BC Minimum Wage & Employment Standards: What's Changed and What's Coming in 2025–2026

As of June 1, 2025, British Columbia's general minimum wage stands at $17.85 per hour . This rate was set through the province's automatic annual adjustment mechanism, which ties minimum wage increases to the Consumer Price Index (CPI). Since 2024, BC law requires that the minimum wage be recalculated each year based on the average percentage change in BC's CPI over the preceding calendar year, with the new rate taking effect every June 1. The next adjustment is scheduled for June 1, 2026 . The new rate has been confirmed at $18.25 per hour , effective June 1, 2026, based on the CPI adjustment formula. Employers should monitor the BC government website for updates. BC's overtime rules remain unchanged: employees earn 1.5× their regular wage after 8 hours per day and 2× after 12 hours per day . Weekly overtime at 1.5× also applies after 40 hours in a week. Vacation entitlements provide 2 weeks (4% of earnings) after one year of employment and 3 weeks (6%) after five consecutive years . British Columbia recognizes 11 statutory holidays under the Employment Standards Act . These core standards are detailed on the BC government's employment standards page. Two significant legislative changes took effect in late 2025 that reshape how employers handle employee health absences in British Columbia. Doctor's Note Restrictions (Bill 11 — effective November 12, 2025): Employers can no longer require a medical certificate or doctor's note for health-related absences of five consecutive days or fewer , for the first two such absences in a 52-week period . This change aims to reduce unnecessary strain on the healthcare system and remove barriers for workers needing short-term sick leave. Employers may still request documentation for a third or subsequent short absence, or for absences exceeding five days. Full details are available through. Extended Serious Illness or Injury Leave (Bill 30 — effective November 28, 2025): Eligible employees may now take up to 27 weeks of unpaid, job-protected leave within a 52-week period for a serious illness or injury. This leave is designed to align with federal Employment Insurance sickness benefits and ensures workers facing significant health challenges can focus on recovery without risking their employment. Eligibility requirements and application details are published on the BC government's employment standards page. Together, these reforms represent a meaningful expansion of worker protections around health-related absences in BC. British Columbia continues to roll out phased requirements under its Pay Transparency Act . Starting November 1, 2026 , employers with 50 or more employees must publish annual pay transparency reports. These reports are intended to help close wage gaps by making compensation data publicly accessible. Earlier phases already required larger employers and Crown corporations to comply. Guidance is available on the BC government's employment standards page. The province has also signaled protections for gig and platform-based workers , anticipated to take shape in 2026. Proposed measures include a minimum pay rate of $20.88 per hour for engaged time — the time workers spend actively completing tasks or deliveries. These protections are part of a broader effort to extend employment standards to non-traditional work arrangements. Employers operating in the platform economy should watch for regulatory updates on the BC government's employment standards page. Taken together, the 2025–2026 period marks one of the most active stretches of employment law reform in BC's recent history. From automatic CPI-linked wage adjustments to expanded leave protections and transparency mandates, both employers and employees should ensure they understand their rights and obligations under the evolving framework.