Frequently asked questions
Updated January 8, 2026
*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 unionized employees working across the provincial public sector, including the Public Service (core government) health care, K-12 public education, research universities, post-secondary institutions, community social services, and Crown corporations.
The BC Government sets a centralized bargaining mandate that outlines general wage increases, the term of the collective agreements and any other priorities that government may have in delivering services to the public while managing the cost within the fiscal plan. Monetary discussions will commence once the mandate is established at some major tables, likely in the health sector and the Public Service.
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 BC Government website.
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 Section 11 of the BC Labour Relations Code, 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 public sector mandate for the 2025 round of negotiations, known as the Balanced Measures Mandate, is in place for four years and provides a 3% general wage increase in each year (2025 to 2028) plus a Flexibility Allocation of 0.2% in years two and four.
Q. What's the timeline for bargaining?
The university was keen to do everything possible to complete an agreement before the Collective Agreement expiry date of June 30, 2025, but we required the province’s bargaining mandate to be issued before proceeding to substantive negotiations. The mandate was received on December 2, 2025 and the university tabled monetary proposals on January 8, 2026.
Bargaining opened for the first full-day session on April 10, 2025 to begin discussing non-monetary matters until the mandate is established and is currently ongoing. The university seeks to complete negotiations and reach a ratified 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. Why didn't I receive a salary increase on July 1?
We recognize that faculty and librarians may have questions about the salary increases normally applied on July 1. Before we can table monetary proposals—including wage increases, benefits and other compensation-related items—we must first receive the provincial government's compensation mandate, which all universities and other public sector employers in BC are required to follow when negotiating monetary matters. This means that the University is unable to provide salary increases until we have the provincial mandate and negotiations are completed.
The University looks forward to implementing your negotiated wage increases as soon as possible once the new agreement is finalized and ratified by members. As indicated in faculty and librarian salary notices, the salary increments recommended by the Deans and the University Librarian have been approved by the Provost.
Q. What has the university put forward for faculty and librarian salary increases?
Aligned with our public sector mandate, known as the Balanced Measures Mandate, the university put forward a proposal that would offer faculty a 3% general wage increase each year from 2025 – 2028.
Q. What could my salary increase look like under the Balanced Measures Mandate?
To illustrate how the proposed increases could impact salary, below are some examples based on a general wage increase of 3% per year, and existing provisions for career progression increments and an average performance increment, compounded over four years:
- Example A: assistant professor earning $115,000 would see their salary rise to $145,000, an increase of 5% over the four years of the agreement
- Example B: associate professor earning $150,000 would see their salary rise to $185,500, an increase of 2% over the four years of the agreement
- Example C: full professor earning $200,000 would see their salary rise to $240,000, an increase of 2% over the four years of the agreement
- Example D: librarian (II) earning $115,000 would see their salary rise to $142,000, an increase of 7% over the four years of the agreement
- Example E: librarian (III) earning $130,000 would see their salary rise to $162,000, an increase of 7% over the four years of the agreement
- Example F: librarian (IV) earning $145,000 would see their salary rise to $178,000, an increase of 7% over the four years of the agreement
These examples are estimates rather than confirmed amounts. Final salary increases will be shared once an agreement is reached, ratified and implemented
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).