual leave duration or the money they receive for the annual leave period should not be reduced because of that holiday. In other words, the public holiday should not be counted as part of their annual leave. An employee will be entitled to receive public holiday pay entitlement when a public holiday falls during their annual leave. Employment Standards Act § 45 – 48.

            Annual Leave

            Duration of Annual Leave – Employees earn annual leave time during the first year they’re employed. After 12 months of employment, they are entitled to get 2 weeks of annual leave. After 5 years of employment, the employee will be entitled to 3 weeks of annual leave.

             

            Employees must take time off for annual leave and receive annual pay. Annual leave must be taken within 12 months of being earned. Employees cannot skip taking annual leave time and just receive annual leave pay.

            Annual leave is scheduled in periods of 1 week or more unless the employee asks for a shorter amount of time. Employers can schedule annual leave time according to business needs as long as employees are able to take their annual leave days within 12 months of earning them.

            Advance Annual Leave – Employees can ask to take annual leave days before earning them. If an employer allows this, it does not affect an employee’s annual leave entitlement later on, unless the employer clearly explains that at the time. The employer must require the employee to submit their request in writing.

            If the employer allows the employee to take annual leave days in advance, the employer can deduct the number of annual leave days they took in advance from their annual leave entitlement once they have actually earned it.

            Annual Leave Pay – An employer must pay an employee the following amount of vacation pay:

                • After 5 calendar days of employment, the employee is entitled to vacation pay at 4% of their total wage;
                • After 5 consecutive years of employment, the employee is entitled to vacation pay at 6% of their total wage.

              Annual leave pay must be paid at least 7 days before an employee starts their annual leave time. If the employee and employer agree in writing, it can be paid out on every pay cheque instead. Any annual leave pay received by an employee becomes part of the total wages paid in that year.

              Annual Leave Coinciding with Public Holiday – An annual leave is exclusive of statutory holidays that an employee is entitled to. If a statutory holiday falls during an employee’s annual leave, the employee is entitled to be treated the same way for their statutory holiday entitlement as they would be if they were not on annual leave.

              Annual Leave upon Termination of Employment – When employment ends, employees must be paid all remaining annual leave pay. All annual leave pay that is owed to an employee must be paid on their last pay cheque. If an employee works for less than a year, they need to be paid 4 percent annual leave pay. Employees who are employed for 5 calendar days or less are not entitled to be paid annual leave pay. Employment Standards Act, § 57-58.

              Special Leave

              Sick Leave

              Duration of Sick Leave:  An employee is entitled to 5 working days of paid sick leave for any personal illness or injury in a calendar year. In addition to this, employees are also entitled to 3 working days of unpaid sick leave in a calendar year.

               

              Eligibility Criteria of Sick Leave: An employee will be eligible for the leave when they have been employed for at least 90 consecutive days with the same employer.

               

              Note: The ESA doesn’t cover certain types of employees, including federally regulated sectors, self-employed workers or independent contractors, or employees in professions and occupations excluded from the ESA.

               

              Sick Leave Pay: An employee will be entitled to be paid at their regular wages.

               

              Medical Certificate: The employer may request reasonably sufficient proof to show that the illness or injury was the basis of the absence. Employers should allow a reasonable time frame for an employee to provide proof. 

               

              A doctor’s note confirming that the employee was sick is sufficient proof. The employee must provide the proof as early as possible when requested.

               

              Accrual of Sick Leave: Any unused sick days are not paid out, regardless of whether employment is ended by the employer or the employee.

               

              Carryforward: Unused sick leave shall not be carried forward to the next calendar year.

               

              Sick Leave Coincides with a Public Holiday- Paid sick leave and statutory holiday pay are separate entitlements. If an employee qualifies for statutory holiday pay and is scheduled to work on the statutory holiday but takes paid sick leave, they would be entitled to an average day’s pay for both the statutory holiday and the paid sick leave.

               

              Sick Leave Coincides with an Annual Leave – When an employee takes paid sick leave due to illness or injury, that paid leave should be included when calculating their vacation pay. Vacation pay should be based on the employee’s total wages, which encompass both regular pay and paid sick leave. Employment Standards Act, § 57-58. 

