Frequently asked questions
Updated April 11, 2025
*New or updated FAQ
General FAQs
Q. How does collective bargaining work for BC’s public sector?
Public sector bargaining in BC is governed by the BC Labour Relations Code and the Public Sector Employers Act. It applies to employees in various public sectors, including health care, education, post-secondary institutions, social services, and crown corporations.
The BC Government sets a bargaining mandate related to wage and benefit increases while maintaining public service quality. Monetary discussions will commence once government provides the mandate.
The Labour Relations Code of British Columbia mandates that both employers and unions engage in collective bargaining with a genuine intent to reach an agreement. Additional information on public sector bargaining is available on the .
Q. What is and what isn't bargained?
Public sector bargaining in BC is limited to wages, benefits, working conditions, and job security, while broader government decisions, laws, and management rights are not open for negotiation. While unions may influence some policies, employers retain certain rights over how they manage and operate workplaces.
Unions and employers cannot negotiate provincial laws and government mandates including those related to the BC Human Rights Code, WorkSafeBC regulations, and Labour Relations Code Compliance.
Q. What does it mean to bargain in good faith?*
Bargaining in good faith means that both the employer and the union must engage in collective bargaining with an honest intention to reach a fair agreement. It’s a legal requirement under the BC Labour Relations Code and a core principle of labour relations in BC and across Canada.
This includes meeting regularly at reasonable times, responding meaningfully to proposals, avoiding unnecessary delays, and being open and honest in communication. It also involves disclosing relevant information when necessary and refraining from unilateral changes to employment terms during bargaining. Surface bargaining—going through the motions without real intent—is not permitted. Ultimately, good faith bargaining requires both parties to make sincere and reasonable efforts to reach a mutually acceptable agreement.
Under , both unions and employers are legally required to "bargain collectively in good faith, and make every reasonable effort to conclude a collective agreement or a renewal or revision of it."
The 2025 process
Q. What’s the BC Government’s bargaining mandate for 2025?
The BC Government has not yet released its bargaining mandate for 2025, but we will let you know when they do. Past mandates are available through the .
Q. What’s the timeline for bargaining?
We do not know when the province will share the public sector bargaining mandate, but the university is keen to do everything possible to complete an agreement before the Collective Agreement expiry date of June 30, 2025. Should that not be possible, we are committed to working through the summer with the Faculty Association to secure an Agreement as soon as possible.
Bargaining will open for the first full-day session on April 10, 2025 to begin discussing non-monetary matters until the mandate is received from the Provincial Government. The university is keen to do everything possible to complete an agreement before the Collective Agreement expiry date of June 30, 2025. Should that not be possible, we are committed to working through the summer with the Faculty Association to secure an Agreement as soon as possible.
Once a tentative agreement is reached, both union members and the employer must vote to approve it. Any wage increases and benefit adjustments can be implemented once the agreement has been ratified.
Q. What’s UVic’s budget outlook and how do financial pressures affect bargaining?
Following two years of difficult budget reductions, we continue to navigate a challenging and evolving post-secondary landscape. Across the country, public sector services are facing financial pressures, with universities and colleges announcing budget cuts in response to declining international enrolment revenues, rising costs, and other external factors. Broader economic challenges, including potential trade disruptions and deficits, add another layer of complexity.
As noted in UVic’s Planning and Budget Framework, there is no funding available for new on-going investments in 2025/26, and UVic expects to continue operating within a fiscally constrained environment in the coming years. Historically, the BC Government, through the Public Sector Employers' Council, provides funding to public-sector employers to cover negotiated compensation increases, though this is not guaranteed.
Financial pressures are likely to factor into the BC Government’s mandate related to wage and benefit increases, which then informs all public sector institutions including universities.
Q. What are the values and principles underpinning the University's approach?*
The University’s approach to bargaining is grounded in the principles of good faith, transparency, shared service, and mutual respect. Values include pragmatism, compromise, and courageous conversations, with a strong commitment to equity, inclusion, reconciliation, and Indigenization. The University also prioritizes fiscal responsibility, student-focused excellence, and a collaborative, community-oriented spirit that acknowledges the interdependence of all employees. Guided by the teaching of laləmət—to be careful with one’s words—shared with us by Dr. Skip Dick, the University views bargaining as an opportunity to promote a fair and supportive environment for all, including through Indigenous self-governance and the Equity Action Plan.
Values and principles are reflected in the University’s opening statement (April 10, 2025).