              Maternity Leave

              A pregnant employee is entitled to up to 17 consecutive weeks of unpaid leave, which must be taken during the period that begins no earlier than 13 weeks before the expected birth date. An employee who requests leave after giving birth to a child is entitled to up to 17 consecutive weeks of unpaid leave, which must be taken during the period that begins on the date of the birth and ends no later than 17 weeks after that date.

              An employee who requests leave after the termination of the pregnancy is entitled to up to 6 consecutive weeks of unpaid leave, which must be taken during the period that begins on the date of the termination of the pregnancy and ends no later than 6 weeks after that date. An employee who requests leave is entitled to up to 6 additional consecutive weeks of unpaid leave if unable to return to work after termination of pregnancy.

              A request for leave must be given in writing to the employer and should be given to the employer at least 4 weeks before the day the employee proposes to begin to leave, and if required by the employer should be accompanied by a medical certificate from a medical practitioner or nurse practitioner.

              If an employee on maternity leave proposes to return to work earlier than 6 weeks after giving birth to the child, the employer may require the employee to give the employer a medical practitioner or nurse practitioner’s certificate stating the employee is able to resume work. Employment Standards Act, § 50.

              Parental Leave

              Employees are entitled to parental leave of up to 61 consecutive weeks of unpaid parental leave immediately after their maternity leave. Non-birth parents and adopting parents are entitled to up to 62 consecutive weeks of unpaid parental leave, which must begin within 78 weeks after the birth of the child or after the child is placed with the parent (in the case of adoption).

              If the child has a physical, psychological, or emotional condition requiring an additional period of parental care, an employee who requests leave is entitled to up to an additional 5 consecutive weeks of unpaid leave, beginning immediately after the end of the parental leave.

              A request for leave must be given in writing to the employer and should be given to the employer at least 4 weeks before the employee proposes to begin the leave, and if required by the employer, be accompanied by a medical practitioner or nurse practitioner’s certificate or other evidence of the employee’s entitlement to leave.

              An employee’s combined entitlement to maternity and parental leave is limited to 78 weeks plus any additional leave the employee is entitled to for a child who has a physical, psychological, or emotional condition requiring an additional period of parental care. Employment Standards Act, § 51.

              Family Responsibility Leave

              An employee is entitled to up to 5 days of unpaid leave during each employment year to meet responsibilities related to the care, health, or education of a child in the employee’s care, or the care or health of any other member of the employee’s immediate family. Employment Standards Act, § 52.

              Compassionate Care Leave

              An employee is entitled to up to 27 weeks of unpaid leave to provide care or support to a family member if a medical practitioner or nurse practitioner issues a certificate stating that the family member has a serious medical condition with a significant risk of death within 26 weeks. The employee must give the employer a copy of the certificate as soon as practicable. The leave begins after the date on which the medical certificate is issued or on the date that leave began if such leave began before the date the certificate was issued.

              Compassionate care leave ends on the last day of the week in which the earlier of the following occurs:

                  • The family member dies;
                  • The expiration of 52 weeks from the date the leave began.

              Leave taken must be taken in units of one or more weeks. In case the family member does not die within the period of leave given the employee can take a further leave after obtaining and submitting a new medical certificate. Employment Standards Act, § 52.1.

              Reservist Leave

              An employee who is a reservist and who requests leave is entitled to unpaid leave, for the prescribed period or, if no period is prescribed, for as long the employee is deployed by the Canadian Forces for any kind of operation engagement inside or outside Canada. A request for leave must be given in writing to the employer or applied at least 4 weeks before the employee proposes to begin the leave. Employment Standards Act, § 52.2.

              Leave for Disappearance of Child

              The employee is granted unpaid leave to be given during the disappearance of a child. A parent is provided with up to 52 weeks of unpaid leave, whose child (under 19 years of age) disappears as a result of a crime. This leave is not available for employees who are charged (but not necessarily convicted) with a crime that resulted in the disappearance of their child. The leave must be taken consecutively, though it may be taken intermittently with the employer’s consent.

               

              The leave shall be taken during the period that starts on the date the child disappears and ends on the date that is 53 weeks after the date the child disappears. The unpaid leave may end on the earliest of the following dates if any apply:

                    • The date when the child is found dead;
                    • The date on which the circumstances indicate it is no longer probable that the child’s disappearance is a result of a crime;
                    • 14 days after the child is found alive;
                    • The date on which circumstances indicate it is no longer probable that the child’s disappearance is a result of a crime; or,
                    • The date the employee is charged with a crime that resulted in the disappearance of the child.

              If requested by the employer, the employee must, as soon as practicable, provide to the employer reasonably sufficient proof that the employee’s child has disappeared in circumstances in which it is probable that the disappearance is a result of a crime. Labor Code, § 52.3.

              Leave for Death of Child

              If a child of an employee dies as a result of a crime and the employee requests leave, the employee is entitled to unpaid leave for a period of up to 104 weeks. If an employee is charged with a crime that resulted in the death of the employee’s child, the employee is not entitled, or, if already on leave, is no longer entitled to leave. The leave must be taken consecutively, though it may be taken intermittently with the employer’s consent.

               

              The leave shall be taken during the period that starts on the date the child dies or on the date the child is found dead, in the case of the child disappearing before the death. And, shall end on the date which is 105 weeks after the date of death of the child as applicable. The unpaid leave may end on the earliest of the following dates if any apply:

                      • The date the employee is charged with a crime that resulted in the death of the child;
                      • The date that is the last day of the last unit of time in respect of which the employer consents.

              If requested by the employer, the employee must, as soon as practicable, provide to the employer reasonably sufficient proof that the employee’s child is dead. Employment Standards Act, § 52.4.

              Bereavement Leave

              An employee is entitled to up to 3 days of unpaid leave on the death of a member of the employee’s immediate family. Employment Standards Act, § 54.

              Jury Duty Leave

              If an employee is required to attend court as a juror, the employer has the same duties to provide leave to the employee for the same. The employee is entitled to all increases in wages and benefits the employee would have been entitled to have the leave not been taken or the attendance as a juror not been required. Employment Standards Act, § 55.

              Leave for Victim of Sexual Violence

              Employees are entitled to 5 paid working days and 5 unpaid working days of leave if they or their dependents are victims of domestic violence. These days may be taken consecutively or separately.

              This period remains followed by up to an additional 15 weeks leave if they, or an “eligible person” such as their children or a dependent adult person under their care, experience domestic or sexual violence, and wish to request a leave for one or more of the following purposes:

                  • To seek medical attention for the employee or eligible person in respect of a physical or psychological injury or disability caused by domestic or sexual violence;
                  • To obtain for the employee or eligible person victim services or other social services relating to domestic or sexual violence;
                  • To obtain for the employee or eligible person psychological or other professional counseling services in respect of a psychological or emotional condition caused by domestic or sexual violence;
                  • To temporarily or permanently relocate the employee or eligible person or both the employee and eligible person;
                  • To seek legal or law enforcement assistance for the employee or eligible person, including preparing for or participating in any civil or criminal legal proceeding related to domestic or sexual violence; or
                  • Any prescribed purpose.

              If requested by the employer, the employee must, as soon as practicable, provide to the employer reasonably sufficient proof in the circumstances that the employee is entitled to the leave. Employment Standards Act, § 52.5. 

              Critical Illness or Injury Leave

              An employee is entitled to 36 weeks of unpaid leave to provide care or support to a critically ill family member below the age of 19 and, 16 weeks of unpaid leave for critically ill family members who are 19 years of age or older.

              The leave shall begin on the first day of the week in which a medical certificate was issued with respect to the critically ill family member, or on the the first day of the week in which the baseline state of health of the family member significantly changes and the life of the family member is at risk as a result of an illness or injury.

              A leave shall end on the last day of the week in which the earlier of the following occurs:

                • the family member dies;
                • the expiration of 52 weeks from the date the leave began.

              A leave of absence shall be taken in periods of one or more weeks. If an employee takes leave and, at the expiration of 52 weeks of leave, the life of the family member remains at risk as a result of the illness or injury, the employee may take a further leave after obtaining a new certificate to apply for further leave. Employment Standards Act, § 52.11.

               

              Voting Leave

              An employee is eligible for 4 consecutive hours paid off from work for the purpose of voting. An employer does not have an obligation to provide time off of work where the required number of consecutive hours falls outside an employee’s hours of work and within the voting hours. Election Act of BC, § 74. 

              Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.